RN - House Supervisor

3x12 Nights, 19:00:00-07:00:00, 12.00-3

Job Summary: The role of Administrative Supervisor at Skagit Regional Health (Skagit Valley Hospital and Cascade ValleyHospital) is one of significant importance to ensure coordinated, high-quality and cost-effective care at alltimes. The Administrative Supervisor is the designated administrator on site, working to coordinate care acrossall departments, divisions and sites of care to create a seamless and positive experience for patients, families,and physicians. The Administrative Supervisor works closely in collaboration with clinical and supportdepartment heads, acting as a key representative of departmental and organizational leaders to facilitateongoing operations designed to achieve specific goals and targets at all times. Communication, informationsharing and understanding, and connectedness are critical for successful operations and performance.Essential functions: Coordinates optimal patient disposition and bed assignment utilizing regulatory criteria, understanding patientneeds and available and appropriate nursing staff. Assists the Staffing Team to determine staffing requirementsand resource allocation within a framework of patient safety.Provides clinical support as needed and as appropriate. Evaluates patient conditions and unit needs withCharge Nurses. Reports pertinent information to oncoming Administrative Supervisor in an accurate and timelymanner.Assists Charge Nurses and others with critical thinking and processing creative ways to deal with challengingsituations. Communicates with department heads regarding issues, and collaborates with others in thedevelopment of solutions.Consistently identifies and implements cost-effective ways to staff, and allocate resources. Strives to achievehigh quality, low cost patient care solutions, working with SRH Leadership to meet financial performance goals.Acts as a role model to create an environment of excellence and being the best . Consistently demonstratesstrong customer focused approach in all situations.Promotes a professional environment; promotes professionalism for all staff as s/he leads by example.Provides processes for conflict resolution with all customers. Demonstrates leadership and excellentcommunication to maintain effective working relationships with staff, physicians, and managers.Demonstrates a working knowledge of current nursing theory and standards of care, structure standards andprocedures of all areas of hospital.Gives feedback and coaches staff and participates in staff performance evaluations as needed.Serves in the role of administrator in the absence of on-site executive leadership. Keeps the Administrator OnCall (AOC) informed of pertinent situations and consults them as needed.Responds to and assists in code situations.Follows medical staff chain of command when appropriate.Coordinates projects as needed under the direction of SRH Leadership.Complies with all SRH policies and procedures.Performs other duties as assigned by designee.Education: Must be a graduate of an accredited school of nursing. BSN preferred.Experience/Training: Minimum of three years experience in an Acute Care hospital with demonstrated leadership ability. Previoussupervisory experience required.License/Certifications: Current Washington State RN Licensure required. AHA BLS (American Heart Association) required at time ofhire. Current ACLS required within 30 days after hire.Other Skills: Strong interpersonal skills; excellent written and verbal communication skills; ability to communicateeffectively with patients, visitors, physicians, nursing personnel, and other health care professionals.Physical Demands & Work Environment:The physical demands described here are representative of those that must be met by an employee tosuccessfully perform the essential functions of this job. While performing the duties of this job, the employee isregularly required to talk and hear. This position is very active and requires standing, walking, bending,kneeling, stooping, crouching, crawling, and climbing all day. The employee must frequently lift or moveobjects and patients weighing over 50 pounds. Specific vision abilities required by this job include close vision,distance vision, color vision, peripheral vision, depth perception and ability to focus. Position Urgency:Normal Billing string = Medefis

QC Job ID: 256118

Don't Trust this Agency. (Quality Clinicians)
Was there really a rate drop the week after you signed your extension? Did the high paying job you just applied for actually close, or was it another bait and switch? Of course, clinicians are skeptical. We are trained to look for the evidence, so what are we supposed to do when the only evidence we have access to is the word of our recruiter, who undeniably has a conflict of interest. Where are the primary sources? Oh, sorry they aren't allowed to show that.

As a clinician, I understand and support the need to review the evidence for yourself, which is why our agency will not withhold information from our clinicians. We are willing to show you everything we see. You shouldn't have to take our word for it.

Hi, I'm Kirsten Hixon, a travel nurse and an owner of the healthcare staffing company Quality Clinicians. My teammates and I have been working hard to build a different kind of staffing firm as you can see listed in the below outline.

If you want a different kind of agency, stop working with the same ones and come help us build a better one.

1.Same Deal
All healthcare worker pay packages are calculated in the following manner, and we're happy to prove it:

Bill Rate (100% of revenue)

-QC Cost of Operations (16.18% of rev)

-QC Profit (3.8% of rev)

-Burden on Taxable Earnings (usually 1%-5% of rev depending on the state)

-MSP Fees (between 4%-11% of rev depending on MSP)

Clinician Pay (typically 70%-80% of rev)

We offer all clinicians this same deal with transparency. When all clinicians get the same cut and see everyone else's piece of the pie, we find the reasonable clinicians are satisfied with their pay package.
2.Transparency
When you complete your profile to work with us, your assigned relationship manager (recruiter) can show you the bill rates, our cut, your cut, the terms of our agreements, etc. for any of our jobs that you are qualified for to prove the above calculation is being used. Additionally, we will do this at any point before or during your assignment for any rate changes, time keeping issues, guaranteed pay issues, etc.
3.Aligned Interests
While our competition pits recruiters and clinicians against each other, we align their incentives with each other and the rest of our stakeholders, in order to remove conflicts of interests.

• Our competition pays their recruiters more money if they can get their clinicians to accept lower pay packages that are more profitable for the company. Eww.

• Since there is nothing for clinicians to negotiate with our recruiters, they can behave like players on the same team instead of parties on opposite sides of a negotiation.
• Instead of cash incentives for individual performance for internal staff we pay quarterly companywide profit share bonuses. Everyone gets the same percentage of their salary, because regardless of who scores the game winning point the whole team won, and every member of a winning team deserves to be rewarded fairly for their contribution.
• We only make more if you make more or if we operate more efficiently, since our slice is always 19.98% (3.8% and 16.18%)
• We only get more jobs if we get more facilities, and the best way to get more is to provide facilities with strong clinicians who are adaptable and dependable, so we are incentivized to be very picky with which clinicians we work with.

4.No Greedy Leaders
All our leaders have agreed to be paid a salary less than the US President. We just figure this will keep the greedy ones from wanting to work with us and surely none of our jobs are as hard as the President's haha
5.Stay Playful
Hopefully you can see in point 4 we don't take ourselves too seriously, but this is one we'd really appreciate more help finding practical ways to make working together more fun, so we can all laugh and smile a bit more frequently.

If you believe this is a better way of doing business we need your help. Try it for yourself. Complete your profile so we can help you find a better job. Share this post with your network. We are not a large agency with a marketing team so we need your help spreading the word. Otherwise, how will anyone know a different kind of agency even exists? I am just a person with a dream for how staffing could be better for everyone involved and I need your help to make this way of doing business an option for more people.