Required Skills

• Physician Leadership Program Development and Implementation 
• Develop and implement a comprehensive physician leadership development strategy aligned with Physician Enterprise goals.
• Establish competency models for physician leaders, medical directors, section chiefs, and emerging leaders.
• Design leadership curricula, workshops, academies, and executive development programs.
• Partner with executive leadership to identifyand prepare future physician leaders. 
• Establish leadership succession planning processes across the enterprise.
• Coordinate physician leadership onboarding and transition support.
• Coordinates initial onboarding and career success activities across the physician enterprise.

•  Mentorship Program Development & Oversight
• Create and oversee enterprise physician mentorship programs for physicians and APPs throughout their careers.
• Develop structured mentoring pathways for: 
• Newly recruited physicians and APPs
• Early-career providers
• New physician leaders
• High-potential future leaders
• Underrepresented clinician populations
• Design mentor recruitment, training, matching, and evaluation processes.
• Monitor mentorship outcomes and participant satisfaction.
• Promote knowledge sharing and peer support throughout the enterprise.

• Physician Wellness & Professional Fulfillment
• With physician dyad, lead the enterprise physician wellness strategy.
• Develop programs that promote resilience, professional fulfillment, and work-life integration.
• Partner with Human Resources, Employee Assistance Programs, and clinical leaders to support clinician well-being.
• Identifydrivers of physician burnout and coordinate mitigation strategies. 
• Establish wellnessresources, educational offerings, and peer support programs. 
• With physician dyad, lead enterprise wellness assessments and recommend improvement initiatives.

• Physician Engagement, Culture& Communication 
• Develop physician engagement strategies that support organizational mission, vision, and values.
• Partner with physician dyad and physician leaders to identify opportunities for enhancing physician experience.
• Support communication and engagement activities for physicians and APPs.
• Lead initiatives related to the physician engagement survey participation, engagementand action plans.   
• Assistwith initiatives that strengthen physician alignment and participation in enterprise governance. 
• Foster a culture of collaboration, professionalism, accountability, and continuous learning.
• Serves as a key communication liaison for the physician enterprise. 

Required Skills

• Credentialing & Provider Enrollment Oversight
• Direct and oversee Medical Group credentialing coordination activities for physicians and APPs.
• Partner with Medical Affairs and Credentialing teams to ensure timelyprovider appointment, privileging, and payer enrollment. 
• Monitor credentialing timelines and identifybarriers to provider readiness. 
• Develop performance metrics and dashboards for credentialing cycle times and onboarding effectiveness.
• Ensure compliance with organizational, accreditation, regulatory, and payer requirements.
• Collaborate with the Central Verification Office (CVO) and Medical Staff Office as applicable.

• Provider Onboarding Program Leadership
• Lead development, implementation, and continuous improvement of enterprise provider onboarding processes.
• Establish standardized onboarding pathways for employed physicians and APPs.
• Oversee onboarding milestones from contract execution through first patient encounter.
• Monitor providerreadiness activities including licensure, credentialing, technology access, training, and operational integration. 
• Coordinate welcome and orientation experiences for new providers.
• Ensure providers are equipped with resources necessary for successful practice
• Collaborates with clinic and hospital operational teams to ensure onboarding success. 

• Provider Education & Professional Development
• Develop and administer Medical Group orientation and educational programming.
• Coordinate required training and compliance education for providers.
• Partner with clinic and hospital operational leaders to identifylearning needs. 
• Support leadership development programs for physicians and APPs.
• Develop educational resources related to policies, quality initiatives, regulatory requirements, documentation needsand operational processes. 
• Maintain records of required educational activities and completion.

• Provider Logistics & Practice Integration
• Oversee logisticssupporting new provider start-up and integration. 
• Coordinate provider readiness activitieswith clinic and/or hospital operations, including:  
• Workspace preparation
• Technology and systems access
• Clinical scheduling readiness
• Equipment and supply coordination
• Badge and access management
• Partner with practice administrators and operational leaders to ensure successful provider transitions.
• Develop standardized provider launch and readiness checklists.

• Cross-Functional Collaboration
• Partner with: 
• Medical Affairs
• Medical Staff Services
• Human Resources
• Information Technology
• Legal
• Compliance
• Revenue Cycle
• Clinic Operations
• Hospital Operations
• Facilitate coordination among stakeholders involved in the provider lifecycle.
• Serve as the primary liaison for onboarding and integration activities.

• Provider Experience & Engagement
• Lead initiatives designed to improve physician and APP onboarding satisfaction.
• Assess provider experience through surveys and feedback mechanisms.
• Identifyopportunities to improve retention through enhanced onboarding and early practice support. 
• Promote a culture of service excellence and provider engagement.

• Leadership & Team Development
• Recruit, develop, and supervise onboarding, credentialing support, education, and logisticsteam members. 
• Establish performance expectations and accountability measures.
• Foster a culture of collaboration, customer service, innovation, and operational excellence.
• Provide mentorship and professional development opportunities for staff.

Required Skills

1. Empowers self and staff to enhance patient-focused care and quality client outcomes as reflected in patient satisfaction and quality improvement efforts.

1. Fosters an environment which focuses on values, professionalism and accountability, where staff and management see each other as partners in the decision making process.

1. Embodies the Memorial Health System Performance Excellence Standards of Safety, Courtesy, Quality, and Efficiency that support our mission, vision and values:

• SAFETY: Prevent Harm – I put safety first in everything I do.  I take action to ensure the safety of others.
• COURTESY: Serve Others – I treat others with dignity and respect. I project a professional image and positive attitude.
• QUALITY: Improve Outcomes – I continually advance my knowledge, skills and performance. I work with others to achieve superior results.
• EFFICIENCY: Reduce Waste – I use time and resources wisely. I prevent defects and delays.

1. Ensures that the access to services is orderly and fair and meets the funding and licensure requirements in place at any given point in time.

1. Interviews, selects, and retains staff. Monitors staff performance/appraisals and initiates corrective action as necessary in accordance with Human Resources.

1. Serves as a professional role model and works to encourage and develop future emerging leaders as a function of succession planning. Maintains an awareness of current and emerging local, State and national issues related to behavioral healthcare.

1. Maintains an understanding of the clinic’s primary client population and their care needs/requirements.

1. Keeps up-to-date on new clinical treatments/services being developed/implemented for primary client populations.

1. Maintains a sound knowledge base of current trends and developments in clinical practice in order to lead clinical-based changes to improve client care delivery.

1. Ensures compliance with CARF standards and State, Federal and local provisions of mental health law.

1. Demonstrates ability and willingness to collaborate with peers and staff.

1. Facilitates cooperative relationships of service providers regarding client service delivery and program development.

1. Holds regular staff meetings in order to facilitate communication of organizational imperatives/changes as well as clinic issues.

1. Reviews and evaluates monthly expenditures and operating statements and implements corrective action plans to address variances as necessary. Participates in the preparation of the annual budget for areas of responsibility and identifies capital needs.

1. Designs and implements cost-effective strategies that will enhance effective and efficient client care delivery.

1. Ensures staff compliance with documentation of services and productivity objectives.

1. Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.

Required Skills

Scope of Supervision:

1. The Nurse Manager reports to the Director of Nursing (and indirectly to the CNO if Director or Administrator is outside the DON’s direct reporting line).
2. Personnel reporting to this position will include nursing staff and auxiliary personnel.
3. The Nurse Manager coordinates the management of patient care with unit staff, other departments and the nursing supervisors (on off shifts).
4. The Nurse Manager is a leader, mentor and patient advocate. This individual must possess the skills to identify, introduce and assimilate change successfully into the practice environment.
5. Performs other related work as required or requested.

I.         Leadership:

A.       Personal and Professional Growth:

1.       Demonstrates responsibility for own personal and professional growth as reflected in ongoing education, projects, and annual professional development plan.

2.       Provides and receives formal peer-to-peer feedback among nurse leader colleagues.

3.       Empowers self and staff to enhance patient-focused nursing care and quality patient outcomes as reflected in patient satisfaction and quality improvement efforts.

4.       Fosters an environment which focuses on values, professionalism and accountability, where staff and management see each other as partners in the decision making process.

5.       Serves as a professional nurse role model and works to encourage and develop future nursing leaders as a function of succession planning. 

B.       Clinical Knowledge:

1. Maintains an understanding of the unit’s primary patient populations and their care needs/requirements.
2. Keeps up-to-date on new clinical treatments/services being developed/implemented for primary patient populations.
3. Maintains a sound knowledge base of current trends and developments in nursing practice in order to lead unit-based changes to improve patient care delivery.

1. Collaborative Practice:
2. Demonstrates ability and willingness to collaborate with peers and staff.
3. Shows commitment to the development of inter-departmental/intraprofessional collaboration for improvement of patient care, unit efficiency and effectiveness.
4. Develops working relationships with the medical staff that encourage problem solving on all levels.
5. Builds and maintains a strong Unit-Based Council to facilitate shared decision-making process.

1. Community Involvement:
2. Involves self with professional organizations and community health-related services and agencies.

1. Communication Skill:
2. Encourages and facilitates a work climate conducive to open, honest communication and incorporates an effective information sharing process to ensure staff are kept up to date on key changes/issues affecting their work processes.

1. Demonstrates a communication style which is supportive and non-threatening, thus providing an environment that allows for open expression of ideas and problem solving.

1. Attends Nurse Management Council and Department Managers’ meetings and relays pertinent information to staff.

• Human Resources:

1. Is accountable for recruitment, interviewing, selection and retention of unit-based staff.

1. Is accountable for scheduling of personnel to assure quality patient care within budget requirements.

1. Is accountable for staff performance monitoring/feedback/appraisal and initiating corrective/disciplinary action as necessary, in accordance with hospital policies.

1. Holds regular staff meetings in order to facilitate communication of organizational imperatives/changes as well as unit issues.

1. Encourages staff to identify personal and professional growth needs and facilitates appropriate opportunities for that growth.
2. Maintains a climate which provides ongoing appreciation and recognition of achievements.

1. Supports appropriate risk-taking efforts by staff and peers.

1. Assists in the development of and supports divisional programs/initiatives that promote recruitment/retention and satisfaction of staff members.
2. Fiscal Management:
3. Budget Preparation:
4. Participates in the preparation of the annual budget for areas of responsibility.
5. Identifies capital equipment items needed.
6. Identifies and evaluates present and future staffing needs.

1. Budget Monitoring:
2. Establishes quotas of supplies, analyzes financial and productivity reports.
3. Reviews and evaluates monthly expenditures and operating statements and implements corrective action plans to address variances as necessary.

1. Designs and implements cost-effective strategies that will enhance effective and efficient patient care delivery.

1. Educates staff regarding operation of the unit and fiscal responsibilities.

1. Maintains sound knowledge base of current trends and developments in health care related to reimbursement issues.

1. Planning:
2. Engages staff in developing annual unit goals and individual goals consistent with ALMH’s Strategic Priorities, the MHS Nursing Strategic Plan and the ALMH annual Nursing goals.

1. Develops mechanisms with staff to fulfill unit goals and objectives.

1. Reviews goals and plans of action with staff on a regular basis.

1. Performance and Outcomes Improvement:
2. Identifies quality improvement opportunities and uses appropriate QI tools/techniques to evaluate potential solutions.

1. Leads intra-and inter-departmental problem solving to ensure resolution of clinical issues and adoption of “best practices.”

1. Collaborates with staff in evaluating standards of care in relation to a particular patient population. Measures and validates that identified outcomes are met.

1. Assures unit performance measurement data is gathered, monitored and reported and facilitates its use in improving quality and/or efficiency.

• Research:

1. Creates an environment that promotes analytical thinking in the resolution of identified clinical problems and the adoption of evidence-based nursing practice.

1. Provides opportunities and resources to encourage staff to participate in nursing research/scholarship activities.

1. Fosters collaborative research relationships with other healthcare institutions and healthcare providers.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.