Clinic Supervisor

Job Description

Specialty Clinic Supervisor

Reports To: Sulane Knight, CNO

General Description:

The Specialty Clinic Supervisor is responsible for overseeing the daily operations of a specialty clinic. They ensure that the clinic runs smoothly, efficiently, and provides quality patient care. The Supervisor will lead a team of clinical and administrative staff to achieve the goals of the clinic.

Job Duties and Responsibilities:

1. Manage Staff: The specialty clinic supervisor manages the clinical and administrative staff, including hiring, training, and performance evaluations, with oversight and guidance from the Chief Nursing Officer (CNO). They oversee staff scheduling, ensure adequate staffing levels, and ensure that staff follows established protocols and procedures.

2. Manage Clinic Operations: The supervisor is responsible for managing the clinic's day-to-day operations, ensuring that it runs efficiently and effectively. They oversee patient flow, manage inventory, maintain equipment, and ensure compliance with regulatory requirements.

3. Develop and Implement Policies and Procedures: The supervisor develops and implements policies and procedures with oversight and guidance from the CNO for the clinic, ensuring that they are up to date-and in compliance with regulations and best practices. They communicate policies and procedures to staff and ensure that they are followed.

4. Patient Care: The specialty clinic supervisor ensures that patients receive high-quality care in a safe and welcoming environment. They work with staff to ensure that patient care is patient-centered and that patients receive care that meets their individual needs.

5. Liaison with Other Healthcare Providers: The specialty clinic supervisor liaises with other healthcare providers, including physicians, nurses, and other medical professionals. They work with these providers to coordinate care and ensure that patients receive the best possible care.

6. Manage Electronic Medical Records: The supervisor oversees the electronic medical records system, ensuring that it is up to date and that patient information is secure.

Job Requirements:

1. Education: The clinical supervisor will have at least a minimum of an MA license or three years of clinical managing experience. Experience: Previous experience in healthcare management or administration is required, Knowledge of rural health care clinic rules and regulations is essential.

2. Skills: Excellent communication, leadership, and organizational skills are required. The supervisor must manage staff effectively, develop policies and procedures, and manage budgets and finances. Must also have strong computer and technology skills.

3. Certifications: Certification in BLS and current and in good standing MA, LPN, or RN license required.

4. Knowledge: The supervisor must know healthcare regulations and compliance requirements, patient care standards, and electronic medical records systems.

5. Physical Requirements: The supervisor must be able to stand and walk for extended periods and lift and carry up to 25 pounds.

6. The supervisor must also be a working supervisor and perform all job duties described in the Medical Assistant Job Description for BMH as needed.

General Requirements:

In addition to the specific duties listed above, the Employee is required to do the following:

• Any tasks, projects, or actions that are reasonably within the scope of the Employee’s position or employment, which the Employee’s supervisor, or any member of BMH’s management, or administration team asks of the Employee. Tasks, projects, or actions are “reasonably within the scope” of the Employee’s employment or position unless the same is so far removed therefrom that no legitimate argument can be made that such tasks, projects, or actions are in any way related to BMH or the Employee’s employment or position within BMH.

• Act as professionally as should normally be required in a medical organization. This shall include giving all appropriate respect and deference to licensed medical providers. Providers include, but may not be limited to physician assistants and nurse practitioners (or similar).

• Keep all BMH business and patient information strictly confidential and to adhere to all other BMH confidentiality policies and procedures, as well as all laws affecting confidentiality.

• Refrain –whatsoever—from intentionally, purposely, knowingly, or negligently engaging in conduct, actions, or speech that may cause concern, apprehension, confusion, or annoyance on the part of any BMH patient toward BMH as an organization or any BMH employee.

• Work congenitally and cooperatively at all times with all other BMH employees. This includes maintaining a pleasant demeanor and attitude and executing positions duties and administration’s/management’s other requests in a timely manner, diligently, and with a positive attitude. This requirement further includes refraining from personally degrading any other person or BMH employee. As part of this requirement, the Employee must refrain from engaging in gossip about any BMH employees and/or patients.

• Communicate complaints about BMH, its policies, procedures, managers, administrators, and/or other employees only to and through the appropriate BMH channels, which are limited to BMH’s management chain of command. No complaints, judgments, or degrading comments about BMH, its policies, procedures, managers, administrators, and/or other employees should be shared with anyone other than the appropriate persons within BMH’s management chain of command who have the ability to work to remedy any related problems. Unless the Employee’s direct supervisor is part of the problem or complaint, problems and complaints should first be voiced to the Employee’s direct supervisor and upward therefrom through BMH’s internal management chain of command as appropriate and necessary. It is an absolute dereliction of this duty by the Employee if the Employee ever, directly or indirectly (in conjunction or planning with others) makes complaints or problems publicly known to anyone other than BMH’s management team or administrative team.

• Absolutely refrain from communicating or releasing any “Private BMH Information” to the media and/or non-BMH persons or entities, without formal approval to do the same by BMH’s CEO. “Private BMH Information'', for purposes of this requirement, includes: 1) all information that requires confidentiality pursuant to any BMH policies or procedures; 2) all information that is protected by HIPAA or other applicable laws; 3) all information relating to BMH’s internal business workings, strategies, or plans; and 4) all information relating to any BMH employee or contractor. This requirement remains applicable and shall stand regardless of whether the information being requested is of a private or public nature, if the information sought fits any of the above listed types. Finally, this requirement remains applicable at all times, including when the Employee is off duty or away from BMH’s premises.