Chief Nursing Officer - Valley Baptist Brownsville
Company: Texas Executives
Location: Brownsville
Posted on: October 23, 2024
Job Description:
MARKET SUMMARY:
Valley Baptist Medical Center, Brownsville
Valley Baptist Health System, consisting of Valley Baptist Medical
Center-Brownsville and Valley Baptist Medical Center-Harlingen, has
been fortunate to serve the Rio Grande Valley for more than 100
years. During this time, the health of our communities has always
led the way, guiding us to offer the right services, at the right
time, and in the right place: right here at home.
Valley Baptist Medical Center-Brownsville is a 243-bed hospital.
From routine visits to life-threatening emergencies, Valley Baptist
Medical Center is ready to serve you. We want to provide you with
the best service and care possible in a faith-based environment and
wish you a speedy recovery and an early return to your home, family
and friends. Your care and recovery are our primary concern.
In 1913 in Brownsville, Miss Nora Kelly opened the Charity Home on
Madison Street to serve the homeless. Two years later, the Mexican
Revolution brought about the need for a place that could provide
medical care. People were fleeing north across the border into
Brownsville, some needing treatment for wartime injuries, while
others were suffering from diseases such as yellow fever and
diphtheria. Ms. Kelly received a donation of $14,000 from the
Stillman Family - one of the founding families of Brownsville - to
address this problem. In 1917, Divine Providence Hospital opened
with the Sisters of Mercy at the helm. This facility quickly proved
to be too small for a growing Brownsville. Thanks to a donation of
land from James Stillman, and the generosity of other Brownsville
residents, Mercy Hospital opened in July 1923.
That same year, 25 miles away in Harlingen, another hospital was
being formed by a group of dedicated citizens who saw the need for
a modern medical facility. These residents, including Dr. N. A.
Davidson, Dr. G.W. Letzerick, S. G. Stringer, and Judge Fred
Bennett, set out to build on a foundation that had been laid by
Harlingen's original 10-bed hospital on "F" Street, between
Harrison and Tyler streets, in a converted frame house owned by
Mrs. Ida Gilbert. Harlingen's new 36-bed hospital was also built on
"F" Street, a few blocks away from the original facility. Valley
Baptist Hospital, owned by the Lower Rio Grande Valley Baptist
Association, opened as a not-for-profit community hospital on
January 22, 1925.
Over the years, both hospitals experienced rapid growth and changes
in ownership. In Harlingen, the Baptist General Convention of Texas
acquired the hospital in 1945. In Brownsville, the hospital was
operated by the Sisters of Mercy and known as Mercy Hospital or "La
Merced" for 50 years until 1973, when it came under corporate
ownership and became Brownsville Medical Center. In 2004, the
Brownsville hospital was purchased by Valley Baptist Health System
and its name changed to Valley Baptist Medical Center,
Brownsville.
In 2011, Valley Baptist entered a joint venture with Vanguard
Health Systems, bringing the resources and expertise of a respected
national health care company to Valley Baptist-Harlingen and Valley
Baptist-Brownsville. Then, on Oct. 1, 2013, Vanguard Health System
and all its markets became part of Tenet Healthcare
Corporation.
In Brownsville, a new wing and major renovations were added in
1952, resulting in an emergency room, a pediatric unit, a new
laboratory and an operating room. In 1963, 52 more beds, a labor
and delivery area, surgical suites and a radiology department were
added. In 1983, part of the original 1923 building in Brownsville
was demolished and replaced with the current three-story patient
tower.
Also in Brownsville, in 1999, the third floor of a Women's Center
and Emergency Department three-story tower opened. This addition
included 10 Labor/Delivery/Recovery Suites, four Women's Surgery
Suites, observation areas, and an expanded 34-bed neonatal
intensive care nursery. In 2003 and 2004, the Radiology Department
was expanded, and in the last decade, the Edelstein Professional
Building opened on the Brownsville campus, housing additional
physician offices. Valley Baptist-Brownsville now has 243 beds at
its main campus at Central Blvd. and West Jefferson, making it the
largest hospital in Brownsville.
In 2007, Valley Baptist-Brownsville expanded beyond its main
hospital campus by opening a separate campus in East Brownsville,
which includes Brownsville's first inpatient behavioral health
facility (with 37 additional beds), and an outpatient mental health
program for senior adults. Expansion continued into North
Brownsville in 2008, with the opening of an ambulatory surgery
center at the North Brownsville Medical Plaza off Expressway 77.
This was followed in 2009 by the opening of an imaging center,
featuring an open MRI, at the North Brownsville Medical Plaza.
In 2012, both Valley Baptist-Harlingen and Valley
Baptist-Brownsville opened new state-of-the-art Cardiac
Catheterization Laboratories, to serve Valley patients who need
heart catheterization procedures, peripheral (leg) angiograms, and
implantable pacemakers. The new Cath labs offer state-of-the-art
digital imaging, allowing physicians to view angiograms with
amazing detail and precision. Valley Baptist has long been the site
for ground-breaking heart procedures, with the Valley's first open
heart surgery and cardiac catheterizations being performed at
Valley Baptist in Harlingen in 1977.
In 2011, Valley Baptist-Brownsville completed construction to new
surgery suites which are benefitting patients needing a wide
variety of surgeries, including laparoscopic and other minimally
invasive surgeries. Then in 2012 both Valley Baptist-Harlingen and
Valley Baptist-Brownsville added new state-of-the-art robots
(Valley Baptist-Harlingen had become the first hospital in the
Valley to offer robotic surgery with credentialed staff on site, in
2008). The more precise surgery with Valley Baptist's da Vinci -
'Si' robotic system means smaller incisions, less pain, and faster
recoveries for patients in many cases.
Looking to the future together, Valley Baptist-Harlingen and Valley
Baptist-Brownsville remain committed to continuing a "Tradition of
Excellence" and to serving our communities with the latest advances
in medicine and state-of-the-art high-tech equipment, capably
handled through the caring, human touch of our dedicated doctors,
nurses and staff.
POSITION SUMMARY The Chief Nursing Officer provides strategic
leadership as the senior executive position responsible for all
nursing and other designated patient care functions and services
within the hospital organization. The role assumes responsibility
for assessing, planning, coordinating, implementing and evaluating
nursing practice on a facility level. The role assumes 24/7
responsibility and has accountability to ensure high quality, safe
and appropriate nursing care, competency of clinical staff, and
appropriate resource management related to patient care. The Chief
Nursing Officer represents nursing concerns on the governing board
and at medical staff leadership meetings.
FUNCTIONAL EXPECTATIONS & REQUIREMENTS:
Retaining great people at the facility
- Collaborate with human resources and other team members to
select, on-board, orient, and provide coaching for direct
reports.
- Evaluate and monitor facility level people pillar statistics,
participate on related calls as necessary.
- Consider and/or implement nurse residency programs to ensure
pipeline for facility.
- Collaborate with team members to formulate programs to enhance
work life balance.
- Partner with related team members to promote a safe work
environment that is based on a zero tolerance for sexual
harassment, workplace violence and verbal and physical
abuse.
- Collaborate with related team members to promote an effective
facility level competency program.
- Collaborate to promote a robust employee development and
education program that responds to the unique needs of employees
across the career continuum (novice to expert).
- Work cohesively with related team members to develop and
implement recruitment and retention strategies that ensure a
qualified and stable workforce.
- Participate in workforce planning to ensure an adequate and
competent workforce.
- Support the design of effective and competitive compensation
and benefits programs.
Communication and Relationship Building
- Effectively communicate with all internal and external
constituents, including staff, colleagues, and physicians.
- Communicate and administer human resource programs and
procedures in accordance with established policies.
- Manage organizational relationships in a manner which builds
mutual trust and respect. Establish trusting and collaborative
relationships.
- Address and manage conflict in a constructive and productive
manner.
- Give timely feedback and reinforce positive behaviors.
Leadership Influence
- Create and communicate a compelling shared vision.
- Develop effective strategies for addressing organizational
priorities.
- Develop, communicate and monitor performance
expectations.
- Formulate objectives, goals, and specific strategies related to
the organization's mission and vision.
- Understand effective organizational outcome measures to balance
cost, quality and service.
- Measure and analyze performance from the learning and growth,
business process, customer, and financial perspectives.
- Promote a results-oriented environment.
- Develop succession plan for nursing leadership.
- Demonstrate effective change management; able to serve as an
organizational change agent.
- Coach and mentor aspiring nurse leaders.
- Create an environment in which professional and personal growth
is an expectation.
- Articulate the application of ethical principles to
operations.
- Manage organizational and individual performance with
appropriate rewards.
- Represent nursing and patient care issues within the
organization's governance and medical staff structures.
- Represent nursing and patient care in strategic planning and
quality initiatives with the governing body.
- Educate the organization's board members and physicians
regarding healthcare/value of nursing care.
Diversity
- Create an environment that recognizes and values
diversity.
- Develop processes to incorporate cultural beliefs into
care.
- Design strategies that address the unique needs of a diverse
workforce, patient population, and community.
- Assess the current environment and establish indicators of
progress toward cultural competency.
Shared decision-making/Shared Leadership
- Engage staff and others in decision-making.
- Promote decisions that are patient centered.
- Provide an environment conducive to opinion-sharing.
- Promote systems thinking as a value in the nursing
organization.
- Consider the impact of nursing decisions on the health care
organization.
- Provide leadership in building loyalty and commitment
throughout the organization.
- Synthesize and integrate divergent viewpoints for the good of
the organization.
- Involves employees in decision-making.
- Attend and participate in regional CNO calls and meetings.
Clinical Practice Leadership
- Understand and articulate patient care standards reflected in
federal and state regulation, TJC, the state Nurse Practice Act,
and organizational policies and procedures.
- Maintain knowledge of current nursing practice and roles and
functions within nursing and other healthcare disciplines.
- Maintain current knowledge of patient care delivery systems and
innovations.
- Ensure that nursing practice is consistent with current
standards and current evidenced based practice.
- Ensure that the care delivery model, clinical environment of
care and related technology is appropriate to needs of caregivers
and patients.
- Serve as change agent when patient care work/workflow is
redesigned.
- Advocate use of documented best practices.
- Teach and mentor others to routinely utilize evidenced based
data and research.
- Assure that the clinical perspective is included in
organizational decisions.
- Supports regional senior director and Tenet CNO.
Academic Relationships
- Provide a supportive and stimulating learning environment for
nursing students.
- Participate in the academic community through advisory and
collaborative efforts.
- Ensure that the educational system is aligned with
organizational needs.
- Collaborate with nursing programs to provide required
resources; evaluate graduates.
- Collaborate with academia in nursing research and incorporate
nursing research into practice.
Resource Management
- Demonstrate a comprehensive understanding of organizational
revenue, expense performance and capital planning.
- Manage fiscal, human and material resources in a cost-effective
manner.
- Design and maintain effective systems for resource management
in nursing.
- Manage patient care processes such as care management/length of
stay to ensure optimal revenue.
- Utilize effective performance management in managing key areas
of responsibility.
Quality, Patient Safety and Risk Management
- Contribute to the development and implementation of the
organization's performance improvement program. Support the
development and implementation of an organization-wide patient
safety program.
- Monitor and evaluate quality through public reported measure
(i.e. core measures, nurse sensitive patient outcomes, infection
control, etc.) in collaboration with the facility DCQI and ICP, as
well as national resources.
- Actively participate in facility clinical close calls.
- Define quality metrics by identifying the problem/process,
measuring success at improving specific areas of patient care,
analyzing the root causes or variation from quality standards,
improving the process with the evidence, controlling solutions and
sustaining success.
- Interpret information from research.
- Participate in studies that provide outcome
measurements.
- Utilize research findings for the establishment of standards,
practices, and patient care models in the organization.
- Disseminate research findings to patient care team
members.
- Support the development of a facility-wide patient safety
program.
- Support a non-punitive environment and a reward system for
reporting unsafe practices.
- Design safe clinical systems, processes, policies and
procedures.
- Allocate nursing resources based on measurement of patient
acuity/care needed.
- Ensure staff is clinically competent and trained on their role
in patient safety, performance improvement, and risk
management.
- Support a safe culture that assures accountability and respects
values and individual contributions.
- Incorporate safety as a design element as appropriate.
- Collaborate with RM to monitor and follow up on clinical risk
trends.
- Identify, mitigate and take action to correct areas of
risk/liability in patient care.
- Facilitate facility level annual pressure ulcer prevalence and
incidence study results with corrective action.
- Collaborate with related team members to monitor and evaluate a
Culture of Safety through active coaching of direct reports to
ensure that the culture of safety is cultivated at the
facility.
- Support the annual AHRQ Patient Safety Survey and follows up
with corrective actions.
Information Management and Technology
- Supports and embraces role in the adoption of EMR within
facility.
- Demonstrates basic competency in technology applications
related to business and clinical functions.
- Recognizes the relevance of nursing data for improving
practice.
- Utilizes facility database management, decision support, and
expert system programs to access information and analyze data from
disparate sources for use in planning for patient care processes
and systems.
- Participates in system change processes and utility
analysis.
- Evaluates and revises patient care processes and
systems.
- Participates in the evaluation of information systems in
practice settings.
- Uses computerized management systems to record administrative
data (billing data, quality assurance data, workload data,
etc.).
- Uses applications for structured data entry (classification
systems, acuity level, etc.).
- Recognizes the utility of nursing involvement in the planning,
design, choice and implementation of information systems in the
practice environment.
- Demonstrates awareness of societal and technological trends,
issues and new developments as they apply to nursing.
- Demonstrates proficient awareness of legal and ethical issues
related to client data, information, and confidentiality.
- Reads and interprets benchmarking, financial and occupancy
data.
Service
- Monitor and evaluate service indicators in collaboration with
related team members at the facility level.
- Facilitate education of employees related to service.
- Actively facilitate Physician satisfaction survey, monitors
result and collaborates with facility team members to develop and
implement action plans.
- Monitor and evaluate results of annual Employee Satisfaction
Survey and collaborate with related team members to develop and
implement action plans.
Professional Role Model
- Advocate for nursing.
- Assume personal and professional accountability.
- Follow through on commitments.
- Integrate high ethical standards and core values into everyday
work activities.
- Maintain a professional network of colleagues.
- Contribute to the profession of nursing through professional
organizations, publication, and other professional
endeavors.
- Participate in the legislative process and health policy issues
that impact nursing and health care delivery.
ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS:
As a leader in healthcare, Tenet is committed to providing the best
possible care to every patient, with a clear focus on quality and
service. Strong leadership is essential to delivering on this
commitment, and we believe that the quality of our leaders can give
us a significant long-term competitive advantage. We want to ensure
every current and future leader in Tenet is successful, and we
support that through our selection and hiring process and by
providing coaching and training to our leaders.
In this regard, we have identified core competencies that will
enable a leader to succeed at Tenet, and have defined them within
the following five areas critical to performance:
Use Astute Judgment
- Promotes decisions that are patient-centered (e.g., plans to
reduce noise in patient areas at night).
- Promotes "systems thinking" as a value in the nursing
organization. Synthesizes and integrates divergent viewpoints for
the good of the organization (e.g., implements shared governance
councils).
- Considers impact of nursing decisions on the healthcare
organization as a whole (e.g., reduces falls, pressure ulcers, and
other nurse sensitive patient outcomes).
- Provides leadership in building loyalty and commitment
throughout the organization (e.g., builds career development path
for high performing staff).
- Assures that the clinical perspective is included in
organizational decisions (e.g., leads work that results in
successful JC accreditation).
Shape Strategy
- Formulates objectives, goals, and specific strategies related
to the organization's mission and vision (e.g. participates in
preparing the budget with cost improvements in nursing
departments).
- Promotes a results-oriented environment (e.g., cascades and
measures BSC, CQ BSC, and CNO BSC targets).
- Represents nursing/patient care issues within the
organization's governance and medical staff structures (e.g.
actively participates in governing board by presenting a monthly
nursing report).
- Represents nursing/patient care in strategic planning and
quality initiatives with the governing body (e.g., presents new
ideas and external and internal benchmarks at board
meetings).
- Monitors and evaluates quality through public reported measure
(e.g. core measures, nurse sensitive patient outcomes, infection
control, VBP risk protection, etc.) in collaboration with the
facility DCQI and ICP, as well as national resources.
- Supports the development of a facility wide patient safety
program (e.g. zero never events; reduced falls with injury, reduced
facility acquired pressure ulcers, etc.; meets targets on CNO
BSC).
- Designs safe clinical systems, processes, policies and
procedures.
Apply Financial Insights
- Allocates nursing resources based on measurement of patient
acuity/care needed (e.g. meets JC conditions of participation for
nursing services).
- Demonstrates sense of urgency in management of labor expense
(e.g., meets targets for SWB).
Ensure Collaboration
- Effectively communicates with all internal and external
constituents, including staff, colleagues, and physicians (e.g.,
holds weekly staff meetings with Department Directors, routinely
rounds with physicians).
- Builds "privileged relationships" with key internal
stakeholders (e.g. CEO, RSVP, etc.) and manages organizational
relationships in a manner which builds mutual trust and respect.
Addresses and manages conflict in a constructive and productive
manner (e.g., immediately addresses a conflict situation between a
nurse and physician to a positive outcome).
- Actively networks and creates peer relationships with other
internal and external nursing leaders (e.g. leadership role in
industry organizations, actively mentors, etc.).
Drive Organizational Success
- Understands and articulates patient care standards reflected in
federal and state regulation, TJC, the state Nurse Practice Act,
and organizational policies and procedures.
- Ensures that the care delivery model, clinical environment of
care and related technology is appropriate to needs of caregivers
and patients.
- Supports and embraces role in the adoption of EMR within
facility and successfully implements within SWB budget.
- Recognizes the utility of nursing involvement in the planning,
design, choice and implementation of information systems in the
practice environment.
- Monitors and evaluates service indicators (Press Ganey Patient
Satisfaction Reports) and implements action plans in collaboration
with related team members at the facility level (e.g., action to
implement formal discharge calls).
- Actively facilitates Physician satisfaction survey, monitors
result and collaborates with facility team members to develop and
implement action plans (e.g., action to improve communication with
physicians).
- Monitors and evaluates results of annual Employee Satisfaction
Survey and collaborates with related team members to develop and
implement action plans (e.g., action to increase recognition).
Develop Organizational Talent
- Participates in workforce planning to ensure an adequate and
competent workforce.
- Develops succession plan for nursing leadership (e.g.,
promotion of RN Directors to ACNO and CNO roles).
- Assumes personal and professional accountability (e.g. meets or
exceeds requirements for licensure as a Registered Professional
Nurse in the state where employed; maintains required CEUs,
actively seeks out career development opportunities,
etc.).
- Supports a non-punitive environment and a reward system for
reporting unsafe practices (e.g. improved scores on Annual ARHQ
Patient Safety Survey regarding non-punitive environments for
reporting unsafe practices).
- Recruitment and retention strategies, employee
development/education program (e.g., meets targets for People
pillar for nursing including turnover,
- Consider and/or implement nurse residency programs (e.g.,
successfully implement Versant program).
- Effective facility level competency program (e.g., meets JC
requirements for unit-based competency across the continuum of
care).
CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS:
- At least five years of progressive management experience in a
facility environment as a Chief Nursing Officer or Associate Chief
Nursing Officer in a complex nursing departments. Ideally, this
person will have at least 10 years in leadership
experience.
- Highly effective interpersonal and communication
skills.
- Proven leadership ability and facility operational
expertise.
- Ability to serve as role model and advocate for the
professional discipline of nursing.
- Strong labor relations background.
- An individual able to effectively and efficiently organize
patient care promoting optimal outcomes, patient safety, and
patient, physician and employee satisfaction.
- An individual with proven success recruiting, retaining and
developing staff. Someone effective in mentoring and developing
staff, encouraging professional growth and achievement.
- Takes the lead in complying with regulatory standards, rules
and laws.
Professional Attributes
- Proven ability to identify the need for change, anticipating,
recognizing and creatively solving resistance to change; working
with others to view change as a challenge and opportunity for
growth. Displays an ability to be a risk taker and assume the role
of change agent. However, someone who understands the importance of
collegiality, collaboration and team spirit.
- A credible nurse leader who utilizes communication, coaching,
sponsorship and training to successfully manage the people-side of
change to realize successful outcomes of a business
change.
- One who is positive, creative and innovative with a strong
understanding of the business aspects of healthcare and the acumen
to play a substantive role in developing strategies, budgets and
business plans. Financially astute, with a solid understanding of
cost issues and initiatives.
- Clearly a leader by example, able to articulate a clear vision
and expectations for patient care services and other areas of
responsibility.
Personal Attributes
- An individual of highest personal and professional integrity,
principle and knowledge, earning respect and support when making
difficult decisions and choices. Able to establish immediate
credibility with peers, senior leadership, medical staff, and the
Board.
- A collaborative and operational manager who will give employees
a voice and encourage full participation of all team
members.
- Excellent interpersonal skills; a dedicated listener,
comfortable in a variety of settings dealing with diverse
constituencies; a broad thinker. The ability to communicate clearly
and effectively both verbally and in writing.
- A leader who will inspire confidence and establish a sense of
common direction and vision for the medical staff.
Education/Certifications
- An academic degree in nursing is required, and a master's
degree in Nursing or related field (Health Administration,
Business, Public Health, or Management) is required.
- Active and current registered nurse license in the state of
residence/practice is required.
- Current CENP or NEA certification preferred.
Compensation
A competitive compensation program will be tailored to the selected
candidate. Base salary will be supplemented by a performance bonus
and comprehensive, well-rounded benefits program, which includes
relocation assistance. Travel
Approximately 10 percent.
Tenet complies with federal, state, and/or local laws regarding
mandatory vaccination of its workforce. If you are offered this
position and must be vaccinated under any applicable law, you will
be required to show proof of full vaccination or obtain an approval
of a religious or medical exemption prior to your start date. If
you receive an exemption from the vaccination requirement, you will
be required to submit to regular testing in accordance with the
law.
#LI-KN12403028931Employment practices will not be influenced or
affected by an applicant's or employee's race, color, religion, sex
(including pregnancy), national origin, age, disability, genetic
information, sexual orientation, gender identity or expression,
veteran status or any other legally protected status. Tenet will
make reasonable accommodations for qualified individuals with
disabilities unless doing so would result in an undue
hardship.
Keywords: Texas Executives, Mission , Chief Nursing Officer - Valley Baptist Brownsville, Executive , Brownsville, Texas
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