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The Administrative Director of Care Management provides strategic and operational leadership to ensure the provision of high quality, safe healthcare and customer service to patients and families in need of Care Management services. The Administrative Director will partner with hospital and health system leadership, OHSU Healthcare staff, community members and other stakeholders to identify opportunities for operational success.

The Administrative Director is responsible for the provision of administrative care management services in support of the teaching, research, patient care, outreach, and public service missions of the University. Specifically, the Administrative Director will provide operational development, direction, supervision and administration which includes: Nurse Case Management, Utilization Management, Social Work, Transitional Care Programs and the Partnership Project, The Administrative Director has the primary responsibility for the
staff and programs which support patient transitions of care to ensure safe discharges and post-acute care placements. Further, ensures that OHSU meets all regulatory and accreditation requirements related to patient classification, utilization management, and discharge planning. The Administrative Director is a resource in the development of and effective use of population management methodologies, value-based reimbursement models, care coordination strategies, transdisciplinary coordination of care efforts, complex case coordination, and effective post-acute care partnerships. The director is a key stakeholder in advancing OHSU performance regarding length of stay, capacity management and readmission rates. The Administrative Director works collaboratively with the Clinical Resource Management Committee and the Executive Leadership Team of OHSU Healthcare in the determination and implementation of strategies and tactics for the Care Management Department that are in alignment and support regulatory requirements.

The Administrative Director manages the Care Management Department on behalf of multiple stakeholders. Accordingly, the director is accountable to, and takes direction from the Chief Nursing Executive and Executive Leadership Team of OHSU Healthcare.

STRATEGIC PLANNING

• Develops a division strategic plan that reflects the organization’s strategic plan and nursing’s vision
• Analyzes data to determine performance initiative priorities that improve care delivery modes for care management services.
• Leads the formulation of goals, objectives, and specific strategies related to organizational, nursing and division level priorities.
• Establishes realistic and measureable goals based on organizational and nursing strategic plan in collaboration with leaders, staff and other stakeholders.
• Distributes leadership to achieve strategic targets.
• Leads the implementation of interventions to meet organizational and division-level goals.
• Develops strategies to communicate, implement, and evaluate the division’s strategic plan.
• Evaluates the stability and achievement of meeting strategic goals and advise on next priority strategic initiatives.

OPERATIONAL LEADERSHIP

• Leads the evolution of the division; uses systems and complexity theory to maximize the division’s capability to achieve high reliability, and create innovative solutions that result in excellent performance outcomes.
• Leads to enhance healthcare and, ultimately patient care through interdisciplinary activities, such as education, consultation, management, technological development, or research opportunities.
• Develops and expands the team’s intellectual capacity through mentoring and opportunities for professional growth and development.
• Directs cross-functional teams to leverage experience, cultivate knowledge and improve practice.
• Work collaboratively with Department Medical Directors and other organizational leaders to identify LOS, capacity management and readmission rate opportunities
• Collaborates with the interprofessional team to promote the continuity of services across settings.
• Evaluates the systems to determine the optimal care model, and directs the team to envision and implement the model.
• Evaluates leader competency, intervenes to optimize performance and
• Ensures the care environment supports the provision of safe quality care, and a work place that promotes shared decision-making, accountability, autonomy and engagement.
• Promotes and practices patient/family advocacy.
• Effectively communicates plans and decisions to leadership, staff and other stakeholders.
  
• Understands one’s own style of leadership and decision-making, and the role of beliefs, values, and inferences.
  
• Celebrates successes and accomplishments
  
• Balances the value of relationships with the need to achieve organizational goals and objectives.
  
• Promotes a climate of open communication and the free exchange of ideas from all levels in the origination.
  
• Clearly identifies the scope of decision-making using the decision-making model and assures decision-making at the appropriate level.

FINANCIAL MANAGEMENT

• Develop, implement and monitor overall operating and capital budgets for areas of responsibility to ensure cost efficient operations, integration of clinical services across operational and organizational lines and achieve financial performance that equals or exceeds targets.
  
• Coordinates budget requests of the hospital and assumes direct operational and budgetary accountability for specified hospital services.
  
• Operate clinical operations in a manner which promotes and enhances clinical efficiency, quality, patient and employee safety and satisfaction and operational excellence.
  
• Work collaboratively with Department Medical Directors and other organizational leaders to identify LOS, capacity management, and readmission rate opportunities
• Effectively build relationships that are beneficial in achieving organizational goals.
  
• Effectively engage and mobilize stakeholders to achieve critical business objectives and to help manage change through open communication and involvement strategies.
  
• Monitors monthly variances, reports on them timely and adjusts the operations to account for noted variances.
  
• Actively participate in vendor negotiations and contracting for post-acute care needs
  
• Actively partners with CCOs and other Medicaid, Medicare, and private insurers to obtain reimbursement for care transition services as well as billing for LCSW services where able.

HUMAN RESOURCES

• Recruit, select, engage, motivate, and retain an engaged workforce, including but not limited to establishing performance plans aligned with organizational goals and providing timely and clear performance feedback, as required.
• Manage human resources according to law and organizational policies, practices and procedures.
• Develop leaders to ensure satisfaction of all of their duties and responsibilities and to establish succession candidates for key positions to assure the availability of high quality candidates in the event of vacancies.
• Build and maintain a climate of trust, respect and integrity to achieve a commitment to common goals and strategies among diverse people from varied educational backgrounds, skill levels and positions in the organizational hierarchy.
• Recognize competency and accountability as key business objectives and establish a climate that encourages professional and personal growth, creativity, initiative, reasonable risk taking and accountability; and, a team approach to completing work.
• Develop, deploy and monitor a workforce plan the provides for staffing to meet workload needs for areas of responsibility.
• Keep abreast of industry and practice trends to ensure currency of knowledge and serve as a resource to others.
• Enhance personal development by identifying and accepting own strengths and areas for growth and initiating steps to improve by actively seeking out learning opportunities, coaching, and mentoring.
• Model ethical and appropriate behavior, professional standards, compliance and personal integrity.
• Maintain current position descriptions for all employees that include performance standards, essential job functions, and unit-specific competencies.
• Complete competency based performance appraisals annually for all staff in a timely fashion. Participates in development of collective bargaining positions, tactics, strategies and solutions with colleagues.
• Works with managers and staff to develop and support the Unit Based Nursing Practice Committee to optimize care, staff engagement, healthy work environment and communication within the unit, and throughout the organization.

SERVICE

• To drive high patient satisfaction for all services as measured through Patient Experience analysis and reporting, realizing the institutional goal related to Patient satisfaction.
  
• Promotes a service culture and engages in service recovery.
  
• Promote a cooperative work environment for all employees and customers.
  
• Remain responsive to community needs.

PERFORMANCE IMPROVEMENT

• Develop and execute a quality improvement plan for Care Management which includes measurable quality criteria, to ensure outcomes that equal or exceed standards.
  
• Provide leadership to the continuous interdisciplinary quality management process to improve patient and family centered quality of care in areas of responsibility. Partner with Medical Staff, Department Directors and staff to increase quality objectives through improvement of employee proficiency, operating systems and efficient management of resources.
  
• Ensure all operational activities in respective departments are aligned with key organizational quality strategies and initiatives. Establish and maintain currency with Joint Commission, state and other governing and accreditation bodies' rules and regulations to ensure compliance requirements are satisfied in areas of responsibility.
  
• Develop, revise, and implement departmental policies and procedures for all areas. Ensure all employees are adequately oriented to and consistently follow through on policies and procedures.
  
• Assure license and certification of staff to meet regulatory and strategic objectives for clinical excellence are secured and valid.

PROFESSIONALISM

• Actively participates in professional and/or community organizations to promote Care Management initiatives.
  
• Participates in professional collaborations which strengthen post-acute care relationships with OHSU.
  
• Works with inpatient and ambulatory leaders to optimize patient throughput and utilization management through best practice implementation.
  
• Engages in self-assessment in role accountability
  
• Advances own skills and knowledge in areas of responsibility including the arts and science of nursing, change in healthcare systems, and application of emerging technologies.
  
• Advances excellence by communicating a clear and consistent message about the expectations for role and standards-based practice.
  
• Develops an infrastructure, and allocates resources to create a professional practice environment.
  
• Develops and presents relevant information, education, and/or training to other health care providers and/or the community as appropriates.
  
• As appropriate, submits abstracts or articles for professional presentations or publication.
  
• Role models professionalism and participation in activities such as nursing organizations, the community, and agencies that shape health care policies and practices.
  
• Facilitates the utilization, conduct, and dissemination of research.
  
• Engages in informal and formal processes of giving and seeking feedback regarding role performance from individuals, professional collegues, representatives, administrators, and others.
  

• Masters Degree in Nursing
• Oregon Registered Nurse license
• Five (5) or more year’s progressive administrative leadership experience in a complex healthcare environment

Job Related Knowledge, Skills and Abilities (Competencies):

• Requires strong leadership, creativity, high energy,  knowledge base in cardiac technology, information management, human resource management, strategic planning, financial analysis, and service line management
• Individual must be results oriented, disciplined, focused, have excellent presentation and writing skills, excellent analytical and statistical skills, strong team development skills, and excellent communication skills

• Doctorate degree in Nursing, Social Work or Related Field
• Previous leadership experience in an academic medical setting preferred; Discharge planning, utilization management experience preferred

• Office work schedule associated with an office environment; i.e.
• May require long hours to achieve timely completion of work products.
• Occasional business travel for operation s of education reasons

Benefits

• Medical, dental and vision coverage at low or no cost to employees; Covered 100% for full-time employees and 88% for dependents
  
• Several retirement plans to choose from! – Oregon Public Service Retirement Plan and University Pension Plan, voluntary savings plans (403b, 401a and 457b)
  
• Up to 200 hours (equal to 25 full days) a year of paid time off
  
• Commuter subsidies
  
• Access to group life insurance, disability insurance and other supplemental benefits
  
• Annual Raises
  
• Employee discounts to local and major businesses