Section Chief-Urgent Care NP

Position: — Section Chief-Urgent Care NP
# Section Chief-Urgent Care NPRequisition :
186766

Department:
510701 Administration

Shift:
Varies Category:
Management### Paid Time Off### 401(k) Company Match### Flexible Work Environment Renown Health is northern Nevada's healthcare leader and Reno's only locally owned, not-for-profit health system. We are an entire network of hospitals, primary care offices, urgent care centers, lab services, medical specialties, and x-ray and imaging services - with more than 7,000 nurses, doctors and care providers dedicated to the health and well-being of our community.
** For Providers:
** Renown Health and the University of Nevada, Reno School of Medicine (UNR Med) are affiliate partners in Nevada's first integrated academic health system. The affiliation aims to improve the health of the community, region, and state through research, medical education, and expanded clinical care. Renown physicians participate as joint faculty at UNR Med for teaching, lectures, supervising clinical rotations, and other academic activities for the education of medical and physician assistant students, residents and fellows.

Schedule:

Full Time - Eligible for Benefits## Position Purpose The Section Chief of Urgent Care NP is responsible for assisting Division Chief of Urgent Care in leading Renown Health’s urgent care provider group. This role will serve as a leader of the provider reporting structure for urgent care providers and will be required to work with administrative and physician leadership to help drive performance including but not limited to patient experience, clinical outcomes, utilization, Quality, transformational healthcare, and financial outcomes.##

Nature and Scope

DUTIES, SKILLS & ABILITIES:1) Meeting with the site managers/APM’s to discuss the following items:

- Collaborate and participate in the development of the Renown Health goals for patient care. These goals include, but are not limited to programs such as: ACO, (R Total Health), patient centered medical home, peer review programs, evidenced based order sets, Occupational Medicine, etc.

- Responsible for on-boarding new Urgent Care providers as well as participating in hiring, coaching, discipline and termination.

- Ramp-up for new providers:
Utilize the provider ramp-up schedule to make sure new providers are on target to meet their productivity goals for the one-year mark. We don’t have a clear ramp up for new providers in UC (which we could change) so possible re-word this to state the on-boarding or training of new providers.

- Productivity:
Ensure providers are at their FTE shifts and are seeing enough patients to meet their draw. If not, what steps need to be taken to improve their productivity.

- Slot utilization:
Make sure that provider schedules are being used appropriately for walk-ins and appointments (would like them to look at how Solv is being used).

- Quality:
Review monthly quality metrics for your providers and develop a plan to help achieve goals
- Patient experience:
Utilizing resources (including the lead provider) to assist with providers who have low Press-Ganey scores.

- Clinical Expectations:
Spot checking each providers' in-box to ensure timely chart closure, result review, patient message response, and timely refills.
2. Meeting attendance and facilitation:

- Attend meetings for the assigned areas of interest to be the voice for Urgent Care and report back to the Department Chair at the monthly Lead Provider meeting
- Conduct one to two monthly Provider Webinars per year
- Appropriately spaced meetings with providers at both clinics to distribute information and discuss Renown initiatives.
3. Workflow and communication:

- Field the initial questions from providers and escalate as necessary
- Advocate for and support Renown initiatives
- Understand workflows and lead by example in the performance of appropriate workflows.

- Health Maintenance Table workflow
-Provider workflow changes
-best practice alerts
4. General administration: in charge with several managerial obligations on a day in, day out basis. There are many personnel, human resource and provider concern issues that come up and require managerial oversight and input. This…