Nursing Director Professional Development and Magnet Program MelroseWakefield Hospital

Nursing Director Professional Development and Magnet Program – MelroseWakefield Hospital MelroseWakefield Hospital and Lawrence Memorial Hospital are distinguished by the range of high‑quality clinical care and services. Our two hospitals, the Breast Health Center, Cardiovascular Center, and over 20 locations offer a wide range of services and over 50 specialties to the Melrose and surrounding communities just north of Boston. As a Level III Trauma Center we offer immediate access to life‑saving care and one of the region’s only community‑based cardiac catheterization labs for advanced heart care. Our Level III Special Care Nursery provides families the opportunity to stay close to their babies who may need a little extra care before they are ready to go home. Job Overview Reporting to the Chief Nursing Officer, this role focuses on supporting the education and development of employees or students by developing education, curriculum, materials, and programs to support educational growth. The role also serves as Magnet Program expert and coordinator for application, interim reporting, documentation, and appraisal process. Minimum Qualifications Master’s degree in Nursing (MSN). Registered Nurse (RN) license. Basic Life Support (BLS) certification. Advanced Cardiac Life Support (ACLS), Pediatric Advanced Life Support (PALS), and/or Neonatal Resuscitation (NRP). Two (2) years in healthcare, as appropriate to specialty or designated population. Preferred Qualifications Doctorate in Nursing Practice (DNP). Three (3) years in healthcare, as appropriate to specialty or designated population. BLS, PALS, ACLS Instructor. Specialty certifications. Project Management experience. Five (5) years progressive Nursing Leadership/Management experience including Magnet designation/application experience. Duties and Responsibilities Develops, coordinates, facilitates, conducts, and evaluates orientation programs and innovative learning approaches for staff. Partners in developing recruiting strategy plans, interviewing and hiring new positions within scope of designated patient population(s). Responsible for facilitation of all aspects of onboarding progression and specialty enculturation, including counseling and separation recommendations when required. Provides performance feedback including active participation in the annual performance appraisal. Develops, coordinates, facilitates, conducts, and evaluates competency programs for all staff. Ensures staff competency. Achieves successful outcomes by utilizing innovative and flexible methodologies. Monitors and ensures excellence in the clinical practice of nursing and the delivery of patient care within the assigned practice area(s). Directs, supports, coaches and guides nursing in the application for Magnet Recognition Program at MelroseWakefield Hospital. Works with senior leadership to facilitate the integration of Magnet recommendations into nursing practice, leads the coordination of the ANCC Magnet application. Serves as the NDNQI Site Coordinator. Supports and encourages involvement of staff nurses in professional governance, Magnet activities, and hospital committees. Provides continuous substantive performance feedback for all staff and during the orientation phase, and for 6 months to one year is primary author of performance appraisal for new staff. Accountable for competence achievement of staff through planning, collaboration, coaching and counseling. Recommends, initiates, provides, and documents formal discipline, and when necessary recommends additional discipline in collaboration with Clinical Nursing Director. Develops, coordinates, facilitates, conducts, and evaluates in‑service programs for all staff in assigned practice area(s). Identifies through needs assessment, continuing education opportunities that augment knowledge, skills, and attitudes of all nursing staff. Demonstrates proficiency in identifying continuing education offerings that are provider‑directed, learner‑directed and learner‑paced (ANA 2009). Creates, manages, implements, coordinates, and evaluates continuing education. For new staff, guides process of goal setting and evaluation of progression against goals. For all staff, participates in annual individual goal setting or action plan development. Identifies preceptors within specialty practice and provides guidance and mentorship in development of preceptor role. Serves as a mentor and facilitates the mentorship of others. Provides guidance and support for professional presentations by specialty practice staff nurses at national conferences or publications. Guides and mentors staff in career development, role transition, and succession planning. May counsel others and coordinate, facilitate, conduct, and evaluate activities that promote career development and role transition. Conducts, encourages, disseminates, and/or participates in research and scholarship, including oral or poster presentations and publications. May serve as an academic liaison and/or adjunct faculty. May teach, coordinate, and/or advise other learners concerning academic education and scholarly activity. May facilitate programming, consultation or teach within organizational affiliate structure. In collaboration with the interdisciplinary team: ensures excellence in outcomes for all quality, safety, patient experience metrics and regulatory requirements; leads and builds the capacity of the staff and interdisciplinary team(s) for excellence in all aspects of their performance and outcomes; expert in change management, innovation and systems thinking and planning. Serves as a highly visible leader and role model in the development/attainment of hospital and unit service line mission and goals. Embraces the concept of change and leads staff through the change process as evidenced by adoption of new behaviors and/or processes. Physical Requirements Occasional lifting of 30–35 lbs and turning patients. Prolonged standing and walking. Occasional twisting, bending, reaching, pushing/pulling, sitting, kneeling, and squatting. Exposure to infectious disease and possible carcinogenic chemicals. Exposure to blood‑borne pathogens. Requires fine manual dexterity to lift and maneuver patients. Requires visual and aural acuity necessary to monitor patient care. Skills & Abilities Demonstrated ability to lead and direct staff. Demonstrates expert knowledge and skill in patient care within specialty. Expertise in patient‑focused, family‑centered care. Inspires and achieves outcomes in staff learning through formal/informal teaching methods. Demonstrates quality in clinical performance as evidenced by creativity in problem solving, risk taking and interdisciplinary communications. Expertise in building high‑functioning teams and processes that lead to teamwork. Ability to work collaboratively with staff in assistive roles, professional nurses, physicians, trainees and colleagues in all areas of the hospital. Ability to achieve outcomes in collaboration with all members of the leadership team. Excellent communication skills. Flexibility in work schedule. Pay Range $162,773.52 - $207,541.52 At Tufts Medicine, we want every individual to feel valued for the skills and experience they bring. Our compensation philosophy is designed to offer fair, competitive pay that attracts, retains, and motivates highly talented individuals, while rewarding the important work you do every day. The base pay ranges reflect the minimum qualifications for the role. Individual offers are determined using a comprehensive approach that considers relevant experience, certifications, education, skills, and internal equity to ensure compensation is fair, consistent, and aligned with our business goals. Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth—one of the many ways we invest in you so you can thrive both at work and outside of it. #J-18808-Ljbffr Tufts Medicine