Administrator - Bone and Joint Institute of Tennessee

Administrator

Job description and Performance Standards

Title

Administrator

Reports to:

Board of Managers

Additional oversight by Regent Surgical Health

Employee Name:

Main function

Develops and implements a strategic plan for facility; markets and performs public relations to current and potential physician utilizers; manages, plans, organizes, and directs all related functions and activities (internal and external); establishes and evaluates, goals, objectives, and standards of performance; develops operating policies and procedures; interprets policies, standards and regulations to the staff, patients, medical staff, and public. Achieves benchmark financial and clinical objectives as determined by Board of Managers and in cooperation with Regent Surgical Health leadership

Responsible for planning, organizing, and directing all activities of the facility according to its policies, procedures, philosophy, and objectives. Participates in financial and cost-containment decisions and implements recommendations.

Ensures that the facility meets all related local, state, federal, and accrediting-body rules and regulations. Responsible for management of all aspects of the environment of care, personnel, materials/equipment, education of personnel, and administrative duties. Promotes a favorable image of the facility to physicians, patients, insurance companies, and the general public. May delegate duties as he or she deems necessary. Works in cooperation with Regent Surgical Health leadership for all aspects of center operations.

Duties, Responsibilities, Competencies

1. Demonstrates the ability to communicate the center's mission, vision and values, as well as center goals, to all staff.

2. Provides leadership and guidance to other leaders and staff in goal setting, problem solving, resource management, and outcome achievement.

3. Defines performance objectives and metrics for the center

4. Assesses the level of competence of staff in a timely manner.

5. Demonstrates focused, organized and ongoing efforts to recruit and retain physician utilization through marketing and public relations efforts

6. Demonstrates a commitment to a healthy work environment by modeling the desired behaviors and encouraging those in others.

7. Demonstrates the ability to cope with and manage change, as well as help others do the same.

8. Collaborates with other centers to create systems and problem solve ongoing issues that impact center/organizational goals and/or patient care delivery.

9. Demonstrates fiscal accountability for center resources and the ability to achieve outcomes within allocated resources.

10. Incorporates quality improvement data and/or patient satisfaction data into center goals.

11. Demonstrates a clear understanding of regulations applicable to patient care and/or other center functions.

12. Demonstrates responsibility for the center assets through appropriate asset management, protection, and coverage of all inventory, financial accounts, corporate documents, employee and credentialing files, financial records, and the like.

13. Assumes other duties as assigned.

Key Attributes

1. RISE - The extent to which an employee demonstrates participation in the RISE Program
• Respect Caring - Demonstrating an awareness for compassion toward all stakeholders
• Integrity - Being true to what we say we believe in, doing what we say we will do and adhering to our commitments
• Stewardship - Responsibility to properly utilize and develop our people. Property and assets while fostering a safe and secure environment
• Efficiency - Appropriate identification, selection and management of all resources to ensure excellent clinical and financial outcomes

2. Quality - The extent to which an employee's work is accurate, thorough and neat.

3. Productivity - The extent to which an employee produces a significant volume of work efficiently in a specified period of time.

4. Job Knowledge - The extent to which an employee possesses the practical/technical knowledge required on the job as evidenced by the annual competency assessment

5. Reliability - The extent to which an employee can be relied upon regarding task completion and follow-up.

6. Attendance -…