Description

• Job Summary/Overall Objectives

The Manager, Laboratory is responsible for the planning, maintaining, and operating laboratory department functions to assure continual, timely, accurate and value added services in compliance with all regulations. Administratively responsible for the effective direction of supervisory personnel and other department personnel engaged in providing services. Accountable to develop, organize and manage the strategic goals, objectives and functional areas of specific Laboratory services throughout Independence Health System.

.

Essential Job Responsibilities

• The position is responsible for leading the department and accountable for the Laboratory Services department.

• This position has direct supervisory responsibilities such as hiring, coaching/mentoring, skills development, recognition and rewards, staff productivity, performance management and succession planning.

• Equitably and consistently apply and practice policies and procedures for all staff.

• Develop and manage department budget at or below budget expectations and consistent with adjusted volume variations.

• Identify and implement revenue enhancement opportunities.

• Establish and maintain a safe working environment; assure staff comply with safety, environmental, and infection control guidelines.

• Assure proper use of safety equipment and devices; hold individuals accountable if non-compliant.

• Assure completion of staff competencies including mandatory education and programs relative to job specific criteria.

• Promptly investigate and resolve Significant Occurrence Reports and incident reports as necessary.

• Work collaboratively across the Independence Health System within laboratory and across other disciplines to promote safety, efficiency, and compliance

• Improve HCAP scores according to fiscal year targets; demonstrate year after year improvement in service to internal and external customers.

• Respond to client service recovery issues within required time frame and to the satisfaction of the customer.

• Hold regular department meetings, assuring off shifts and satellite offices receive timely and accurate information.

• Articulate compelling program direction and translate direction into goals. Establish performance measures to equitably evaluate staff using objective and job-based criteria; coach towards compliance and address variances.

• Provide opportunities for the education, training, and development of staff to help them reach their highest potential.

• Support Performance Improvement Programs within the department including clinical, budgetary, customer, Staffing efficiency, and employee engagement areas.

• Coordinate operations within all laboratories in the health system and the effective integration of services to maximize quality services.

• Participate in various hospital committee activities as necessary

• Respond to billing issues and takes corrective action to implement changes to eliminate repetition.

• Follow, apply, and remain informed of all applicable laws, regulations, and policies for laboratory specific items as well as all general hospital policies, procedures, and regulations. This includes developing policies, procedures and ensuring adherence to said items.

• Other duties as assigned.

Competency and Experience [Knowledge, Skills and Abilities]

Required Qualifications/Experience

• Bachelor’s Degree or higher in related field and four (4) years of laboratory experience.

• Two (2) to Four (4) years supervisory/management experience in laboratory

• Strong leadership ability, good organizational skills, independent and critical thinking skills, sound judgment, and knowledge of legal aspects and liability of functional area.

• Strong ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.

Preferred Qualifications/Experience

• Master’s Degree in related field.

• Experience in Healthcare setting.

License, Certification & Clearances

• Act 34-PA Criminal Record Check from the PA State Police system.

Position Type/Expected Hours of Work

• Incumbent will be scheduled based on operational need (rotate shifts, standby, on-call, etc.).

• Travel may be expected locally between System locations.

Equal Employment Opportunity

Independence Health and its affiliated companies are Equal Opportunity Employers. It is their policy to prohibit discrimination of any type and to afford equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, national origin, age, marital status, disability, veteran status, or genetic information, or any other classification protected by law. Independence Health and its affiliated companies will comply with all applicable laws and regulations.

Disclaimer

This job description is not designed to contain a comprehensive listing of all activities, duties or responsibilities that are required of the employee. Moreover, duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Work Environment Effective March 2020 or during pandemic: goggles, face shield and mask are required according to CDC guidelines

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Essential – Absolute Necessity.

Marginal – Minimal Necessity.

Constantly – 5.5 to 8 hours or more or 200 reps/shift.

Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.

Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.

Rarely – Less than 0.25 hours or less than 2 reps/shift.

Physical Condition

Essential

Marginal

Constantly

Frequently

Occasionally

Rarely

Never

Extreme Heat

X

Extreme Cold

X

Heights

X

Confined Spaces

X

Extreme Noise(>85dB)

X

Mechanical Hazards

X

Use of Vibrating Tools

X

Operates Vehicle (company)

x

Operates Heavy Equipment

X

Use of Lifting/Transfer Devices

X

Rotates All Shifts

X

8 Hours Shifts

X

X

10-12 Hours Shifts

X

X

On-Call

X

Overtime(+8/hrs/shift; 40/hrs/wk)

X

Travel Between Sites

X

X

Direct Patient Care

X

Respirator Protective Equipment

X

Eye Protection

X

Head Protection (hard hat)

X

Hearing Protection

X

Hand Protection

X

Feet, Toe Protection

X

Body Protection

X

Latex Exposure

X

X

Solvent Exposure

X

Paint (direct use) Exposure

X

Dust (sanding) Exposure

X

Ethylene Oxide Exposure

X

Cytotoxic (Chemo) Exposure

X

Blood/Body Fluid Exposure

X

Chemicals (direct use) Exposure

X

Mist Exposure

X

Wax Stripper (direct use)

X

Non-Ionizing Radiation Exposure

X

Ionizing Radiation Exposure

X

Laser Exposure

X

Physical Demands

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Essential – Absolute Necessity.

Marginal – Minimal Necessity.

Constantly – 5.5 to 8 hours or more or 200 reps/shift.

Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.

Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.

Rarely – Less than 0.25 hours or less than 2 reps/shift.

Physical Condition

Essential

Marginal

Constantly

Frequently

Occasionally

Rarely

Never

Bending (Stooping)

X

X

Sitting

X

X

Walking

X

X

Climbing Stairs

X

X

Climbing Ladders

X

Standing

X

X

Kneeling

X

Squatting (Crouching)

X

X

Twisting/Turning

X

Keyboard/Computer Operation

X

X

Gross Grasp

X

X

Fine Finger Manipulation

X

X

Hand/Arm Coordination

X

X

Pushing/Pulling(lbs. of force)

X

<10#

Carry

X

<5#

Transfer/Push/Pull Patients

X

Seeing Near w/Acuity

X

X

Feeling (Sensation)

X

Color Vision

X

X

Hearing Clearly

X

X

Pulling/Pushing Objects Overhead

X

Reaching Above Shoulder Level

X

X

Reaching Forward

X

X

Lifting Floor to Knuckle

X

<10#

Lifting Seat Pan to Knuckle

###

X

Lifting Knuckle to Shoulder

###

X

Lifting Shoulder to Overhead

###

X

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Qualifications

Experience

Preferred

• Experience in the Healthcare setting

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)