Director of Planning and Performance Analytics

Summary The Director of Performance Analytics leads the delivery of strategic performance analysis and strategic operations planning and state SMFP and COPN for Chesapeake Regional Health, (CRH), provides direction and support for the integration of financial and clinical information, and development of key performance indicators and analytical tools to support strategic business evaluation, decision making, and ensuing performance accountability. The Director is a senior leader in a multi-disciplinary team of stakeholders setting and managing the agreed-upon measures for financial, operational and clinical performance at CRH. Performance Analytics includes administration of project management to the CEO on strategic matters, strategic financial planning, service line analytical support and analysis, executive and other stakeholder reporting, and financial feasibility of programs. Essential Duties The duties and responsibilities described below represent the essential functions of the job. Other duties or responsibilities may be assigned at the discretion of the immediate supervisor and/or leadership within the individual’s hierarchy. Guides the staff responsible for the provision of confidential project management support for strategic operations planning Oversees the project management for State Medical Facilities Planning (SMFP) processes and Certificate of (Public) Need (COPN/CON) filings. Supervises COPN pro forma development, market analysis, and other data requirements. Collaborate with stakeholders: Executive, Department Leaders, Service Line Administrators, Care Managers, Quality Leaders, Physician Leaders and other Care Partners, to build business systems that provide meaningful and timely tools and metrics that will inform and empower CRH leaders to act on current trends as well as achieving strategic initiatives. Collaborate in areas of governance, organizational accountabilities, and stakeholder engagement to facilitate effective financial planning and fiscal leadership at CRH. Oversee Decision Support Operations and Systems (DSS), including design and maintenance, staff development, organizational readiness, technological advances, and delivery of meaningful and user-friendly stakeholder access and reporting. Oversee performance aspects of the Strategic Plan and participate in the on-going strategic planning process. Manage reporting of financial objectives, risk assessment, and measuring results. Collaborate with Finance and executive leadership in multi-year budgeting and forecasting in order to facilitate long-range financial planning and sustainability. Provide expertise and analytical support on growth and other financial initiatives, to include action plans, reporting of key volume trends, pro-forma analysis, establish accountabilities, monitor commitments, and reporting outcomes. Provide guidance and analytical support to accumulate, track, and report any key metrics throughout the organization for purposes of measuring financial performance, productivity, quality, and value-driven outcomes. Provides guidance to the structural framework of the technology applications required for measurement of financial and operational performance across the continuum at CRH and with its partners. Build knowledge-capacity in leaders by broadening business acumen, analytical methods, and enhancing fiscal management in operational areas of the organization. Ensure accurate and transparent rendering of patient-level financial and clinical information to stakeholders Oversee the timely delivery of business analytics to stakeholders Develop the potential of the staff to progress in their knowledge and skills in the delivery of Performance Analytics at CRH. Supervisory Responsibilities Yes Is the primary purpose of this role to manage an organizational department or function and supervise at least two full-time (or equivalent) directly reporting employees? Yes Does this role spend more than 50% of work time performing a combination of the following duties directly related to the management of department and it’s employees? Description Of Supervisory Responsibilities Employment Decisions – This role has the authority to hire and fire employees, or provides highly weighted recommendations on hiring, firing, promotions, or status changes. Employee Management Activities – Interviewing, selecting, and training employees. Scheduling – ensuring effective staffing levels by setting and adjusting hours of work for employees. Evaluating Performance – appraising and providing direct feedback to employees about performance and productivity. Employee Relations – handling employee complaints and grievances. Corrective Action – recommending and issuing corrective action for employee violations of company policy, performance deficiencies, or behavioral problems, up to and including termination of employment. Work Distribution – planning, prioritizing, and assigning day-to-day work. Material Control – determining the equipment, tools, or supplies to be bought, stocked, and utilized by team members. Supply Chain Oversight – controlling the flow, distribution, and storage of equipment, tools, materials, and company supplies. Financial Oversight – planning and controlling the department or company budget. Safety and Security – ensuring the physical safety and security of employees and the organization’s property. Policy Enforcement – monitoring adherence to company policies and addressing violations. Supervises: Department staff which typically includes a manager and professional analysts. OVERSIGHT OF WORK Indirect & General – supervisor or delegate may not be physically present on the work unit and assigns objectives to be completed independently. Administrative – oversight focuses strictly on timekeeping, workloads, policy adherence. Professional – oversight beyond Administrative to include non-hierarchical check-ins or collaboration with others toward achieving effective non-clinical outcomes (i.e. committees, projects, peer evaluation, etc.) Qualifications To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The qualifications listed below are representative of the knowledge, skills, and/or abilities required for this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Required Education Verifiable completion of the following degree in a major relevant to the role is required: Master’s Degree No Is additional required work experience, as described below, accepted in lieu of the required education according to the following definition: Trade/Vocational = 1 yr, Associate = 2 yrs, Bachelor = 4 yrs, Master = 5 yrs (experience not accepted in lieu of required HS/GED or Doctorate degrees) Preferred Education Advanced degree in Predictive Analytics Required Experience 8 years of director-level experience in healthcare financial management; experience to include project management, financial planning, service line analysis, build/implement/manage decision support systems, costing, and reimbursement modeling. Licenses, Certifications and/or Registrations None Behavioral Competencies SAFETY Ensures Accountability - Holding self and others accountable to meet commitments. Acts with a clear sense of ownership. Designs feedback loops into work. Takes personal responsibility for decisions, actions, and failures. Optimizes Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement. Separates and combines activities into efficient workflow. SERVICE Customer Focus - Building strong customer relationships and delivering customer-centric solutions. Gains insight into customer needs. Identifies opportunities that benefit the customer. Action Oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Displays a can-do attitude in good and bad times. Steps up to handle tough issues. DIGNITY Values Differences - Recognizing the value that different perspectives and cultures bring to an organization. Contributes to a work climate where differences are valued and supported. Is sensitive to cultural norms, expectations, and ways of communicating. Seeks to understand different perspectives and cultures. Manages Conflict - Handling conflict situations effectively, with a minimum of noise. Facilitates breakthroughs by integrating diverse views and finding common ground or acceptable alternatives. Steps up to conflicts, seeing them as opportunities. Works out tough agreements and settles disputes equitably. INTEGRITY Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity. Follows through on commitments. Keeps confidences. Shows consistency between words and actions. Courage - Faces difficult issues and supports others who do the same. Is willing to champion an idea or position despite dissent or political risk. Provides direct and actionable feedback. Readily tackles tough assignments. INNOVATION Nimble Learning - Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder. Learns quickly when facing new situations. Takes on the challenge of unfamiliar tasks. Cultivates Innovation - Creating new and better ways for the organization to be successful. Can take a creative idea and put it into practice. Comes up with useful ideas that are new, better, or unique. Encourages diverse thinking to promote and nurture innovation. Introduces new ways of looking at problems. Physical, Cognitive, And Environmental Requirements Standing / Walking: Routine Sitting: Regular Pushing / Pulling ≤ 30 lbs: Infrequent Lifting / Carrying: Infrequent Reaching: InfrequentBending / Squatting: Infrequent Fine Motor Skills / Hand Coordination: Frequent Visual Acuity – Near: Frequent Visual Acuity – Distance: Routine Visual Acuity - Color Discrimination: Frequent Attention / Memory (focus, concentration, recall): Frequent Language (understand and use language for verbal and written communication): Frequent Social Cognition (understand social norms and interact with others in person): Frequent Executive Function (high-level cognitive processes used for planning, problem-solving, and decision-making): Frequent Work Hours per shift: Standard 8 hours Stamina: Routine schedule of 40 hours or less per week Chemical Exposure: Infrequent Radiation Exposure: Infrequent Infectious Agents Exposure (bloodborne, bodily fluids, airborne): Infrequent Respiratory Protection Requirements: None - Same as public #J-18808-Ljbffr