Clinical Staff Manager
Apply NowCompany: Great Plains Tribal Leaders' Health Board
Location: Rapid City, SD 57701
Description:
Job Summary:
The Clinical Staff Manager is responsible for overseeing the clinical staff services, including credentialing, privileging, and professional development of Clinical staff at the Great Plains Tribal Leaders Health Board's Oyate Health Center. The role ensures compliance with healthcare regulations, including AAAHC standards, promotes effective communication among Clinical staff, and supports the organization's mission to provide high-quality healthcare services to the tribal communities.
Essential Functions:
Direct and manage the credentialing and privileging process for all clinical staff and allied health professionals, ensuring compliance with regulatory, accreditation, and clinical standards.
Maintain accurate and up-to-date credentialing files and databases.
Ensure that the clinical staff organization is following all applicable regulatory and AAAHC accreditation requirements.
Develop and implement policies and procedures that meet regulatory requirements.
Serve as a liaison between the clinical staff, hospital leadership, and governing body to facilitate communication and collaboration.
Coordinate and facilitate clinical staff meetings, committees, and other governance activities, including preparing agendas, recording minutes, and following up on action items.
Develop, review, and update clinical staff bylaws, policies, and procedures in collaboration with clinical staff leadership.
Ensure that policies are consistently applied and compliant with hospital and regulatory guidelines.
Provide leadership and direction to the clinical staff services department, including hiring, training, and managing credentialing and administrative staff.
Foster professional development and ensure ongoing education for clinical staff services team members.
Serve as a point of contact for clinical staff members, addressing issues related to credentialing, governance, and clinical practice.
Manage relationships and resolve issues between clinical staff members and administration.
Monitor the performance of credentialing and privileging processes to identify areas for improvement.
Implement performance improvement initiatives to enhance the efficiency and effectiveness of clinical staff services.
Develop and manage the departmental budget, ensuring the allocation of resources aligns with the organization's goals.
Oversee departmental resources, including credentialing software and tools.
Coordinate and prepare for external audits and accreditation surveys related to clinical staff services.
Ensure timely and accurate documentation is available for review by regulatory and accrediting bodies.
Work closely with clinical administration, clinical leadership, and clinical staff to align the department's activities with organizational goals.
Participate in strategic planning initiatives related to clinical staff services and clinical governance.
Manage and oversee the collection, analysis, and reporting of data related to credentialing, privileging, and clinical staff performance.
Provide regular reports to leadership and the clinical staff regarding credentialing activities, compliance, and performance metrics.
Professional Behavior:
Effectively plan, organize workload and schedule time to meet the demands of the position.
Work in a cooperative and professional manner with OHC and GPTLHB staff.
Treat Great Plains tribes and collaborators with dignity and respect.
Utilize effective verbal and written communication skills.
Advance personal educational development by attending training sessions and seminars as appropriate.
Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors and guests.
Foster a work environment of wellness, courtesy, friendliness, helpfulness and respect.
Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.
Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities.
Maintain and ensure organizational privacy and confidentiality.
Handle crisis and tolerate stress professionally.
Be self-directed and take proactive initiative to assist others.
Resolve issues with other departments and coworkers without direct supervision if needed.
Exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Promote an alcohol, tobacco and drug-free lifestyle.
Embrace modes of appearance and attire that reflect a professional presence.
Adhere to GPTLHB policies and procedures.
Other duties as assigned by the Supervisor
Requirements:
Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.
Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.
Possess the ability to resolve issues with other departments and coworkers without direct supervision.
Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.
Ability to effectively present information in one-on-one and small group situations to community members, consumers and other employees of the organization.
Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.
Valid driver's license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.
Supervisory Controls:
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop deadlines, projects, and work to be done.
The employee is considered an expert and is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy on their own initiative in terms of established objectives. In some assignments, the employee also determines the approach and methodology to be used. The employee keeps the supervisor informed of progress and potentially controversial matters.
Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.
Guidelines:
Guidelines for performing the work are scarce or of limited use. Administrative policies, precedents, laws and regulations are applicable but are stated in general terms.
The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.
Complexity:
The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.
The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.
Scope and Effect:
The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing a variety of unusual conditions, problems, or questions.
The work product or service affects a wide range of organizational activities, major financial activities, or the operation of other programs divisions of the organization.
Personal Contacts:
Contacts are typically with clinical providers, patients, employees, community resource agencies, patient family members, CDC, State Departments of Health, local Health Departments, Tribal Health programs, and the general public.
Purpose of Contacts:
The purpose is to influence, motivate, interrogate, or control persons or groups. The persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant.
Physical Demands:
The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.
Work Environment:
The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.
Supervisory and Management Responsibility:
This position is a first level supervisor and is usually responsible for the work performance of a small group of employees or a larger group with a homogeneous objective (i.e., employees all perform same basic type of work). The employee is responsible for planning, organizing and monitoring day-to-day work on a short-term cycle. This position assigns work to subordinates, adjusts workflow to maintain balance among positions and meet priorities or deadlines, and makes minor changes in structure, methods, or procedures as necessary to accommodate changes in work pattern, emphasis, or capability. The employee may recommend major changes for higher level action. The employee usually counsels with employees and hears and resolves minor complaints and grievances and participates in performance evaluation and personnel management recommendations.
Direct Reports:
Credentialing and Clinical Staff Coordinator
Minimum Education & Experience Requirements:
Bachelor's degree and one (1) year of experience, or associate's degree and three (3) years' experience, or high school diploma or GED and five (5) years of progressively responsible experience.
This position requires post-secondary education and/or experience. Individuals must have applicable education and/or experience applying an extensive body of rules, procedures, or operations to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a wide range of problems or to apply standard procedures in a technical field to perform such work as adapting equipment (requires consideration of the functioning characteristics of equipment), interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures), or extracting information from various sources (requires considering the applicability of the information and the characteristics and quality of the sources).
Preferred Education Requirements:
Master's Degree in Healthcare Administration, Public Health, or a related field.
Preferred Experience Requirements:
Minimum of 5 years of experience in medical/clinical staff administration or healthcare management.
Experience in a tribal healthcare setting preferred.
Knowledge of AAAHC accreditation standards and RLDatix preferred.
The GPTLHB is a tribal organization that follows tribal preference laws. Our policy is to give preference to qualified Indian/Tribal candidates over qualified non-native candidates in hiring decisions if all other qualifications are equal.
Employment is contingent upon the outcome of all required criminal background checks.
The Clinical Staff Manager is responsible for overseeing the clinical staff services, including credentialing, privileging, and professional development of Clinical staff at the Great Plains Tribal Leaders Health Board's Oyate Health Center. The role ensures compliance with healthcare regulations, including AAAHC standards, promotes effective communication among Clinical staff, and supports the organization's mission to provide high-quality healthcare services to the tribal communities.
Essential Functions:
Direct and manage the credentialing and privileging process for all clinical staff and allied health professionals, ensuring compliance with regulatory, accreditation, and clinical standards.
Maintain accurate and up-to-date credentialing files and databases.
Ensure that the clinical staff organization is following all applicable regulatory and AAAHC accreditation requirements.
Develop and implement policies and procedures that meet regulatory requirements.
Serve as a liaison between the clinical staff, hospital leadership, and governing body to facilitate communication and collaboration.
Coordinate and facilitate clinical staff meetings, committees, and other governance activities, including preparing agendas, recording minutes, and following up on action items.
Develop, review, and update clinical staff bylaws, policies, and procedures in collaboration with clinical staff leadership.
Ensure that policies are consistently applied and compliant with hospital and regulatory guidelines.
Provide leadership and direction to the clinical staff services department, including hiring, training, and managing credentialing and administrative staff.
Foster professional development and ensure ongoing education for clinical staff services team members.
Serve as a point of contact for clinical staff members, addressing issues related to credentialing, governance, and clinical practice.
Manage relationships and resolve issues between clinical staff members and administration.
Monitor the performance of credentialing and privileging processes to identify areas for improvement.
Implement performance improvement initiatives to enhance the efficiency and effectiveness of clinical staff services.
Develop and manage the departmental budget, ensuring the allocation of resources aligns with the organization's goals.
Oversee departmental resources, including credentialing software and tools.
Coordinate and prepare for external audits and accreditation surveys related to clinical staff services.
Ensure timely and accurate documentation is available for review by regulatory and accrediting bodies.
Work closely with clinical administration, clinical leadership, and clinical staff to align the department's activities with organizational goals.
Participate in strategic planning initiatives related to clinical staff services and clinical governance.
Manage and oversee the collection, analysis, and reporting of data related to credentialing, privileging, and clinical staff performance.
Provide regular reports to leadership and the clinical staff regarding credentialing activities, compliance, and performance metrics.
Professional Behavior:
Effectively plan, organize workload and schedule time to meet the demands of the position.
Work in a cooperative and professional manner with OHC and GPTLHB staff.
Treat Great Plains tribes and collaborators with dignity and respect.
Utilize effective verbal and written communication skills.
Advance personal educational development by attending training sessions and seminars as appropriate.
Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors and guests.
Foster a work environment of wellness, courtesy, friendliness, helpfulness and respect.
Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.
Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities.
Maintain and ensure organizational privacy and confidentiality.
Handle crisis and tolerate stress professionally.
Be self-directed and take proactive initiative to assist others.
Resolve issues with other departments and coworkers without direct supervision if needed.
Exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Promote an alcohol, tobacco and drug-free lifestyle.
Embrace modes of appearance and attire that reflect a professional presence.
Adhere to GPTLHB policies and procedures.
Other duties as assigned by the Supervisor
Requirements:
Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.
Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.
Possess the ability to resolve issues with other departments and coworkers without direct supervision.
Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.
Ability to effectively present information in one-on-one and small group situations to community members, consumers and other employees of the organization.
Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.
Valid driver's license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.
Supervisory Controls:
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop deadlines, projects, and work to be done.
The employee is considered an expert and is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy on their own initiative in terms of established objectives. In some assignments, the employee also determines the approach and methodology to be used. The employee keeps the supervisor informed of progress and potentially controversial matters.
Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.
Guidelines:
Guidelines for performing the work are scarce or of limited use. Administrative policies, precedents, laws and regulations are applicable but are stated in general terms.
The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.
Complexity:
The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.
The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.
Scope and Effect:
The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing a variety of unusual conditions, problems, or questions.
The work product or service affects a wide range of organizational activities, major financial activities, or the operation of other programs divisions of the organization.
Personal Contacts:
Contacts are typically with clinical providers, patients, employees, community resource agencies, patient family members, CDC, State Departments of Health, local Health Departments, Tribal Health programs, and the general public.
Purpose of Contacts:
The purpose is to influence, motivate, interrogate, or control persons or groups. The persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant.
Physical Demands:
The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.
Work Environment:
The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.
Supervisory and Management Responsibility:
This position is a first level supervisor and is usually responsible for the work performance of a small group of employees or a larger group with a homogeneous objective (i.e., employees all perform same basic type of work). The employee is responsible for planning, organizing and monitoring day-to-day work on a short-term cycle. This position assigns work to subordinates, adjusts workflow to maintain balance among positions and meet priorities or deadlines, and makes minor changes in structure, methods, or procedures as necessary to accommodate changes in work pattern, emphasis, or capability. The employee may recommend major changes for higher level action. The employee usually counsels with employees and hears and resolves minor complaints and grievances and participates in performance evaluation and personnel management recommendations.
Direct Reports:
Credentialing and Clinical Staff Coordinator
Minimum Education & Experience Requirements:
Bachelor's degree and one (1) year of experience, or associate's degree and three (3) years' experience, or high school diploma or GED and five (5) years of progressively responsible experience.
This position requires post-secondary education and/or experience. Individuals must have applicable education and/or experience applying an extensive body of rules, procedures, or operations to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a wide range of problems or to apply standard procedures in a technical field to perform such work as adapting equipment (requires consideration of the functioning characteristics of equipment), interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures), or extracting information from various sources (requires considering the applicability of the information and the characteristics and quality of the sources).
Preferred Education Requirements:
Master's Degree in Healthcare Administration, Public Health, or a related field.
Preferred Experience Requirements:
Minimum of 5 years of experience in medical/clinical staff administration or healthcare management.
Experience in a tribal healthcare setting preferred.
Knowledge of AAAHC accreditation standards and RLDatix preferred.
The GPTLHB is a tribal organization that follows tribal preference laws. Our policy is to give preference to qualified Indian/Tribal candidates over qualified non-native candidates in hiring decisions if all other qualifications are equal.
Employment is contingent upon the outcome of all required criminal background checks.