Central Maine Healthcare is an integrated healthcare delivery system serving 400,000 people living in central, western and Midcoast Maine. CMH's hospital facilities include Central Maine Medical Center in Lewiston, Bridgton Hospital and Rumford Hospital. CMH also supports Central Maine Medical Group, a primary and specialty care practice organization. Other system services include the Central Maine Heart and Vascular Institute, a regional trauma program, LifeFlight of Maine's southern Maine base, the Central Maine Comprehensive Cancer Center and other high-quality clinical services.
If you are passionate about making a difference and are looking for your next great career opportunity, we look forward to reviewing your application!
Position Summary:
Reporting to the Nursing Director, the Nurse Leader is responsible for the day-to-day operations of assigned
responsibilities and is accountable for assuring the consistent use of the nursing process in a professional and
healthy work environment. In addition, the Nurse Leader is responsible and accountable for achieving
departmental level expected Quality, Financial, Customer Service, Throughput, and People results.
In support of Nursing’s Vision, Philosophy and Strategic Plan, the Nurse Leader provides leadership for the
development and implementation of departmental projects/initiatives, long- and short-term goals, and is
responsible for planning, administering and evaluating the operation of their assigned department. In
conjunction with the Director, the Nurse Leader is responsible for overseeing implementation of patient care
via organizational and departmental policies and procedures, evidence-based practice, CMH Service
Standards, American Nurses Association Scope and Standards of Practice, The American Nurses Association
Code of Ethics, and the Maine Nurse Practice Act. The Nurse Leader maintains effective communication with
all employees, patients, families, physicians and stakeholders modeling the Service Standards. The Leader, as
appropriate, assumes the role of the house supervisor.
Essential Duties:
Leadership:
• Demonstrates support of employee involvement through reward and recognition activities, both formal
and informal, on a hospital wide and unit level basis (e-mails, note cards, etc.). Seeks out innovative
ways to recognize and encourage staff.
• Promotes team building with staff and other department managers.
• Creates and sustains a culture of safety.
• Leads and manages change effectively.
• Responds to change productively, promotes enthusiasm for change.
• Effectively delegates to others while maintaining accountability.
• Creates an environment that stimulates empowerment and engagement.
• Assures that practice protocols, guidelines, and decisions are evidenced-based and responsive to
changes and trends.
• Demonstrates passion and vitality.
• Role models professional nursing practice and behavior.
• Maintains awareness of professional standards for Nursing, ongoing health care policies and
economics, maintains awareness of future trends and implications of research for improving nursing
practice.
• Demonstrates clinical proficiency in patient population(s) served.
• Participates on assigned teams and/or committees: unit, departmental and hospital based.
• Demonstrates initiative and responsibility to develop personal, leadership and professional goals/
objectives and determines methods to meet these goals and objectives.
• Assumes other duties as assigned.
Operations:
• Plans, directs, and coordinates operations of assigned department:
o Staff meetings/communication sessions are conducted and documented.
o Oversees the department activities, develops methods of communication and monitoring the
off-shift activities.
o Approves unit schedule and vacation requests.
o Maintains ongoing effective and collaborative communication with the medical staff.
o Fosters interdisciplinary collaborative relationships.
o Participates in marketing strategies for department/hospital as applicable.
o Develops annual goals and objectives for unit; develops strategies for meeting the goals,
communicate the plan to staff and evaluate the outcome.
o Maximizes care efficiency and throughput.
• Responsible and accountable for fiscal management of assigned department through the Capital, Operating and FTE Budgets:
o Maintain awareness of hospital financial data, ongoing healthcare policies/ trends and their
impact on department.
o Conducts ongoing evaluation of productivity.
o Analyzes, explains, and corrects variances to budget.
o Develops and manages unit budget, proactively developing methods to improve financial
performance. Demonstrates ability to interpret financial data as a means to determine
appropriate intervention strategy. Maintains awareness and understanding of financial tools
available.
o Assesses departmental needs in order to staff appropriately for patient needs while maintaining
fiscal responsibility.
o Monitors equipment, and supply usage/ par levels necessary for unit operation.
• Manages internal and external disaster or emergency planning and execution.
• Assists in providing direct patient care when the number and mix of patients and unit staff exceeds
staffing availability.
Human Resource Management:
• Demonstrates ability to select and develop all employees:
o Oversees ongoing educational and professional growth of all employees.
o Facilitates staff growth in position expectations.
o Provides for comprehensive orientation and annual/ongoing competency validation to assure
proficiency in performing assigned tasks based on developmental needs.
o Ensures staff compliance with hospital expectations.
o Counsels staff and documents deficiencies, sets improvement objectives, and completes
follow-up.
o Demonstrates support of all affiliated student programs.
• Performance Management:
o Conducts performance evaluations within specific time limits.
o Assists staff with goal-setting.
o Implements continual performance development.
o Monitors staff for fitness for duty.
o Implements timely corrective actions.
o Terminates staff.
• Staff Retention:
o Assesses staff satisfaction through daily staff interaction.
o Develops and implements strategies to address satisfaction issues in a timely manner.
o Implements ideas/methods to improve retention.
o Develops methods to reward and recognize staff.
• Staffing needs:
o Evaluates staffing patterns and needs.
o Matches staff competency with patient acuity.
• Manages human resources within scope of labor laws.
Communication:
• Maintains awareness of verbal/ nonverbal communication in interactions with staff, other departments,
physicians, patients, families and students.
• Collaborates and communicates effectively with all members of the health care team; shares
information to ensure staff, physicians, and affected departments are aware of unit changes.
• Maintains patient, staff and hospital confidentiality in all communication interactions: written, verbal,
electronic and digital.
• Demonstrates ability to initiate and manage crucial conversations and coach leadership team/staff in
same; resolves and manages conflict.
• Makes unit/department and patient rounds frequently to keep channels of communication open. Gives
appropriate feedback in a timely manner to questions and concerns.
Customer Service:
• Displays positive attitude. Treats others with honesty and respect. Speaks positively in all customer
interactions internal and external.
• Assess customer satisfaction when rounding on patients and use appropriate chain of command for
unresolved issues or problems.
• Advocates for patients/ family and employees.
• Takes appropriate action on patient/family/staff/physician issues and concerns.
• Use GREAT (Greet, Relate/Recap, Explain, Ask, Tell/Thank you) to:
o Optimize the patient’s experience by reducing the patient and family’s anxiety and increasing
the patient’s compliance.
• Develop positive relationships with other departments to foster patient satisfaction.
• Intervene with patients /staff using crucial conversation skills in situations in which customer needs
have not been met to determine a positive, mutually agreeable resolution.
• Assesses customer service by reviewing and responding to patient satisfaction surveys.
Professional Growth:
• Accepts responsibility for and demonstrates personal professional growth:
o Identify own learning needs, develops and implements a plan to address those needs.
o Accepts feedback/input from peers, direct supervisor and direct reports, as necessary, to
identify areas for growth or deficiencies.
o Obtains specialty certification or training and maintains active membership in professional
organizations.
Performance Management/Process Improvement:
• In conjunction with nursing leadership:
o Develops unit key performance indicators with input from all employees.
o Consistently utilizes PI principles for inter/intra departmental interactions.
o Develops tools and collects data as indicated.
o Uses data to drive Performance Improvement: able to aggregate data and present information
so that Leader and staff can determine a course of action.
o Initiate changes in practice based upon PI data.
o Maintain mechanism to inform/ involve staff of PI processes and data.
o Develop and maintain ongoing understanding of nursing best practices for the types of patients
for which care is provided.
o Maintain current knowledge and ensure department compliance and survey readiness with The
Joint Commission (TJC), Centers for Medicare Services (CMS) and other regulatory bodies.
o Identifies and reports sentinel events.
o Participates in root cause analysis.
o Ensures thorough and timely investigation and resolution of occurrence reports for areas of
responsibility.
• Unit Specific Requirements:
o Leader, Emergency Department:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with Emergency Nursing Association Scope and Standards of Practice.? Oversight of the Sexual Assault Nurse Examiner (SANE) Program.
? Actively participates in the hospital-wide Emergency Preparedness Program.
o Leader, Intensive Care & Single Stay Unit:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with American Association of Critical Care Nurses (AACN) Scope and
Standards of Practice.
? Oversight of Rapid Response Program.
o Leader, Medical-Surgical Units:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with Medical-Surgical Scope and Standards of Practice.
o Leader, Orthopedic Institute& Inpatient Rehab Units:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with Orthopedic and Rehabilitation Scope and Standards of Practice.
? Oversight of TJC Disease Specific Certifications.
? Maintain working knowledge and coordinate training/utilization/testing of the FIMS
(Functional Independent Measure System). Ensure staff certification every 2 years via
computerized testing with 80% success rate.
o Leader, Women’s & Children’s:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with Maternal-Child Scope and Standards of Practice.
? Insuring surgical care of the obstetric patient is complaint according to AORN,
AWHOWN and MDHHS requirements.
? Maintaining and monitoring the required NRP education for all staff.
? Provides leadership in the design, implementation and evaluation of process
improvement initiatives Women’s Education Services.
o Leader, Central Staffing:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with assigned areas of the hospital.
? Responsible for system wide project management related to nursing initiatives.
? Responsible and accountable for oversight of house supervisors and bed flow
management.
? Responsible and accountable for identified ancillary staff supporting hospital
departments.
? Responsible for nurse traveler management and onboarding.
o Leader, Intermediate Care Unit:
? Responsible and accountable for ensuring competency for nurses practicing in
accordance with assigned areas of the hospital.
? Oversight of 12 bed intermediate care unit.
? ACLS and telemetry trained.
o Leader, Cardiopulmonary Unit:
? Member of the Core Stroke Team
? Oversight of Primary Stroke Specific Certification
? An expert in stroke care
? Member of the Stroke Steering Committee
? Completes 8 hours of stroke related education hours annually
Education and Experience:
• Licensed to Practice Nursing in the State of Maine
• Bachelor’s Degree required;
o Note: Either Bachelor’s or Master’s Degree must be in nursing
• Minimum of 3 years current related hospital experience, with three years of relevant committee/team
leadership experience
o Positive communication skills
o Experience working in a rapid changing environment and under pressure
o Demonstrated initiative and project completion skills
o Strong customer service philosophy
o Personal and professional accountability
o Exceptional verbal and written communication
o Demonstrated effectiveness as a change agent
o Demonstrated decision-making skills
o Demonstrated delegation skills
• Current BLS
Preferred Attributes:
• Master’s Degree preferred, or must currently be matriculated in a Master’s program
• Specialty/Leadership certification
• Process improvement training measurements:
o Employees in this position may be exposed to blood, body fluids and/or airborne pathogens
and are required to wear personal protective equipment
o Employees in this position must be able to push, pull, lift, carry, turn, crouch, and bend as
necessary to complete nursing care tasks, see attached description of physical demands.
Knowledge, Skills and Abilities:
• Ability to engage patients and team members utilizing the CMH Experience Standards
i. I am creating a warming, caring, and non-judgmental environment
ii. I am actively listening and seeking information
iii. I am honest, truthful, and consistent
iv. I am respectful, treating all individuals with dignity and empathy
v. I am serving as a role model, taking both initiative and ownership when appropriate
vi. I am working collaboratively and demonstrating teamwork
vii. I am resilient and adapt to change in positive ways.
• Demonstrated ability to direct and triage in a highly fluid dynamic operational environment.
• Ability to collaborate with all layers of the management/ administration team.
CMH actively promotes diversity in its workforce at all levels of the organization. We strive to create and maintain a setting where we celebrate cultural and other differences and consider them strengths of the organization. CMH is an equal opportunity workforce and no one shall discriminate against any individual with regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, genetic information or veteran status with respect to any offer, or term or condition, of employment. We make reasonable accommodations to the known physical and mental limitations of qualified individuals with disabilities.
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