Long Island Community Hospital has served this richly diverse region as a patient-first community hospital for more than 60 years. As Long Island's only independent community hospital, we are 100% committed to becoming the community's healthcare provider of choice with our greatly enhanced services including the Knapp Cardiac Care Center, our highly-advanced heart disease diagnosis and treatment facility, our new modern surgical pavilion, our unique ER approach, and our high-touch services including women's imaging, sleep laboratory and orthopedics and more. These services are delivered with the highest level of compassion by our LI Community Hospital staff - Long Islanders with an unmistakable mix of courage and heart who care about the people right here in our community and whose sole purpose is to provide personalized comfort. For more information, go to licommunityhospital.org , and interact with us on LinkedIn , Glassdoor , Indeed , Facebook , Twitter , YouTube and Instagram .

Position Summary:
We have an exciting opportunity to join our team as a Clinical Coordinator Operating Room.

In this role, the successful candidate Responsible for the provision of nursing care to patients with multiple and complex health care needs. Responsible for hiring, training, orientation and performance management process for designated staff. Provides direct supervision to Licensed Practical Nurses, Nursing Assistants, Unit Secretaries, RNs, and other direct care providers as appropriate to the unit. Identifies and resolves unit systems operational and clinical problems which impact the quality of care delivered. Assumes 24-hour responsibility for the coordination of designated management functions on assigned shift. Serves as a resource to other staff members. Acts as a consultant to colleagues and other health team members on matters concerning patient management. Serves a s a role model to other staff and advocates for patients/families/significant others. Assumes accountability for own professional practice and aspects of care delegated to others. Practices within ethical and legal parameters of nursing. This description covers the essential functions of the position. Incumbent is expected to perform similar and related duties as assigned.

Job Responsibilities:

1. Management of Operations
Performance Expectations:
• Assumes responsibility for shift issues in collaboration with other Clinical Coordinators, Nursing Professional Development, NAS, & Nurse Managers to provide a seamless system of support and accountability for 24-hour shift operations.
• Collaborates with the development of nursing and departmental standards with practice monitoring that is in compliance with state and local regulatory agencies, and those of the DNV
• Participates in departmental initiatives that support the departmental goals and have identified measurable outcomes.
• Role models a leadership style that recognizes the values and limitations of others, but is able to maximize enhanced levels of expectation between each individual and other departments. Assists administrative staff with the development of an environment that exhibits open, honest communication.
• Maintains and applies current evidence-based practice principles in nursing and operations to improve clinical care through professional development initiatives.
• Works collaboratively with Code & Rapid Response Team and prepares the staff to respond effectively to emergency management situations.
• Demonstrates expert level of clinical practice when functioning in a nursing clinical role. Role models creative interventions to meet the age-specific and cultural sensitive nursing care needs of all patients.
• Manages direction of emergency situations and appropriately delegates staff to meet these needs.
• Serves as a staff resource for departmental standards of care &policy procedures.

1. Management of Personnel
Performance Expectations:
• Provides leadership and coordinates activities for the daily operational requirements that support an effective environment for staff.
• Develops operational policies, procedures and problem solutions. Provides and evaluates them so that their effectiveness correlates to intent; and holds department staff members accountable for compliance.
• Fosters an environment that encourages staff participation in modifying/improving unit operations by role modeling and mentoring staff.
• Completes and approves daily staffing assignments and change requests based on acuity, volume and staff competencies. Adjusts staffing level to support and promote patient staffing needs.
• Manages patient flow through all areas of the department and hospital if necessary, which is based on acuity and patient needs by alleviating bottlenecks and barriers. Consults Nurse Managers, NAS & DON to redirect and or prioritize activities when needed.
• Serves as a laison with other departments, to promote the patient’s continuum of care. Escalates issues when necessary to the Night Administrator, Nurse Manager, NAS &/or DON.
• Implements a timely and responsive action plan for patient/family and department complaints with feedback to the Department of Quality Management and Patient Advocacy Office.

1. Develops, implements and monitors effective human resources management strategies that support the vision of providing a focused caring environment.
Performance Expectations:
• Provides direct supervision to all Nursing, Technical and Secretarial nursing staff. Serves as a resource for staff.
• Supports staff through the change process and develops their clinical and professional expertise to reflect the principles of doing the right thing for the patient and to attain benchmark performance standards.
• Recruits, selects and orientates new Nursing, Secretarial and Technical staff, and supports their transition into a staff position. Includes regular feedback to staff, Nurse Manager & Nursing Professional Development on their progress and achievement of standards of care.
• Conducts annual and mid-year performance evaluations and initiates specific plans for the continued educational development of assigned staff to link their actions and performance accountability.
• Provides consistent, pertinent feedback to staff that reflects compliance performance through chart reviews, trended variance, tracking and direct observation with patient care rounds.
• Collaborates with the Nurse Manager to provide an environment that supports the staff’s involvement with departmental operations and performance improvement activities.
• Utilizes department and individual staff encounters to provide ongoing coaching, mentoring, and communication with collaborative initiatives to initiate and maintain improved employee satisfaction levels.
• Manages human resource issues that comply with BMHMC personnel policies which may result in disciplinary actions in collaboration and direction from the Nurse Manager.
• Demonstrates and role models practical application of crises/confrontative and conflict resolution skills to enhance team functioning; which is based on open, honest communications.
• Identifies and initiates specific plans for continued educational development of assigned staff through individual employee goal sessons.

1. Participates in Performance Improvement Activities

Performance Expectations:
• Evaluates dimensions of clinical practice, which evaluates the process of care and identify opportunities for change if variances are trended. Such as decreasing restraints & falls, increasing Patient Satisfaction, etc..
• Builds processes and encourages staff development to promote satisfaction and service recovery that increase the qualitative and quantitative measurements of patient and staff satisfaction.
• Participates in Performance Improvement activities, DOH, IPRO & other regulatory agency reviews required.

1. Staff Education

Performance Expectations:
• Provide ongoing feedback and education to individuals regarding their documentation practices. Consistent variances are documented and staff held accountable for improvements.
• Participates in the development and monitoring of the department budget and financial practices.
• Identifies opportunities for cost reduction and revenue enhancement.

1. Collegueality/Professionalism
Performance Expectations:
• Identifies him/herself to the patient; wears hospital ID and clarifies his/her role to the patient in an understandable and respectful fashion.

• Each staff member will exhibit actions that support the comfort and safety of patients and their families.
• Professional decorum is to be manifested through all patient interactions whether they be in person; on the telephone or with non-verbal communications.
• Assumes personal responsibility for each patient/staff interaction. Acknowledges any service issues with the patient and makes every attempt to provide service recovery interventions to assist with the resolution of the problem.

1. Teamwork/Collaboration
Performance Expectations:
• Communicates in a fashion that respects the individuality and dignity of each person. Promotes dialogue that is honest and non-confrontational.
• When there are disagreements regarding issues he/she will make a personal attempt to resolve the problem in a collaborative manner that promotes a successful encounter.
• Demonstrates a willingness to be flexible in his/her day-to-day activities to meet the needs of individual patients or the department.
• Demonstrates through his/her actions that the patient and or departmental goals are a priority.

Minimum Qualifications:
To qualify you must have a Demonstrates nursing competence as an expert level practitioner. Currently registered by the Board of Registration in Nursing of New York: ACLS preferred, must be obtained within 6 months of taking position.
Experience: Minimum of 3-5 years of nursing experience (preferred). Previous nursing management experience is preferred.
Education: Diploma in Nursing required, Associate Degree in Nursing/ Baccalaureate Degree in Nursing (preferred)
Demonstrates ability to problem solve; serve as a mentor, respond as an active member of a multidisciplinary team. Exhibits excellent time management and priority setting skills.
Frequently lifts/carries up to 25 lbs.
Frequently pushes/pulls more than 100 lbs.
Frequently bends, squats, kneels, climbs steps/ladders and reaches above shoulders.

Qualified candidates must be able to effectively communicate with all levels of the organization.

Long Island Community Hospital provides its staff with far more than just a place to work. Rather, we are an institution you can be proud of, an institution where you'll feel good about devoting your time and your talents.

Long Island Community Hospital is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sex, sexual orientation, transgender status, gender dysphoria, national origin, age, religion, disability, military and veteran status, marital or parental status, citizenship status, genetic information or any other factor which cannot lawfully be used as a basis for an employment decision. We require applications to be completed online.
If you wish to view Long Island Community Hospital's EEO policies, please click here. Please click here to view the Federal "EEO is the law" poster or visit https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm for more information.

Long Island Community Hospital provides a salary range to comply with the New York State Law on Salary Transparency in Job Advertisements. The salary range for the role is $ 77,000 - $ 117,678.02 Annually. Actual salaries depend on a variety of factors, including experience, specialty, education, and hospital need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

To view the Pay Transparency Notice, please click here

Required Skills

Required Experience