Professional Development Manager, Care Continuum BWH

Site: The Brigham and Women's Hospital, Inc.

Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.

Job Summary

Professional Development Manager- Leader- PDM | 40 hours Full-Time | Boston Main Campus location

The PDM is a nursing leadership role that has departmental, hospital, and MGB wide responsibilities. These include but are not limited to onboarding and orientation, staff resource education, professional growth and development of staff, quality and safety, competency management, and department-based leadership.

This PDM will focus on Care Continuum Management and nurses performing case management and care coordination, and partner with Nursing Leaders in Care Continuum.

Highlights:

• Nursing Leadership: Serve as a departmental nurse leader, communicate openly and effectively, revise and develop policy, participate in interdisciplinary and high reliability organization rounds, and professional representation. Multitask, prioritize and pivot as needed in our dynamic culture.
• Onboarding & Orientation: Coordinate and deliver comprehensive onboarding, orientation and specialty specific education to ensure successful integration of new staff. Preceptor selection and scheduling.
• Quality & Patient Safety: Champion quality improvement initiatives, safety reporting, more proactive discharge planning, and unit-, nursing- and physician-led performance improvement projects. Joint Commission preparation.
• Competency Management: Manage annual education, organizational compliance, competency needs assessments, and analysis of clinical documentation and workflows.
• Staff Education & Clinical Practice: Provide real-time coaching, bedside education, unit rounding, staff meeting leadership, and research collaboration to strengthen clinical practice.
• Professional Development: Enhance performance of staff with varying skill levels, promote mentorship/preceptors, recognition programs, specialty certification support, continuing education, and engagement with professional nursing organizations.
• Compensation and benefits: Enjoy MGB's generous package which includes several medical plans, dental, matched 403B, pension/cash balance, generous paid time off, tuition reimbursement and much more!

GENERAL OVERVIEW

The Professional Development Manager (PDM), in collaboration with the Associate Chief Nursing Office (ACNO) for the Center for Nursing Excellence and the Associate Chief Nursing Officer/Senior Nursing Director of the division to which the PDM is assigned, and in partnering with the Nurse Directors of the assigned division, is accountable for designing, coordinating, and implementing programs for staff development, education, research, quality, and defining and implementing evidence-based practice. PDM will promote an environment that facilitates professional growth and role competence, with a concentrated focus on specialty proficiency and regulatory compliance.

In collaboration with the Nurse Director, the PDM is accountable for hiring and evaluating staff performance and will actively participate in the budgetary process. The PDM will ensure that current evidence-based practice is consistent across the division. The well-qualified candidate will promote a just culture and a culture of safety. Their goals will be patient- and family-centered.

PDM will serve as a highly visible leader and role model in the development/obtainment of hospital unit and division mission and goals. PDM will embrace the concept of change and lead staff through the change process as evidenced by adoption of new behaviors or processes and improved outcome measures.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

• Participates in leadership strategic planning meetings
• Applies theoretical and experiential knowledge of nursing practice to determine project and program strategies related to staff competency, new programs, new technologies, research, and evidence-based practice.
• Provides expertise, direction and is responsible for the development of goals and objectives for educational programs.
• Leads evidence-based practice initiatives.
• Provides leadership coverage for patient care and nursing practice in the absence of a Nurse Director.
• Conducts annual and ongoing evaluation of nurses, patient care assistants, emergency services assistants, and medical assistants and provides formal and informal feedback.
• Identifies learning needs and develops and implements programs for patient education within the area of specialization.
• Facilitates the acquisition of advanced clinical skills in clinical staff nurses and graduate students through role modeling, practice, coaching and consultation in the clinical setting.
• Participates in the development of programs/systems to meet the requirements of state and federal regulatory agencies to ensure compliance.
• Participates in hospital surveys. Encourages and recommends nurses for committee work based on their interest and clinical expertise.
• Represents the Chief Nursing Officer /Associate Chief Nurses/Senior Nursing Director on committees as needed.
• Develops and/or revises policies/guidelines based on changes in practice, new research findings/equipment, or products along with ensuring education/in-servicing is completed.
• Communicates clear expectations for BWH/Department of Nursing quality initiatives and outcomes measures and strategies to enhance performance measures.
• Leads quality and safety efforts while promoting a just culture framework. Participates in root cause analysis and implements/supports improvement efforts.

FISCAL MANAGEMENT:

• Creates a budget for programmatic work and monitors expenditures in accordance with budget allocations.
• Provides recommendations for capital budget purchases.
• Promotes cost effective delivery of care and programs and keeps within budget.
• Determines training resource requirements for designated programs.

PROFESSIONAL DEVELOPMENT:

• Participates in and presents at hospital and service line committees, councils, and educational programs. Keeps current on issues, practice, and new trends related to environment of care, technology, and supplies and the education of professional and non-professional care coordination personnel.
• Maintains and updates clinical knowledge and skills based on current nursing and health care practices.
• Identifies own learning needs and goals, and designs a plan to meet them.
• Supports the nursing professional practice model and care delivery model.
• Participates in annual peer feedback. Participates in activities that foster peer support and networking.
• Fulfills professional role through involvement in professional organization activities, presentations, and publications.

PROFESSIONAL RELATIONSHIPS:

• Demonstrates professional, courteous, and respectful demeanor in working with patients, families, staff, and providers.
• Collaborates with inter-professional teams on identified programs/projects

RESEARCH RESPONSIBILITIES:

• Uses nursing theories and research findings to plan, design, and evaluate nursing practice and to generate researchable clinical problems.
• Promotes staff and student utilization of the research process. Utilizes scientific method in collecting data on clinical practice issues.
• Has knowledge of the IRB process. Identifies research questions and pursues opportunities to fund and implement research.
• Applies for research grants and participates in hospital research initiatives as applicable.
• Presents locally, nationally, or internationally about research findings and engages in other educational activities, such as publications, consultations, and courses.
• Remains current with clinical research to ensure scholarly and innovative nursing practice.

OTHER:

• Participates in special projects as directed by the Chief Nursing Officer/Associate Chief Nurse/Senior Nursing Director

Qualifications

QUALIFICATIONS:

• 1. Current Massachusetts licensure as a registered nurse required.
• 2. Degree requirements: MSN (or) MS with a major in Nursing (or) DNP (or) PhD with a major in Nursing (or) a BSN with a Master's degree in a related field, required.
• 3. Minimum three or more years of inpatient hospital case management clinical experience required with developed leadership and team management abilities.
• 4. Proven experience in designing, developing, and implementing training programs in a healthcare or hospital setting.
• 5. Current certification in case management required. Certification must be maintained while employed in this position.
• 6. Demonstrated evidence of competent nursing practice in clinical area or specialty.

Knowledge, Skills and Abilities

• Strong understanding of healthcare and nursing industry regulations, compliance standards, and best practices.

• Excellent communication and presentation skills, with the ability to engage and motivate various audiences.

• Familiarity with learning management systems and e-learning platforms is desirable.

• Analytical skills to evaluate training program effectiveness and measure staff development progress.

• Possess a passion for continuous learning and a commitment to staying abreast of industry trends and advancements.

Additional Job Details (if applicable)

Remote Type

Onsite

Work Location

75 Francis Street

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

$147,097.60 - $213,959.20/Annual

Grade

9

At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

EEO Statement:

2200 The Brigham and Women's Hospital, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

Mass General Brigham Competency Framework

At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.