Senior Medical Director

Senior Medical Director The Senior Medical Director administrative salary will be $415,271 based on a 1.0 FTE or selected candidate's clinical salary if higher. The total FTE allocated for this role is 0.6 Administrative and 0.4 Clinical FTE. This offer is for a three-year leadership term per the CPMG Administrative Role Eligibility Policy. After three years, the leader will have the option to reapply for this position through the standard internal selection process. Due date for application is Wednesday, 5/27. Please submit a CV and letter of intent. 1-2 page letter of intent outlining why you are interested in this position, the strengths you bring, and your vision and opportunities you see in this space. Reports to CPMG Executive Medical Director of Operations Job Summary The Sr. Medical Director is accountable for delivering the KP Promise to every member, every time. Quality you can trust; Convenient and easy to get care; Care with a personal touch; Affordable. The Sr Medical Director is expected to foster inclusion and fairness within the department as consistent with CPMG Board's commitment to an inclusion workforce. The Sr. Medical Director works collaboratively with their dyad partner under the VP of Ambulatory Operations and is accountable for the performance and operational oversight of their departments and will set the clinical vision for the service line and care delivery team. This DYAD team will also partner to provide strategic and administrative leadership for physicians, directors, managers, and staff delivering health care services within their defined service line and integrating and implementing appropriate standards of care and service delivery models. The Sr. Medical Director will have direct responsibility for Area Medical Director and/or Medical Director performance reviews for the departments assigned to them. The position regularly meets with the Medical Directors of their assigned specialties/MOBs and attends Department meetings as needed. The Sr. Medical Director oversees the service line performance from a Kaiser Permanente Promise perspective - including access (convenient and easy to get care), service (care with a personal touch), quality (quality you can trust), and affordability, including KPCO budgets for the specialty/clinic, resource stewardship and other utilization management issues (assess and reduce variation) and Outside Medical Services. The Sr. Medical Director ensures that productivity targets are set for outpatient care, procedure care, inpatient care and monitoring Service Line Medical Directors to ensure targets are met. The Sr. Medical Director collaborates with the other Specialty Care, Continuing Care, and Primary Care medical leaders as well as Quality leadership, KFHPCO leaders and Labor to ensure we work collectively to deliver a great patient care experience. The position resolves conflicts within and amongst departments and escalates to EMDO as needed. The Sr. Medical Director and their dyad partner may be asked to take on other duties as directed by the EMDO of CPMG. Principal Duties & Responsibilities Leadership Professional Respect and Credibility: Works effectively with dyad partner(s) under the VP AO structure. Takes a leadership role to "walk the talk" and models goal-oriented, collaborative high performance. Leads by example in the areas of communication, strategic planning, workforce engagement, partnering, and goal setting. Regarded as a provider with the ability to juggle and effectively and timely address the demands of the complex medical environment such as medical/legal issues, staff concerns, customer demands, performance improvement, workforce engagement, etc. Enhances their administration knowledge through educational efforts and involvement in professional association activities. Clinical Proficiency: Maintains their knowledge of major advances in the practice of medicine and within the specialty areas. Enhances knowledge through attendance of external conferences, educational seminars and involvement in professional association activities. Communications: Clearly communicates CPMG's and KP's vision, mission, and operating plan with the medical group and care delivery operations at large. Strategic Leadership Planning/Goal Setting: Partners with other senior operational leaders and other Medical Directors to set quality of care targets for KPCO. Stays current with industry standards to create/plan/support new programs within the breadth of operations. This involves prioritizing key initiatives and creating accountabilities and buy-in to achieve success. Partners and collaborates with the other Medical Directors and regional leaders to surface and develop opportunities for operational efficiencies and innovation within their departments, with other specialty departments and/or primary care. Oversees short and long-term delivery system planning in collaboration with District Leaders. Seeks and values the perspectives of diverse stakeholders including clinical teams, patients and their communities. Leadership Development: Effectively coaches, mentors, and develops direct reports, creates a leadership pipeline and identifies emerging leaders, develops cultural competency and agility in self and others. Ensures direct reports create a team-based leadership environment with dyad, business management, analytic and other professional staff partners. Strategic Direction Lead the development and execution of service line strategies and workplans in accordance with the organizational vision, mission, and operating plan. Engage in development and creation of policies and standards to meet the service, access, and quality needs of our members and staff. Participate in the development of new innovative technology and other improvement opportunities. Stays current with industry standards to create/plan/support new programs within the breadth of operations. This involves prioritizing key initiatives and creating accountabilities and buy in to achieve success. Operational Excellence Operations: Supports and drives towards the integration of care delivery across departments, ambulatory care and throughout the continuum of care to reduce "silos" of care so that we can provide the best quality of care, enhanced care experience and more affordable care. Actively builds a culture of health equity by understanding health disparities and creating system level interventions to address them. Responsible for ensuring that care teams have operationalized functional accountability for hiring, staff expectations, and performance management. Quality of Care: Partners with the other Medical Directors and leaders in Quality to ensure high quality of care and links with them to design and strategically plan operational programs and initiatives to continuously improve our quality of care. Care Experience: Accountable with KFHPCO leadership for patient access and overall customer and patient satisfaction with KPCO. Responsible for developing exceptional service and ownership culture in all sites. Finance and Resource Management: Jointly accountable with the CPMG Senior Executive Team, KFHPCO leadership, and the CPMG Executive Financial Officer for overall financial performance of the CPMG Region. The Sr. Med Director should oversee and is accountable to hit Outside Medical Services targets. Supports resource stewardship initiatives and the creation of programs in operations to achieve financial success. Innovation: Partners with informatics leadership to leverage our information systems to significantly enhance the practice of medicine of our care teams, engages departments, Medical Directors, and other leaders in the region to trial, develop and implement new and different ways of delivering care to achieve best quality, enhance care experience and make care more affordable. Encourages front line staff to improve care where they work. Supports and seeks new technology, new care delivery models, and new products to push/pull us toward market leading performance. Staff Engagement and Relationship Management Provides leadership/liaison for the Medical Group with KFHPCO in (a) staffing and day-to-day operations, and (b) relationship of CPMG to other KP regions and to Program Office. Understands the value of diverse and inclusive teams and fosters an inclusive climate by developing teams and practices where people feel respected, supported and connected to a shared sense of purpose. Work to create a satisfying and sustainable work environment for clinicians to allow a sense of success in the workplace. HR Management: Partners with the KFHPCO HR Leadership to develop and promote the systems, knowledge base, and leadership development needed to manage and enhance physicians' and clinicians' performance. Provides support and advocacy for direct reports and other CPMG leadership to support their efforts in operational change. Performance Management: Holds Medical Directors' and/or Area Medical Directors accountable for leadership/performance, directs and drives difficult physician, clinician and staff performance management issues, completes performance evaluations for Medical Directors, KFHPCO managers, and other direct reports, identifies providers with skills and talents in administration and leadership and mentors them. Works with CPMG HR/CME to enroll and start them into the Leadership Development and Training Curriculum. Job Specifications Education Required: Medical Degree (MD, DO) with completion of approved residency program; experience in a health‑care business leadership role not including required experience below. Preferred: MBA, MHA, or MPH – health administration or related field. Licenses, Certifications or Other Essential Qualifications Required: Current unrestricted appropriate Colorado State license (e.g., physician license), credentialed by KPCO, Colorado Permanente Medical Group Shareholder in Good Standing, Board Certified by ABMS or member of ACPE or another appropriate accreditation. Meets CPMG performance standards for quality, service, access, coding and documentation. Maintains Board Certification and seeks to maintain knowledge of major advances in the practice of medicine and within specialty area. Experience Required: 3‑5 years of recent and progressive management, program, or business development experience; 3‑5 years of experience in clinical program design, development including evaluation of outcomes; 3‑5 years of clinical care experience. Preferred: 5‑7 years of progressively responsible management experience in a healthcare environment, including demonstrated success in managing quality, financial resources, identifying and meeting customer requirements, selecting and developing managers, and working effectively with medical staff; experience with medical staff relations, regulatory agency compliance, group leadership, and organizational services. Competencies Competencies: Skills, Knowledge & Behaviors that are necessary for performing the job. Leading as One: Ability and desire to partner with the Foundation, WPMG, and Health Plan to ensure operational alignment, reductions in waste, and efficient/effective work. Leading Change: Guidance and encouragement given to a team to successfully navigate change and remain flexible/adaptable. Helping others let go of outdated ways of thinking/acting. Resetting goals and expectations in response to change. Honesty, Transparency & Courage: Acts in an honest, authentic, and morally responsible way, sharing what they can without sugar‑coating. Leans into difficult conversations within and outside of their immediate team. Accountability & Ownership: Works to create clarity regarding who is on point for any given task or project and sets clear due dates, deliverables, and goals. Holds self and direct reports accountable for performance. Often asks "what more can I do?" Admits mistakes. Does not blame others or make excuses. Follows through with what they say. Inclusive Leadership: Seeks feedback to improve self and team. Creates an inclusive environment where everyone feels respected and comfortable speaking up, partnering with one another, admitting mistakes, and seeking out different perspectives. Performance Management: Holds others accountable for behavior and performance. Directs and drives difficult physician, clinician, and staff performance management issues. Provides others with positive and constructive performance feedback on a regular basis. Communication: Communicates in an authentic, clear, and timely manner even when it is difficult. Fosters a thoughtful give and take that encourages mutual learning/understanding. Drive for Results: Leverages those doing the work to identify, prioritize, and track performance against the most important metrics. Sets specific and difficult goals with defined incentives for reaching them and celebrates success. Explains the "why" of the work we do and the problems we are trying to solve. Operational Excellence: Encourages a problem‑solving and continuous improvement mindset, uses systems thinking, builds and encourages others to build standard work and standard processes. Leverages tools like visual boards, huddles, leader standard work, and A3 thinking to empower teams to solve their own problems. Enterprise Mindset: Thinks holistically about decisions (beyond their individual team, function, and immediate goals). Advocates for KP and KP's members not just their team. #J-18808-Ljbffr Direct Jobs