CHRISTUS Santa Rosa Hospital - Westover Hills (CSRH-WH) is a 150-bed hospital serving the fastest growing area of San Antonio. Specialized care includes orthopedic and surgical services, ICU, women?s services, a newborn nursery, comprehensive cardiovascular care from diagnostics to open heart surgery, vascular lab, sleep center, emergency services, the CHRISTUS Weight Loss Institute, wound care, rehabilitation, and more. The campus also boasts an Outpatient Imaging Center and three medical plazas, one of which houses our CHRISTUS Santa Rosa Family Medicine Residency Program and CHRISTUS Santa Rosa Family Health Center.

Summary:

Directs and implements educational strategies for providing employee training and development programs for all facilities in a region. 

Responsibilities:

• Creating and defining organizational training and development goals and objectives based on evaluation of organizational and individual needs
• Organizing and coordinating facilities to deliver clinical education sessions. Introducing and implementing new technology methods and tools in training programs
• Driving the development and delivery of educational curriculum and evaluating clinical education sessions to ensure training objectives are met
• Directing, motivating, developing and managing the performance of the education management team and key staff

CORE COMPETENCIES

• Standard I: Financial Management
  • Recognizes the impact of reimbursement on revenue
  • Understands the relationship between values-based purchasing and quality outcomes with revenue and reimbursement
  • Creates, monitors, and analyzes a budget; explaining variance
  • Conducts ongoing evaluation of productivity, forecasting future revenue and expenses
  • Documents capital appropriations and project authorizations
• Standard II: Human Resources Management
  • Evaluates and specifies the critical resources required to accomplish the team's objectives
  • Initiates requests for required resources based on staff competency with patient acuity
  • Allocates team resources responsibly and equitably within the scope of labor laws
  • Calculates resource usage to set a baseline for comparison
  • Discovers opportunities to improve resource utilization
  • Implements changes in role consistent with scope of practice
  • Resolves conflicts in a wide variety of situations, such as workload allocation, schedule overlap etc.
  • Adjusts management and personal style to fit the needs of different people and different situations
  • Explores motivational factors and tailors motivational efforts to individual needs and situations for the department
  • Conducts evaluations on personnel performance at the work place and recommends improvement plans
  • Coaches others on operating personnel management systems and their processes
• Standard III: Relationship Management and Influencing Behaviors
  • Situation Management
    • Identifies issues that require immediate attention
    • Applies principles of crisis management to handle situations as necessary
    • Manages conflict
    • Promotes team dynamics
    • Mentors and coaches staff
  • Promotes Professional Management
    • Promotes and encourages stress management
    • Encourages participation in professional action
    • Applies principles of self-awareness
    • Fosters a healthy work environment
  • Diversity
    • Understands the components of cultural competence as they apply to the workforce
    • Maintains an environment of fairness and processes to support it
    • Capitalizes on differences to foster highly effective work groups
• Standard VI. Performance Improvement/Safe Practice/Quality Care/Regulations
  • Assesses customer and patient satisfaction while developing strategies to address satisfaction issues
  • Provides direct service to internal or external customers
  • Facilitates the resolution of customer problems, issues, or concerns
  • Monitors and promotes workplace safety requirements resulting in positive patient outcomes
  • Applies systems thinking knowledge as an approach to analysis and decision-making
  • Demonstrates accountability for nursing research and quality improvement activities
  • Provides evidence-based nursing care
  • Promotes and communicates patient information effectively across the continuum of care
• Standard V. Leadership
  • Serves as a leader of patient care
  • Utilizes an appropriate style of leadership: autocratic, democratic, laissez-faire/free rein, etc.
  • Demonstrates leadership qualities: intelligence, influence, determination, integrity, confidence
  • Manages own behaviors during interactions, such as feedback giving, to shape workplace events
  • Utilizes positive reinforcement to motivate and attain desired behaviors; increases productivity
  • Employs leadership theories, such as contingency and transformational, and associated techniques
  • Applies techniques of "action learning" to problem solve and personally reflect on decisions

TECHNICAL COMPETENCIES

• Healthcare Industry
  • Works with a specific aspect of healthcare or healthcare specialty
  • Analyzes value chain of healthcare industry; recognizes the position of one's own enterprise within the industry
  • Summarizes the operational, regulatory, economic and competitive issues and considerations of healthcare industry
  • Monitors the market trends of medical information systems for healthcare organizations
  • Discusses and explains the eligibility and provisions of various medical insurance programs
• Clinical Performance Improvement
  • Shares experiences with process performance improvements across multiple areas
  • Recognizes recurring and difficult programs and explores new or innovative solutions
  • Leverages technology to facilitate the sharing of clinical performance or outcomes data
  • Compares and contrasts different approaches for performance improvement; highlights pros and cons
  • Creates mechanism for ensuring quality and performance measures are understood and valued by nursing staff
  • Consults on and coaches on developing business cases to justify improvement initiatives
• Training and Development
  • Creates a standard system to provide all audiences with training and development
  • Designs assessment instruments to help evaluate learning outcomes
  • Advocates for the support of senior management to help meet the organization's planning and training needs
  • Leads in defining strategies and best practices for training and development
  • Predicts industry and marketplace trends in training and development
  • Shapes the field of training and development by taking an active part in HRD societies and conferences
• Employee Development Strategies
  • Advises others on the selection of employee development programs to meet a particular need
  • Evaluates the results of employee development programs and recommends future enhancements or revisions
  • Consults on the effects of various training programs on organizational performance
  • Establishes and controls yearly budgets related to development programs and systems
  • Formulates corrective action plans to remedy training or knowledge gaps in an organization
  • Oversees the implementation of development programs and systems across the organization
• Training Evaluation
  • Designs strategies for training evaluation development and implementation
  • Establishes procedures, policies and regulations for training evaluation
  • Leads in analyzing industry benchmarks for training measurement and evaluation
  • Leads discussions on the theoretical background of training evaluation, including issues and considerations
  • Promotes the design of advanced tools and technologies for training evaluation
  • Predicts global industry and competitive trends and practices in training evaluation
• Training Operations
  • Designs effective work flows and procedures for training operations
  • Leads in developing systematic policies and strategies for training operations activities
  • Establishes processes to address, investigate and document illegal and inaccurate training operations
  • Creates a quality review system for training operations based on industry benchmarks
  • Develops new tools and methods to improve training operations 
  • Predicts industry trends and marketplace developments relevant to training operations

Requirements:

Education/Skills

• Bachelor's degree in Nursing, Health Care Administration or Business Administration required
• Master's degree in Nursing, Health Administration, Business Administration, Nursing, or related advanced degree in health related field preferred

Experience

• Minimum of 1 years? experience as a senior nursing leader
• Minimum of 5 years? experience in nursing leadership
• Minimum of 5 years? experience developing, designing and coordinating training and education programs

Licenses, Registrations, or Certifications

• RN license in good standing in state of employment or a compact state , if applicable
• Registered Nurse (RN) required
• American Heart Association Basic Life Support

Work Schedule:

5 Days - 8 Hours

Work Type:

Full Time

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About CHRISTUS Health

CHRISTUS HEALTH is an international Catholic, faith-based, not-for-profit health system comprised of almost more than 600 services and facilities, including more than 60 hospitals and long-term care facilities, 350 clinics and outpatient centers, and dozens of other health ministries and ventures. CHRISTUS operates in 6 U.S. states, Colombia, Chile and 6 states in Mexico. To support our health care ministry, CHRISTUS Health employs approximately 45,000 Associates and has more than 15,000 physicians on medical staffs who provide care and support for patients. CHRISTUS Health is listed among the top ten largest Catholic health systems in the United States.

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