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HOALiving

Community Manager

Draper, UT · Hybrid

Whether you're an experienced Community Manager pursuing (or holding) your CMCA, AMS, or PCAM, or you're bringing strong people and communication skills from a career in hospitality, education ...

HOALiving

Community Manager

Draper, UT · On-site

$55K/yr

Whether you're an experienced Community Manager pursuing (or holding) your CMCA, AMS, or PCAM, or you're bringing strong people and communication skills from a career in hospitality, education ...

HOALiving

Community Manager

Draper, UT · On-site

$55K/yr

Whether you're an experienced Community Manager pursuing (or holding) your CMCA, AMS, or PCAM, or you're bringing strong people and communication skills from a career in hospitality, education ...

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PCAM information

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$37K

$64.1K

$92K

How much do pcam jobs pay per year?

As of Aug 26, 2026, the average yearly pay for pcam in the United States is $64,104.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,000.00 and $69,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced by Professional Community Association Managers (PCAMs)?

PCAMs often face challenges such as balancing the diverse interests of homeowners, board members, and vendors while ensuring community guidelines are enforced consistently. Managing budgets, overseeing maintenance projects, and responding to emergencies or resident concerns require strong multitasking and problem-solving abilities. Additionally, PCAMs need to stay updated on evolving legal and regulatory standards in property management. Successfully navigating these challenges leads to well-run communities and satisfied residents, making the role both demanding and rewarding.

What are the key skills and qualifications needed to thrive in the PCAM position, and why are they important?

To excel as a PCAM (Professional Community Association Manager), you need comprehensive knowledge of property management, financial administration, and association governance, usually demonstrated by a Certified Manager of Community Associations (CMCA) or PCAM credential. Familiarity with property management software, budgeting tools, and compliance platforms is crucial. Strong interpersonal, conflict resolution, and organizational skills enable effective service to board members and residents while handling multiple priorities. These competencies are vital to maintain smooth operations, manage resources effectively, and foster positive community relations.

More about PCAM jobs

What cities are hiring for Pcam jobs?

Cities with the most Pcam job openings:

What states have the most Pcam jobs?

States with the most job openings for Pcam jobs include:

What job categories do people searching Pcam jobs look for?

The top searched job categories for Pcam jobs are:

PCAM jobs near you
Infographic showing various Pcam job openings in the United States as of August 2026, with employment types broken down into 95% Full Time, 4% Part Time, and 1% Contract. Highlights an 98% Physical, and 2% Hybrid job distribution, with an average salary of $64,104 per year, or $30.8 per hour.

Surgicenter @ PCAM Nurse Manager

Pennsylvania Medicine

Philadelphia, PA • On-site

Full-time

Posted 16 days ago

Penn Medicine rating

7.6

Company rating: 7.6 out of 10

Based on 352 frontline employees who took The Breakroom Quiz

191st of 893 rated healthcare providers

Job description

Penn Medicine is dedicated to our tripartite mission of providing the highest level of care to patients, conducting innovative research, and educating future leaders in the field of medicine. Working for this leading academic medical center means collaboration with top clinical, technical and business professionals across all disciplines.
Today at Penn Medicine, someone will make a breakthrough. Someone will heal a heart, deliver hopeful news, and give comfort and reassurance. Our employees shape our future each day. Are you living your life's work?
The Surgicenter @ The Perelman Center for Advanced Medicine (PCAM) is looking for a Nurse Manager to lead the team!
Summary:
  • Assumes 24 hour accountability for the operation of the designated patient care unit (s). This includes the provision of leadership to improve patient care, enhance professional development and achieve nursing goals.

Responsibilities:
Employees Satisfaction:
  • Regularly meets with employees to improve communication and to build productive relationships.
  • Continuously communicates to staff the importance of patient satisfaction, quality of care, and sound financial performance; and champions our successes and priorities for improving performance in meeting and exceeding patient and customer expectations.
  • Analyze employee satisfaction data& identify opportunities for improvement.
  • Collaborate with staff to develop action plans.
  • Implement and follow through with action plans.
  • Manage & eliminate process workarounds.
  • Focus energy on collaboration and not blame.
Internal Partnerships:
  • Works with UPHS leadership, clinical leadership, and Entity leadership in developing programs, services and initiatives to anticipate future customer needs, build customer loyalty and generate profitable growth.
  • Sets standards and drives operational integration of programs by ensuring alignment of communication to Nursing and Non-Nursing Leadership.
  • Establish/update processes and work practices for the unit/department:
  • Manage and eliminate process workarounds by appropriately and consistently sharing with organizational partners the issues, which require their attention.
  • Review survey comments and follow-up where appropriate on a monthly basis.
  • Analyze the data on a quarterly basis and identify opportunities for improvement.
  • Share data with staff and mutually identify opportunities for improvement within the department's span of influence.
  • Collaborate with the staff to develop action plans for improvement.
  • Implement and follow through with action plan.
Manage team and individual performance in alignment with the UPHS vision of service excellence:
  • Drive patient/client loyalty and physician referral by ensuring staff under your supervision understand the UPHS commitment to service, their own work processes, and have the necessary skills to meet service expectations. Focus energies on collaborating in problem resolution rather than finding blame.
  • Manage patient/client complaints and provide timely follow up to ensure satisfaction.
  • Ensure that staff understand and demonstrate service recovery commitment.
  • Establish/update processes and work practices for the unit/department.
  • Build work practices and team processes based on the Institute of Medicine's (IOM) Six Aims for Improvement:
  • Safe: avoid injuries to patients form the care that is intended to help them.
  • Effective: provide services based on scientific knowledge.
  • Patient-Centered: provide care that is responsible to individual patient preferences, needs and values and assuring that patient values guide all clinical decisions.Timely: reduce waits and sometimes-harmful delays for both those who receive care and those who give care.
Efficient: avoid waste, including waste of equipment, supplies, ideas, and energy.
  • Equitable: provide care that does not vary in quality because of personal characteristics such as gender, ethnicity, geographic location or socio-economic status.
  • In conjunction with all stakeholders involved in the patient care processes, institute operational changes based on data (e.g. Saftey Net. unit/department operations data).
  • Communicate, reinforce, and update as necessary environment of care procedures, (e.g. safety, security, hazardous materials, emergency, medical equipment, and utility management.)
  • Continuously improve unit/department operations to maintain and exceed internal/external regulatory compliance and achieve clinical excellence.
  • Participates in and supports patient safety goals and initiatives (FMEA,RCA)
Manage team and individual performance in alignment within the Institute of Medicine's (IOM) Six Aims for Improvement.
  • Communicate roles, accountabilities and performance measures to all staff.
  • Identify unit quality metrics, review and track monthly; communicate to the staff, and develop/implement action plans to improve performance.
  • Train staff in PORTs and encourage and use as intended to capture patient safety trends.
Regulatory Compliance (In partnership with Leadership Team):
  • Ensures compliance with all federal, state and local regulatory standards and requirements, including TJC Department of Health, funding agencies, FDA, HIPAA, HCFA, DPW and others
  • Demonstrates understanding of Magnet standards and aligns organization to meet them.
Change Management:
  • Proactively develops change management strategy for major organizational activities and events
  • Implements change management strategy within Nursing and UPHS in alignment with UPHS objectives.
  • Identifies and facilitates agreement of major messages which are consistent regardless of audience, credible and reflects UPHS' core values
  • Communication plans are effectively implemented
  • Ensure appropriate follow-up of major issues
  • Manage routine and crisis communications throughout the entity/community as they arise
  • Demonstrates recognition of the systemic impact of employee communication and/or policy changes and solicits proactive feedback prior to implementation.
  • Evaluates effectiveness of change and implementation plans.
Nursing Leadership:
  • Provides vision and leadership for Nursing Practice Model.
  • Participates in the selection, career development and annual performance review of their staff and peers as requested.
  • In cooperation with interdisciplinary colleagues, assists in improving system-wide capability by capturing and sharing best practices across the Entity. Collaborates with other Nurse Managers and leaders in rapid and effective implementation of these best practices in ways appropriate to each health delivery setting.
  • In collaboration with physician and administration proactively promotes efforts to improve cost effective quality patient care.
Shared Governance:
  • Mentors unit council chair, providing problem solving, conflict resolution and meeting management support.
  • Assumes accountability for scheduling release time for clinical nurses to attend Shared Governance Council meetings.
  • Tracks clinical nurse release time for council meetings for budget monitoring and future budgeting considerations.
  • Facilitates and supports unit council decision-making and action planning.
  • Assures the effectiveness of the PAH Nursing Shared Governance Model by serving as an advisor to the unit council and its chair.
  • Assesses unit council members' development and skills and addresses ongoing educational needs.
  • Evaluates outcomes of unit council against identified goals.
Community:
  • Represents the interests of the Hospital of the University of Pennsylvania in the served community.
  • Supports clinical nurses participation in community outreach projects such health education and screening.
  • Participate on/in community boards, ad hoc committees and community organizations in area of responsibility or expertise.
  • Supports requests for clinical experiences for area Schools of Nursing.
Patient Flow:
  • Promotes and helps maintain efficient patient flow initiatives through facilitation of Care Coordination activities.
  • Collaborates with APNs, physicians and health care team members to facilitate strong interdisciplinary communication regarding patient flow.
  • Utilizes available patient flow reporting, determines gaps in efficiency and work with the health care team to meet unit and system wide goals.
  • Communicates patient flow successes and barriers to unit and department leadership.
Evidence Based Nursing Practice:
  • In collaboration with Clinical Nurse Specialist, shares/disseminates to Nurses, and other clinical leaders, and administrators throughout Entity, research-based clinical nursing interventions and health service delivery models that have demonstrated potential to improve patient care and achieve cost savings.
  • Assists these Nurses in rapid and effective implementation of these best practices.
Nursing Research/Translational Medicine:
  • Collaborates with the School of Nursing and other researchers in promoting and coordinating research-based practices, which foster improved methods for patient care and nursing practices in inpatient, ambulatory, and other community care settings.
Financial Management:
  • Develop understanding of Revenue & Reimbursement in HealthCare
  • Develop budget for individual AU/Dept based on assumptions and decisions made by UPHS and Dept Leaders
  • Budget management for AU/Dept
  • Seeks opportunities to reduce supply costs.
  • Review Financial Reports distributed via eBroadcast monthly or monthly financial tool to ensure all activity within an AU is expensed in the month.
  • Preview monthly expense reports to detect errors/discrepancies and resolve issues
  • Provide budget variance explanations to Finance/Division Business Manager and UPHS management monthly
  • Analyze and manage data as tool to manage expenses
  • Ensure Requestor/Drafter understands Material Management Processes
  • Support Supply Value Initiatives
  • Ability to balance financial and staffing models to achieve budget targets and organization objectives
  • Successfully negotiates resourcing needs across boundaries with partners as appropriate
Workforce Planning:
  • Talent management plan in place for current and future staff
  • Succession plan in place for critical positions
  • Support Magnet and Shared Governance initiatives and principles of inclusion.
  • Attract/Recruit:
  • Recruitment of competent staff to meet operational needs ("scope of service" "products & services") and who demonstrate the ability to be service orientation and align with the core values
  • On-Boarding- proper orientation of staff to their roles, accountabilities and performance measures within probationary period
Development:
  • Development of staff - Encourages continuous growth and helps staff to realize full potential by identifying stretch objectives and creating learning plans
  • Effective and timely performance management such that:
  • Clearly defines work expectations
  • Recognizes and rewards individuals for a job well done.
  • Addresses performance issues immediately and directly.
  • Conducts performance appraisals annually
Retention:
  • Employee retention strategy in place
  • Employee survey implementation and action planning
  • Positive employee relations
  • Effective employee communications
  • Employee total compensation is market based and competitive
  • Employee recognition
Compliance:
  • Ensures that Entity utilizes consistent, effective processes for establishing and monitoring the credentials of its nursing staff.
  • Ensure continuous survey readiness
  • Ensure department human resource management practices comply with labor law, state & federal requirements
  • Employee safety
Credentials:
  • Basic Cardiac Life Support (Required)
  • BLS/CPR as a healthcare provider as per the American Heart Association required.
  • Registered Nurse - PA (Required)
  • RN Required. Currently licensed as a professional nurse in the Commonwealth of Pennsylvania.
Education or Equivalent Experience:
  • Master of Arts or Science (Required)
  • Education Specialization: A Master's Degree or currently matriculated in a master's level program preferably Nursing (MSN). Equivalent Experience: • And 5+ years Progressive nursing experience required with demonstrated leadership and management skills
  • Bachelor of Arts or Science (Required)
  • Education Specialization: BSN required. Equivalent Experience:
We believe that the best care for our patients starts with the best care for our employees. Our employee benefits programs help our employees get healthy and stay healthy. We offer a comprehensive compensation and benefits program that includes one of the finest prepaid tuition assistance programs in the region. Penn Medicine employees are actively engaged and committed to our mission. Together we will continue to make medical advances that help people live longer, healthier lives.
Live Your Life's Work
We are an Equal Opportunity employer. Candidates are considered for employment without regard to race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, domestic or sexual violence victim status, citizenship status, military status, status as a protected veteran or any other status protected by applicable law.

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