Clinical Manager NICU

Here, it's different. Come join us.

Children's Hospital Colorado, Colorado Springs is a top-ranked hospital located in a top-ranked city.

With a regional team of more than 1,000 team members, Children's Colorado has been present in southern Colorado since 2001 and now has team members at five locations providing outpatient specialty care, emergency care, inpatient care and therapy care. Children's Hospital Colorado, Colorado Springs is the first pediatric-only hospital in the region and includes the region's only emergency department and operating rooms built just for kids and served by pediatric experts who have dedicated their lives to treating kids - and only kids - and who are directly linked to one of the country's leading pediatric academic medical centers.

Here, we know it takes all of us, every role, to deliver the best possible care to each child and family we treat.

That's why we build our teams toward a foundation of equity in access, advancement, and opportunity. We know teams of individuals with different identities and backgrounds can nurture creativity and innovation. We know we can see, treat, and heal children better when our team reflects the diversity of our patient population. We strive to attract and retain diverse talent because we know a truly inclusive and equitable workforce will help us one day realize our most basic calling: to heal every child who comes through our doors.

A career at Children's Colorado will challenge you, inspire you and motivate you to make a difference in the life of a child.

Learn about Children's Colorado and our culture: https://www.youtube.com/user/thechildrenshospital

Find out more about living and working in Colorado Springs: https://coloradospringschamberedc.com/live-work/

The Clinical Manager is responsible for directing and managing the daily operations of a direct patient care department to ensure policies, procedures, and guidelines are being followed; providing clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes; and ensuring compliance with quality and safety initiatives and practices. The Clinical Manager ensures the accomplishment of organizational goals and objectives to improve healthcare performance and patient experience of care in a cost-effective manner. The Clinical Manager is a partner with others in the healthcare leadership team to enhance clinical practice by coaching for performance and promotion of professional growth. Finally, the Clinical Manager provides leadership in managing department team members and patient/family experiences.

About the NICU:

Our Level III NICU in Colorado Springs cares for a large volume of patients with more than 50 licensed beds in a free-standing Children's Hospital. Our NICU focuses their expertise by specializing in the care of a wide variety of neonatal patients ranging from extremely premature infants, critically ill term newborns, surgical patients, and everything in between. We are a full-service Children's Hospital with the necessary subspecialties to meet the unique needs of the patients we serve. As the premier Children's Hospital serving the Southern Colorado region we receive patients from facilities in Colorado Springs, Southern Colorado as well as neighboring states. Many of our patients are born close by at UC Health, our next-door hospital partner. Our unit has a sky bridge to their labor and delivery unit which serves as a wonderful partnership for the parents to come and see their baby while mom is still inpatient. We are primarily a clean NICU, meaning babies that come to us have usually never been home. However, when babies need our help, we are ready to do whatever it takes to provide them the best care. We will take babies who have been home for phototherapy, rule out sepsis, respiratory illnesses, and other needs for hospitalization under certain circumstances. Of note, Colorado Springs was ranked the second-best metro area to live in the United States (out of 150 cities) by US News & World Report for 2022. To make the top of the list, a city must have good value, be a desirable place to live, have a strong job market and a high quality of life.

Department Name: CSH NICU
Job Status: 40 hours/week
Shift: Monday-Friday, 8 hour days. Direct leadership responsibilities may include weekends and nights as the needs of the unit or staff require.

EDUCATION - Bachelors of Science in Nursing (BSN) required. Masters of Science in Nursing (MSN) or Master's in health related field required.
EXPERIENCE - Three years of clinical experience and two years of nursing leadership experience in supervision, leading clinical practice projects, serving as a charge nurse or house supervisor, and/or precepting.
LICENCURES/CERTIFICATION(S) - Registered Nurse (RN) License
BLS/CPR from the American Heart Association with at least 6 months left before expiration is required upon hire.
American Nurses Credentialing Center (ANCC) or Magnet recognized Certification.

Preferred: Neonatal Resuscitation Program, and professional leadership certification CNML or NE-BC

POPULATION SPECIFIC CARE
a. Neonate - <30 days
b. Infancy - >30 days to 1yr
c. Toddlers - >1yr to 3yrs
d. Pre-Schoolers - >3yrs to 5yrs
e. School age - >5yrs to 13yrs
f. Adolescent - >13yrs to 18yrs
g. Adult - >18yrs to 65yrs

ESSENTIAL FUNCTIONS
An employee in this position may be called upon to do any or all of the following essential functions. (These examples do not include all of the functions which the employee may be expected to perform.)

* Directs and manages the daily operations of the department to ensure policies, procedures, and guidelines are being followed. Utilizes evidence-based practice to develop and maintain policies, procedures and guidelines for practice.
* Develops and communicates departmental strategic plan and annual goals, ensuring employees are focused on priorities. Ensures the accomplishment of organizational goals and objectives to enhance clinical practice and professional growth.
* Provides clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes for infants and children with complex health care needs.
* Represents the department in meetings senior leadership or with leaders from other areas of the hospital. Serves as a representative on various committees. Fosters collaborative relationships that benefit the organization.
* Interprets and explains regulatory standards and hospital policies, procedures, and rules to employees and ensures compliance with applicable quality and safety initiatives and practices.
* Ensures staff and financial resources are utilized appropriately and shifts resources to meet both patient and department needs within budget restraints.
* Resolves escalated, complex, or controversial operational and patient/family issues, making decisions that are inclusive of multiple perspectives and solves underlying problems.
* Establishes performance metrics for department. Works with Associate Clinical Managers to achieve department outcomes, performance and professional development standards; identifies opportunities for continual improvement to performance standards.
* Continuously strives to improve clinical, educational, research, and advocacy programs in department; sets and models high performance standards that empower staff to achieve agreed upon outcomes. Encourages clinically-based research projects to evaluate practice outcomes and mentors department team members in creating/evaluating projects.
* Selects, trains, develops, and evaluates department team members. Creates a worker-friendly environment that develops and realizes the full potential of department team members.
* Makes decisions on hiring, terminations, promotions, and disciplinary actions as required, taking into consideration feedback from Associate Clinical Managers.
* Develops departmental budget recommendations, and monitors expenditures to ensure compliance organizational financial goals.

SCOPE AND LEVEL

* Guidelines: Guidelines are in the form of stated vision and objectives for the division or agency. 2nd level manager directs and manages an operational and/or a functional area by developing objectives and strategies. Work is operational in nature.
* Complexity: Duties performed include operational and organizational planning, developing standards, schedules, priorities, guidelines, processes, measurement (evaluation) systems, implementation of production and performance management standards, and allocating resources.
* Decision Making: Determines strategy priority shifts for the agency or department.
* Communications: Contacts where the exchange of information, support, influence, and cooperation may have a very significant impact on the division, programs, and/or policies of the organization.
* Supervision Received: Director may review work for soundness of judgment and conclusion.

COMPETENCIES
* OPERATIONAL DECISION MAKING - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
* DRIVING FOR RESULTS -Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
* COACHING & DEVELOPING OTHERS - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
* LEVERAGING DIVERSITY -Working effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; making the most effective use of the capabilities, insights, and ideas of all individuals.
* BUILDING A SUCCESSFUL TEAM - Using appropriate methods and a flexible interpersonal style to help build a cohesive team; facilitating the completion of team goals.
* SELECTING TALENT -Evaluating and selecting internal and external talent to ensure the best match between the individual and the work requirements.
* CUSTOMER FOCUS -Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers' and own organization's needs.
* CONTINUOUS IMPROVEMENT-Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas, and implementing solutions.
* ALIGNING PERFORMANCE FOR SUCCESS -Focusing and guiding others in accomplishing work objectives.
* BUILDING TRUST - Interacting with others in a way that gives them confidence in one's intentions and those of the organization.
* GAINING COMMITTMENT -Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one's own behavior to accommodate tasks, situations, and individuals involved.
* LEADING THROUGH VISION AND VALUES-Keeping the organization's vision and values at the forefront of associate decision making and action.
* FACILITIATING CHANGE -Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.
* EMPOWERMENT/DELEGATION -Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit's strategic priorities.
* MANAGING CONFLICT -Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.

Ability to Perform Essential Functions of the Job

PHYSICAL REQUIREMENTS
Body Movement
* Will frequently stand/walk for 6-8 hours per day.
* Will frequently use hands while keyboarding and writing.
* Will frequently sit for 2-4 hours per day while accessing computer, talking on the telephone, and while attending meetings.
* Back and Upper Body (lifting and carrying)
* Will occasionally lift/force exerted up to 100 pounds.
Vision
* Constantly uses sight in performance for daily job duties.
Hearing
* Constantly uses hearing in performance for daily job duties.
Others
* Able to assist or assume direct patient care as census directly permits. Exposure to unsteady or falling patient: In the course of transferring a patient, may encounter a patient who falls or loses balance, causing employee to fall and/or bear the full weight of a patient.

WORK ENVIRONMENT
* Exposure: Exposure to blood/body fluid: Regular/Frequent.
* Exposure: Exposure to heights: Occasional.
* Exposure: Exposure to infectious diseases: Frequent.
* Exposure: Exposure to lung irritations: Occasional.
* Mental and Emotional Requirements: Independent discretion/decision making.
* Mental and Emotional Requirements: Makes decisions under pressure.
* Mental and Emotional Requirements: Manages stress appropriately.
* Mental and Emotional Requirements: Works with others effectively.

It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.

Here, you matter. As a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development resources to help you advance and grow.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.