Nursing Education Coordinator - Home Care jobs in Appleton, WI

The Weekend Warrior – CNA is classified as 0.1 FTE and is required to work at least one weekend a month and be a part of holiday rotation. This position is not eligible for shift differential pay and is only allowed to pickup/work weekend and holiday shifts, unless otherwise approved by Department Director and can not be scheduled (or pick-up/work) more than an average of 30 hours per pay period in a rolling 52 week year.

*If in WRS before 2011, the maximum amount would be 22 hours per pay period in a rolling 52 week year*

Education, Licenses, Certification, Skills and Experience Requirements:

Required: Current Certified Nursing Assistant certificate from the Wisconsin Nurse Aides Registry

Preferred: None

Any combination of education and experience that provides equivalent knowledge, skills and abilities may be considered.

Essential Job Duties and Responsibilities:

• Provides direct patient care under the direction and supervision of a licensed nurse while maintaining a clean and safe patient care unit.
• Provides quality care to residents on various units within the nursing home.
• Provide quality nursing care to residents in an environment that promotes their rights, dignity, freedom of choice, and individuality.
• Is knowledgeable of the individualized care plan for residents, and provides support to the residents according to their care plan.
• Attends to the individual needs of residents, which may include assistance with grooming, bathing, oral hygiene, feeding, incontinent care, toileting, colostomy care, prosthetic appliances, transfer, ambulation, range of motion, communicating or other needs in keeping with the individuals' care requirements.
• Protect the personal belongings of each resident, including eyeglasses, dentures, hearing aids, furnishings, jewelry, clothing and memorabilia. Promptly report missing items and participate in efforts to locate missing items.
• Fully understand all aspects of residents' rights, including the right to be free of restraints and free of abuse. Is responsible for promptly reporting to the charge nurse or administrative staff incidents or evidence of resident abuse or violation of residents' rights.
• Interacts with residents in a manner that displays warmth and promotes a caring environment.
• Promote a safe, homelike environment for residents.
• Maintains regular and predictable on-site attendance.
• Strong interpersonal skills including: attention to detail, compassion, listening, empathy, patience, cooperation, and dependability
• Effective oral and written communication skills
• Computer literate with the ability to use electronic medical records
• Strong organizational skills with ability to prioritize tasks while being safety oriented
• Ability to lift, transport, and support residents

Non-Essential Job Duties:

• All other duties as assigned.

Functional Demands:

• Activity Requirements (including Mental & Physical Activities):

X 10 % General Office Work: Frequent use of computer, keyboard, and other technology; data interpretation, decision making, problem recognition, problem solving, visual acuity (near visual acuity, far visual acuity, depth perception, color vision), hearing, verbal communication, verbal comprehension, writing communication, and written comprehension

X 5 % Sedentary Work: Continuous sitting at desk for several hours occasional standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, grasping, and lifting of under 10 pounds as required

X 25 % Light Work: Intermittent lifting, sitting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 10 pounds unassisted

X 30 % Medium Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 25 pounds unassisted

X 20 % Heavy Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 50 pounds unassisted

X 10% Very Heavy Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 100 pounds unassisted

• Exposure to Hazards: Select the most appropriate level of hazard exposure
  • Minimal exposure to workplace hazards
  • Limited exposure to workplace hazards

X Moderate exposure to workplace hazards

• Significant exposure to workplace hazards

• Types of Hazards:

X Biological

X Chemical

X Physical

X Other

• Working Conditions:

X Indoors

X Outdoors

X Background Noise

X Tight Spaces and/or Close Quarters

X Subject to one or more of the following conditions that affect the respiratory system: Fumes, odors, dust,

mist, gases or poor ventilation

X Exposed to infectious diseases or other possible infectious materials including: blood, fecal matter,

OPIM...

X Required to function around high behavioral or physically disruptive individuals

X Position may be required to wear specialized mask (N95)

• Travel Requirements:

Frequency:

X Minimal

• Regular
• Frequent
• Other:

Type of travel:

X In community

• Within the county
• Out of the county
• Overnight
• Other:

Nature of travel:

• Errands
• Transport clients/patients/residents

X Other:

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)