Polysomnography Technologist

Job Summary

Responsible for monitoring and accessing Sleep Lab quality, policies and procedures, staff and equipment performance. Communicates and educates patients and families regarding sleep disorders and treatments. Consults with referring physicians regarding patient results.

Yes

• Performs polysomnographic studies in a clinical setting, including oxygen and nasal continuous positive airway pressure titrations.
• Scores studies and formulates reports for physician interpretation. Documents all pertinent patient events according to department policy.
• Communicates instructions, results, and relative information to patients, physicians, and family members.
• Calibrates and performs routine and troubleshooting maintenance on equipment; notifies proper personnel for equipment problems; cleans all equipment ensuring infection control.
• Consults with physicians regarding patient studies as needed.
• Maintains standards for completeness of quality improvement and quality control measurements.
• May establish and implement performance improvements including education and staff development.

Education:

High School Diploma or Equivalent required and Associate's Degree Health Sciences preferred. Can this role accept experience in lieu of a degree? No.

Licenses and Credentials:
Basic Life Support (BLS Certification) – Data Conversion – Various Issuers preferred. Registered Polysomnographic Technologist (RPSGT) – Board of Registered Polysomnographic Technologists preferred. Registered Sleep Technologist (RST) – American Board of Sleep Medicine preferred.

Experience:

Polysomnography Tech experience with multiple patient populations 1–2 years preferred.

Knowledge, Skills and Abilities:

• Good communication skills.
• Ability to effectively evaluate and problem solve.
• Ability to work independently.
• Ability to guide, teach, and motivate others.
• Good business acumen skills.

• Standing Frequently (34–66%)
• Walking Frequently (34–66%)
• Sitting Occasionally (3–33%)
• Lifting Frequently (34–66%) 35lbs+ (w/assisted device)
• Carrying Frequently (34–66%) 20lbs – 35lbs
• Pushing Occasionally (3–33%)
• Pulling Occasionally (3–33%)
• Climbing Rarely (Less than 2%)
• Balancing Frequently (34–66%)
• Stooping Occasionally (3–33%)
• Kneeling Occasionally (3–33%)
• Crouching Occasionally (3–33%)
• Crawling Rarely (Less than 2%)
• Reaching Frequently (34–66%)
• Gross Manipulation (Handling) Frequently (34–66%)
• Fine Manipulation (Fingering) Frequently (34–66%)
• Feeling Constantly (67–100%)
• Foot Use Rarely (Less than 2%)
• Vision – Far Constantly (67–100%)
• Vision – Near Constantly (67–100%)
• Talking Constantly (67–100%)
• Hearing Constantly (67–100%)

Hybrid

159 Wells Avenue

0

Per Diem

Day (United States of America)

$29.81 – $45.36/Hourly

5

At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People‑Focused, half Performance‑Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.

4100 Newton‑Wellesley Hospital is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at .