·Reviews patient satisfaction results with staff at staff meeting and through other avenues of communication

·Discusses ways in which employees can contribute to patient satisfaction. Departmental minutes reflect documentation not less than quarterly

·Assists the Director with annual/90 day evaluations and discusses with employees as to his or her contribution to patient satisfaction.

·Maintains high patient satisfaction through Nurse Leader Rounding

·Oversight of Nurse Hourly Rounding to insure quality

·Addresses complaints and works with staff to resolve issues

·Oversight of post op call back process

·Responsible for department payroll. This includes collaboration with employees, payroll office and other departments as needed

·Assists Director with departmental financial review

·Reviews productivity reports as often as are merited (daily for clinical departments). Changes staffing levels to reflect appropriate productive hours per unit of services

·Assists with conducting department meetings, including staff meetings. Responsible for meeting minutes

·Complies with Joint Commission on Accreditation of Healthcare Organizations (TJC) and American Osteopathic Association (AOA) standards to ensure the hospital maintains accreditation

·Compliers with Center for Medicare/Medicaid Services (CMS) Conditions of Participation to ensure appropriate reimbursement

·Complies with State of Georgia Department of Human Resources and Office of Regulatory Services Rules and Regulations

·Ensures compliance with changes made by any regulatory agency

·Works with Director for staffing needs, which may include: selection/screening and interviews

·Ensures employees are orientated within Gordon Hospital and their respective department, as well as reviewing employeeâ˜s job description with employee

·Employee evaluations are completed per policy in collaboration with Director

·Assists Director with progressive counseling through verbal and written communication. Consults Human Resources for guidance in progressive counseling and terminations

·Provides an initial orientation for new employees upon hire

·Responsible for review and collection of all new hire competency paperwork

·Provides annual evaluation of competency based on job performance

·Changes competency paperwork as needed when new services provided, new job responsibilities or if clinical changes occur (new treatment, procedures, equipment, standard of care changes, new regulatory policy)

·Ensures through evaluation process that employees are competent to do job for which they were hired

·Ensures that departmental staff comply with Gordon Hospitalâ™s hospital-wide policies, as well as, department policies

·Assists Director with ongoing Performance Improvement

·Involves staff in the Performance Improvement process