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The Director, Practice Operations is responsible for the operational and financial performance of Bronson’s medical practices. Span of responsibilities may include primary care and specialty practices and potentially inpatient provider services. This job is responsible for the implementation of strategic initiatives that meet the organizational goal of a fully integrated delivery system. Working with the Directors of Clinical Practice and the Vice President of Operations, the Director, Practice Operations is responsible for direct supervision of the Practice Managers and day to day operations in their areas of responsibility.
Bachelor’s degree in Administration, Business or Health related field.
3-5 years practice management experience required
• Ability to properly assert authority in order to accomplish projects
• Demonstrated record of heightened responsibilities and successes along with operational improvement results
• Strong positive leadership and communication/presentation skills required
• Basic word processing and spreadsheet skills
• Demonstrated high-level of planning and organization skills, and an ability to develop creative solutions when faced with complex organizational problems and politically sensitive issues
• Ability to access and resolve highly sensitive problems that involve physicians or advanced practice providers. Requires excellent communication and analytical skills, and a well-developed sense of timing and strategy
• Must be able to implement strategic initiatives involving a multitude of constituents within and outside the organization requiring the ability to integrate and synthesize broad goals and objectives into a detailed operation plan with substantial latitude in decision making
• Able to analyze financial data in order to efficiently oversee operational budgets and cost effectively approve expenditures for a multiplicity of professional services
• Able to manage complex situations that possesses a high level of risk that can potentially impact the image of the organization and community relationships
Work which produces high levels of mental/visual fatigue, e.g., interactive and repetitive or small detailed work requiring alertness and concentration for sustained periods of time, the operation of and full attention to a personal computer or CRT between 40 and 70 percent of the time. The job produces some physical demands. Typical of jobs that include regular walking, standing, stooping, bending, sitting, and some lifting of light weight objects.
• Works with subordinate managers, other departmental leaders and members of the medical staff as appropriate in the implementation of goals and plans for the organizational components for which he or she is responsible.
• With the Vice President, Operations develops and secures approval of a coordinated budget for areas of responsibility, and guides subordinate managers in the development of their budgets as necessary. Administers or delegates the administration of budgets, approving expenditures, reviewing reports, etc.
• Develops, approves, and (when necessary) secures approval of policies designed to ensure the attainment of agreed upon goals for areas of responsibility. Ensures the development of the procedures necessary to implement approved policy.
• Hires subordinate managerial personnel and advises them in planning the appropriate staffing for their areas of responsibility. Evaluates, develops, and (when necessary) disciplines and discharges subordinates, delegating such matters to supervisory and managerial employees as appropriate. Provides mentoring the practice leaders, identifying areas of development opportunities.
• Provides analysis and recommendations related to practice work volume, efficiency standards, quality of services provided and other management concern for areas of responsibility. Reviews records and reports and initiates corrective actions, requests special analyses, and/or changes procedures when necessary.
• Collaborates and consults with Practice Managers as appropriate to solve operational problems and to improve services to the practice/service.
• Works with the Practice Mangers in the development of an effective departmental organizational structure including:
o efficient work flow patterns
o delineation of duties/responsibilities
o suitable staffing levels
o appropriate supervision
o mechanisms for timely communication of pertinent information
• Works within the Bronson Management System structure in the implementation of performance improvement initiatives. Ensures that all quality control tests and procedures are conducted and documented.
• Collaborates with others to develop patient satisfaction targets . Reviews patient satisfaction survey results and investigates all customer feedback concerning the department and its personnel. Takes appropriate corrective action if necessary. Ensures that services are at all times provided in a considerate and courteous fashion.
• Participates in a variety of system and medical group committees.
• Coordinates the promotion/marketing of departmental services to all relevant customers.
• Remains abreast of the developments in the field of healthcare and management by pursuing a program of self-development. Initiates the integration of advancements when practical and cost effective.
• Responsible for human resource functions associated with practice leaders and their subordinates. (support the hiring, discipline, and performance reviews) ensuring sufficient number of qualified and competent persons to provide support service/care.
• Assures that all regulatory requirements are maintained (e.g. Joint Commission)
• Supports the practice managers in panel meetings that focus on practice related
issues.
* Co-chairs clinical practice council meetings with Director of Clinical Practice.
• Facility evaluation including facility changes, designs, and relocations.
• Responsible for the deployment, integration, and modeling of the behaviors and standards of Bronson’s Plan for Excellence in areas of direct responsibility and throughout the entire Bronson Healthcare Group. .
• Responsible for ensuring that our employees follow safe practices and procedures for the fair and ethical treatment of our patients, families, visitors and other customers
• Responsible for making timely decisions and taking necessary action related to the readiness for, and compliance with, the requirements of internal and external bodies, involving compliance, accreditation, auditing, and other regulations required of Bronson Healthcare Group.
QUALIFYING STATEMENT The above duties and responsibilities are intended to describe the general nature and level of the work being performed by employees assigned to this job. They are not an exhaustive list of all duties and responsibilities associated it. To fully perform this job successfully, an individual must meet the minimum qualifications, meet the accompanying physical demands, and be able to work in the described environment. However, reasonable accommodations will be made to hire and/or retain individuals who are qualified under the Americans with Disabilities Act.
MANAGEMENT EMPLOYEE PERFORMANCE STANDARDS
The following are the primary performance categories and competencies, which are used to evaluate each employee in this job. The specific measurements and records of performance are kept within each department/unit.
I. All MANAGEMENT EMPLOYEES:
Competencies/Goals
Leadership Competencies (as stated on the Leadership Commitment Statement)
Leadership Accountability Minimum Working Requirements
Organizational Strategy Performance (Department scorecards and tactical plans)
Annual Budget Targets for area(s) of responsibility.
Department specific incentive performance for area(s) of responsibility.
Personal goal performance (related to organizational scorecards and/or key themes).
II. DEPARTMENT/UNIT SPECIFIC
Competencies/Goals
(Annual competencies/goals are on file in the department.)
Agency Use Policy and Agency Submittal Disclaimer
Bronson Healthcare Group and its affiliates (“Bronson”) strictly prohibit the acceptance of unsolicited resumes from individual recruiters or third-party recruiting agencies ("Recruiters") in response to job postings or word of mouth. Unsolicited resumes sent to any employee of Bronson by Recruiters, without both a valid written agreement with Bronson and a direct written request from the Bronson Talent Acquisition Department for a specific job position, will be considered the property of Bronson. Furthermore, no fees will be owed or paid to Recruiters who submit resumes for unsolicited candidates, even if those candidates are hired. This policy applies regardless of whether the Recruiter has a pre-existing agreement with Bronson. Only candidates submitted through a specific written agreement with the Bronson Talent Acquisition Department for a named position are eligible for fee consideration.
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