REGIONAL PRACTICE MANAGER - ADVANCED PAIN CENTERS

Job Summary

The Regional Practice Manager is responsible for the day-to-day and operational management of multiple EHMG clinic locations. Responsible for ensuring quality metrics are maintained, schedule utilization levels met, budgets are completed and patient satisfaction levels are at acceptable levels at all locations. In conjunction with the Vice President, is responsible for programmatic growth in a designed specialty. Ensure proper demonstration of Excela Health’s policies and procedures.

Essential Job Functions

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  Support the execution of company strategy across business segments to optimize experience and results.
• Establish and maintain a safe working environment; assure staff comply with safety, environmental, and infection control guidelines.
• Assure proper use of safety equipment and devices; hold individuals accountable if non-compliant.
• Assure completion of staff competencies including mandatory education and programs relative to job specific criteria.
• Promptly investigate and resolve Significant Occurrence Reports and incident reports as necessary.
• Align strategic compass with department goals; write compelling SMART goals in support of the organization's mission, vision, and values. Help employees understand importance of aligning goals with Excela Health mission.
• Equitably and consistently apply and practice policies and procedures for all staff.
• Practice and encourage staff readiness in compliance with agency regulations and guidelines.
• Improve HCAHP / CGCAHPS scores according to fiscal year targets; demonstrate year after year improvement in service to internal and external customers.
• Respond to client service recovery issues within required time frame and to the satisfaction of the customer.
• Hold regular department meetings, assuring off shifts and satellite offices receive timely and accurate information.
• Maintain a daily meeting board for purpose of displaying problem solving activity.
• Build and strengthen relations through the fostering of two-way communication; diffuse sources of conflict.
• Provide opportunities for staff to actively provide input into decision making process; seek input before decision is made.
• Encourage commitment of quality work throughout areas of responsibility.
• Understand and effectively deploy the LEAN tools to streamline work processes, eliminating waste and redundancy while improving productivity.
• Act on most urgent tasks; prioritize and delegate workable systems.
• Use critical thinking skills to proactively resolve key issues that are possible de-railers to productivity and engagement.
• Lead at least one process improvement initiative for department per year;
• Clearly articulate what is expected of individuals and provide them with the materials and equipment to do their work.
• Adhere to benchmarks for own department.
• Utilize employee engagement survey results in carrying out impact plans; demonstrate employee engagement by employee satisfaction results from survey to survey.
• Establish performance measures to equitably evaluate staff using objective and job-based criteria; coach towards compliance and address variances.
• Provide regular feedback, praise, and recognition; reward accomplishments and results appropriately.
• Hold staff accountable for consistently modeling the behavioral standards.
• Identify, evaluate, and select internal and external talent, assuring an acceptable fit with Excela Health’s desired culture; effectively match right person to right job.
• Provide opportunities for the education, training, and development of staff to help them reach their highest potential.
• Offer stretch assignments; create actionable development plans; encourage learning from setbacks and for future development.
• Actively support and participate in succession planning initiatives; identify high potentials and prepare them for possible future leadership opportunities within Excela Health.
• Take responsibility for own professional growth and development; attend required EHA leadership programs; network with colleagues to seek out best practices.
• Introductory, transfer and periodic appraisals are required to be completed timely adhering to performance management guidelines. All Performance Management must be completed in a designated electronic format.
• Consider financial impact of decisions; use financial concepts for decision making; monitor financial performance.
• Develop and manage department budget at or below budget expectations and consistent with adjusted volume variations.
• Identify and implement revenue enhancement opportunities.
• Seek opportunities to reduce operating costs while balancing quality resources.
• Submit timely variance reports that display knowledge of expenses and demonstrate continual plans to reduce variances; operate each year more effectively than one before.
• Stretch capital resources by extending life of existing assets.
• Coordinate the selection of vendors through established internal procurement procedures in an effort to drive down supplier costs while maintaining quality standards.
• Plans, organizes, staffs, directs and controls the day-today operations of the department.
• Develops and implements policies and programs as necessary.
• Responsible for scheduling physician ATO and CME time in accordance with EHMG Policy.
• Notify Physician(s) of office activity such as number of patients seen and growth or decline patterns.
• Report patient satisfaction results and implement action measures to offset low performance.
• Report quality metrics and implement action measures to offset negative trends.
• Minimize office overhead expenses according to acceptable area or specialty averages. Ensure proper inventory systems are utilized, minimize office waste, and facilitate comparative “shopping” for office and clinic supplies while simultaneously supporting Excela purchasing agreements.
• Implement Excela Health financial controls as needed.
• Generate time sheets according to schedule for clinics.
• Complete budgeting for all clinic locations in region.
• Other duties as assigned.

Specialty Job Functions

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  Responsible for service line or specialty related committees, teams, or projects as assigned by the Vice President and or medical staff leadership.

Required Qualifications

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  Bachelor’s degree in business or health care related field or enrolled in a Bachelor’s program to be completed in 18 months of acceptance and a minimum of five (5) years of management experience in a medical office or healthcare related field.
• Strong leadership ability, good organizational skills, independent and critical thinking skills, sound judgment, and knowledge of legal aspects and liability of nursing practice.
• Ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.

Preferred Qualifications

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  Master’s Degree in Business or other healthcare related field.

License, Certification & Clearances

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  PA Act 34 Criminal Background Check required at the time of hire.

Supervisory Responsibilities

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  This position has direct supervisory responsibilities and serves as a coach and mentor for other positions in the department.
• Management responsibilities include hiring, coaching, skills development, recognition and rewards, staff productivity and performance management.

Position Type/Expected Hours of Work

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  Incumbent will be scheduled based on operational need (rotate shifts, standby, on-call, etc.).
• Travel may be expected locally between Excela Health locations.

Work Environment

Effective March 2020 or during pandemic: goggles, face shield and mask are required according to CDC guidelines

Physical Demands

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Education

• HS Diploma/Equivalent or better in No Major
• Bachelors or better in Mulitple Majors-Rel Field

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)