Regional Medical Director Women's Health - East Pierce

FTE: 1.0,

Shift: Days,

Schedule:

M-F

Clinical .70 FTE Salary min $ - Salary max $

Admin .30 FTE Salary min $105,000 - Salary max $150,000

Position Summary

The Regional Medical Director (RMD), Women’s Health has direct responsibility, in conjunction with leadership personnel within Multi Care Medical Partners (MMP), for the operational, clinical, and financial performance for a service line or group of related care lines within a region that make up a clinical division. In partnership with the Service Line Assistant Vice President (AVP), the RMD provides administrative medical leadership for clinical and business planning, expansion of growth and access, clinical performance, and quality outcomes.

The RMD works to manage the functions of Primary Care to ensure performance to strategic and operational objectives delineated by MMP and Multi Care Health System (MHS) leadership. The RMD works collaboratively with MHS and MMP leadership, providing supervision and oversight of the Site Medical Managers (SMMs), physicians and advanced practice providers in Women’s Health.

Principle Accountabilities:

• Positively contributes to organizational culture, leading in alignment with organizational mission, vision, and values.
• The RMD demonstrates operational excellence in dyad partnership with the Service Line AVP in the areas of fiscal access to care, patient experience, quality improvement, clinical outcomes, and employee and physician/APP engagement. The RMD is responsible for leading initiatives in care delivery, clinical quality, and performance improvement, to meet organizational objectives.
• Holds providers and other caregivers accountable to performance expectations and goals, serving to support escalations as needed from the Site Medical Manager (SMM).
• Partners with dyad (AVP) in the development of and adherence to annual budgets, call schedules, clinic coverage, coding and documentation, patient grievances, and staff interactions.
• Collaborates and coordinates Division outreach activities both internally and externally as needed under the direction of the MMP Executive Medical Director (EMD) or Chief Medical Officer (CMO).
• Assists the EMD and/or CMO in managing the structure of the employed medical staff including supporting medical staff recruitment programs designed to recruit additional providers to the System’s service area.
• In close collaboration with MMP leaders, the RMD is accountable, from a clinical leadership perspective, to explain various rationales and performance plans to achieve the outcomes necessary to achieve MHS Strategies including:
  • Clinical performance that supports System Performance Objectives.
  • Appropriate adherence to MMP and MHS cultural, behavioral, administrative, and clinical standards.
  • Operational performance necessary to achieve the Quadruple Aim (Better Experience of Care, Better Health for Populations, Lower per Capita Cost and Provider Professional Fulfillment).
  • Financial performance required for sustainability.
  • Opportunities for improvement or new Clinical Initiatives.
  • Opportunities for “bright spot” or other methodologies to communicate rapid cycle process improvement successes.
  • Employee, physician/APP and patient engagement.

Care Line Specific Responsibilities:

For clarification purposes, in the role as Regional Medical Director, it is expected that the Physician will attend meetings to discuss operational issues, planning or execution of initiatives to enhance performance, safety or quality initiatives which are specific to his/her administrative role, where such attendance shall be compensated at the rate set forth above. It is assumed that the physician, as a Medical Staff member, would attend relevant Medical Staff meetings that relate to his/her provision of professional services at Hospital regardless of whether or not Physician served as Regional Medical Director;

consequently, the Medical Director shall not be compensated for routine attendance at such meetings. Medical Staff meetings that will not be routinely compensated for under this Agreement include meetings such as department meetings, Special Peer Review meetings, QRM Committee, Medical Executive Committee, Credentials…