Vice President of Nursing (CNO), FT

Location
Takoma Park, MD
Posted
May 03, 2019
Closes
Sep 13, 2019
Ref
R-4835
Industry
Healthcare
Hours
Full Time
GENERAL INFORMATION

The Vice President/Chief Nursing Officer (CNO) serves as a critical leader of the hospital, overseeing directly and indirectly all nursing care provided at White Oak Medical Center (WOMC). Reporting to the President, the CNO serves on the leadership team representing the interests of patients and caregivers during strategic and policy-related discussions and decisions. Similarly, the CNO represents administration to nursing at the middle management and staff levels. The CNO serves on a wide variety of leadership, management, medical staff and corporate committees. The position is accountable for meeting quality, financial, operational and customer service goals in areas related to nursing and patient care.

The nursing division employs approximately 500 nurses, of which about 55 percent hold a minimum of a bachelor's degree.

GOALS & EXPECTATIONS

During the first year the new Chief Nursing Officer will need to establish credibility as an operationally astute leader who can continue to develop a high performing nursing team that will drive employee engagement, clinical quality improvement, customer service and productivity. This CNO will also need to establish that their leadership will continue to provide stability in the CNO role and advance Nursing practice and other patient care areas. Specific goals that have been identified as measures of success for the first 18 to 24 months include:

• Continue to foster an operations culture that reflects a high level of teamwork and collaboration. Be highly visible through rounding with nursing directors and manager and also with front line staff. Exercise an outgoing style that will enable the CNO to represent the "pulse" of the organization, nursing and all areas of patient care to senior leadership.

• Maintain a culture in nursing which emphasizes the importance of consistent and disciplined processes and execution. Continue to foster a culture that embraces accountability and teamwork between nurse departments and non-nursing departments. Embrace the current System Baldrige Award quality work to eliminate variation.

• Work collaboratively with the retiring CNO through December 2019 on a transition of patient care services into the new Medical Center. Also collaborate with the retiring CNO to transition the CNO leadership by December 2019

• Engage and inspire nurses and patient care leadership to develop contemporary education and processes that provide demonstrable improvements in critical thinking skills and overall assessment skills. Support the Professional Career Advancement Program (PCAP) and encourage all nurses to participate. Support and advance the use of the Nurse Residency program.

• Engage the medical staff in initiatives to improve nursing and physician care. Embrace a collegial relationship between nurses and physicians. Collaborate with the Chief Medical Officer on initiatives that improve physician and nursing care. Verify and create staffing models that maintain the appropriate staffing ratios for all patient care areas.

• Continue to provide mentoring and accountability to nursing and patient care leaders to enhance performance; embrace innovation and continue to build the clinical and professional practice of unit managers; continue to develop a pipeline for succession planning at the middle management level; develop and embrace innovative approaches to nursing care, staffing and quality;

• Be a communication champion for Nursing who can translate the daily and strategic administrative initiatives into plans and processes for nurse leaders. In addition, provide the Nursing and patient care perspectives in executive leadership meetings.

• The result of the successful execution of many of the objectives outlined above will be, among other things:
o Increase Nursing professional certification from 30 percent to 100 percent;
o Continue to develop clinical ladders through the PCAP initiatives;
o Increase nursing staff satisfaction employee engagement from the 75th percentile to the 90th percentile;
o Increase HCAPS patient satisfaction from the 75th percentile to the 90th percentile;
o Continue nursing productivity at budgeted levels;
o Explore the expansion of Cancer, Orthopedic and Mother-Baby services on the new White Oak Medical Center campus;
o Continue to support and expand Baldrige Award initiatives at WOMC and Adventist HealthCare;
o Create and pursue a strategy for WOMC to become a 4-Star CMS rated facility and an A rated Leapfrog Hospital Safety Grade.
o Explore the pursuit of Magnet status;
o Reduce nursing turnover rates from 17% to 14%;
o Reduce travel nursing labor expense by 50 percent;

• Provide the necessary leadership, with other members of the executive team, to complete JCAHO accreditation in the new Medical Center in February 2020;

Work Schedule:

CANDIDATE PROFILE

The following describes many of the characteristics of the ideal candidate for the Chief Nursing Officer at WOMC:

Education

  • Well-prepared academically, with a graduate degree in business administration, health care management or nursing.


Must be a registered nurse with eligibility for Maryland licensure;

Experience

  • A strong background in hospital patient care delivery with at least ten years progressive leadership experience and demonstrated results in a medium-sized hospital.


  • Preference for candidates with experience as a Chief Nursing Officer; candidates from larger hospitals with multiple department responsibilities, but without the formal CNO experience, will also be considered.


  • Candidates with experience in a regional hospital system are highly desired.


  • A demonstrated ability to build effective teams and to lead, mentor and develop middle management; experience in "change management" and process improvement is important.


  • A track record of commitment to patient care, sensitivity to clinical issues along with a grasp of the "big picture" and strong grounding in every aspect of patient care, including finance.


  • A strong customer service orientation and a track record of measurably improving customer service.


  • A management style which is fair, consistent, open, and inclusive, but emphasizes accountability and measures results; an advocate for both patient care and nursing.


  • Successful experience managing the financial aspects of nursing leadership (budgets, margins, productivity, etc.).


  • A track record of strong physician relationship-building.


Personal Characteristics

  • Strong, demonstrated relationship skills that foster trust and teamwork and a common focus on excellence in all areas.


  • A team player and team builder who focuses on the good of the entire organization and can inspire others to work together to achieve organizational excellence.


  • A good communicator who is also a good listener and can be comfortable and effective at all levels of the organization; strong written and verbal communication skills are also important; candor and common sense is appreciated.


  • A creative, pragmatic problem solver who is energized by challenges and change and identifies untapped opportunities to capitalize on within the organization.


  • A demonstrated high level of integrity; guided by a sound set of ethical principles.


  • Energy and enthusiasm, yet able to exude a calming influence when needed; even-tempered and able to exhort a spirit of dignity and optimism; a good sense of humor.


  • A leadership style which emphasizes empowerment and visibility within the facility.


  • Must be computer literate.


  • Must be compatible with and passionate about Adventist HealthCare's faith-based mission of service and ministry.


Tobacco Statement

Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine use.

Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine). Those testing positive for cotinine are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.

Equal Employment Opportunity

Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.

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