Executive Director - Advanced Practice (1.0 FTE, Days)
1.0 FTE, 8 Hour Day Shift
At Stanford Children’s Health, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.
This paragraph summarizes the general nature, level and purpose of the job.
The Executive Director of Advanced Practice is a strategic and operational leader, responsible for optimizing the delivery of care provided by Nurse Practitioners (NPs), Physician Assistants (PAs), Certified Nurse Midwives (CNMs), and Genetic Counselors (GC) within LPCH/SCH Center for Advanced Practice. This Executive Director serves to set strategic vision and drive the purpose of the Center for Advanced Practice in alignment with the mission, vision, and values of the greater organization.
The Executive Director will advance the professional practice environment by ensuring clinically competent Advanced Practice Providers (APPs) represent the organization in healthcare delivery through patient care, research, training, and education. The Executive Director will be responsible for establishing APP scope of practice to ensure full practice authority where appropriate. The Executive Director will establish APP productivity and utilization standards and drive revenue maximization as related to APP direct clinical work.
The Executive Director is responsible for staying up to date on all clinical and regulatory requirements and leads in the execution of those requirements across the enterprise.
The Executive Director fills an executive sponsorship role where they partner with key constituents across the enterprise to represent the Center for Advanced Practice. They actively contribute to strategic decisions to ensure that those decisions align with the Center for Advanced Practice strategic mission and vision.
Examples of key partnerships could include but are not limited to divisions, human resources, finance, strategy, process improvement, quality improvement and a variety of other clinical, operational, and strategic committees.
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.
Must perform all duties and responsibilities in accordance with the hospital’s policies and procedures, including its Service Standards and its Code of Conduct.
Identifies specific needs for self-development and implements a plan to achieve professional growth and networking.
Promotes the professional growth of CAP leaders through coaching, mentoring and support and creates guidelines and financial resources for professional growth, education and research.
Leads in the development of CAP strategic plan.
Oversees CAP organizational structure and drives an environment that facilitates collaboration and participation.
Lead and role model behaviors that foster diversity, equity, and inclusion.
Determines the need for professional practice advisory taskforces to prioritize projects, facilitate problem-solving, delegate tasks and improve communication to support CAP initiatives.
Uses a systematic process to effectively plan, implement and evaluate new programs in conjunction with division/service physicians and hospital and clinic leadership.
Establishes and maintains collaborative working relationships with hospital and service line leadership, medical staff, and all members of the patient care team.
Serves as the leader, positive role model, and effective liaison for Stanford Children's Health (SCH) and key external stakeholders.
Sponsors process improvement initiatives lead by CAP leadership to achieve and maintain quality patient care.
Assigns special projects and designates committee assignments to APP leaders and ensures support and resources for project goals.
Promotes and supports APP leader professional goals for regional, national and international professional practice including attending conferences, presenting at conferences, conducting research and generating publications.
Is actively involved with governmental agencies, professional organizations, health policy/advocacy groups to identify and implement best practices in professional practice and pediatric healthcare.
Assures the delivery of quality and cost-effective patient care by working collaboratively with the APPs and GCs in ambulatory and inpatient settings.
Demonstrates the ability to collect, analyze and synthesize clinical, financial and outcomes data for effective decision making.
Designs strategy to ensure the availability and retention of high-quality human resources for APP services, to include overseeing the development/revision of job descriptions by the CAP leadership team and working with Human Resources to maintain a competitive compensation strategy
Oversees CAP leadership team to collaborate with faculty, patient care directors, practice and site managers, service line leaders, nursing staff and support services to determine staffing standards and assuring the appropriate number of APP staff; assessing scheduling practices based on service requirements
Establishes APP productivity guidelines and engages in strategic planning for implementation and utilization of these guidelines in accordance with CAP and organizational strategic vision;
Oversees the operations, strategy, and business needs to lead a team of APP managers and assistant mangers to support the clinical and professional practice of advanced practice professionals across the continuum.
Guides the management team to create, maintain, and update staffing models to ensure appropriate staffing across all units and specialties.
Oversees the management team to review all new and replacement APP positions supporting resource stewardship and ensuring patient care needs are met.
Oversees credentialing privileges and competencies for the professional staff and participation in peer review.
Develops and maintains policies and procedures relating to the practice of the APPs.
Establishes and maintains patient care, human resources, systems and workflow processes that achieve a budget neutral status.
Ensures compliance of the State Board of Nursing/ Physician Assistant Board other state regulations.
Oversees APP billing practices in conjunction with the Provider Enrollment and Compliance Departments, as well as with physician practices.
Advocates for space and other resources needed by CAP.
Identification of system and service specific clinical performance goals. Development and adherence to policies relative to APP practice. Development and implementation of best practice integrated care models.
RECRUITMENT & RETENTION:
Strategically oversees programs which address APP Recruitment and retention.
Educate and advocate on appropriate utilization of APPs in and across the system. Promote interdisciplinary practice and implement strategies to overcome barriers to collaboration.
Strategizes on opportunities to market the APP role within and outside of the system.
Oversees the design and execution of a strategic plan for the Center for Advanced Practice.
Demonstrates national leadership presence by engaging in scholarly work such as presentations, publications.
Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education: Master's degree in a related field from an accredited university required. Doctorate preferred and or additional leadership training.
Experience: Broad and extensive experience managing and leading programs, work units or departments of comparable size, scope and complexity, multispecialty leadership experience preferred. Clinical experience of at least 10 years as an APP.
License/Certification: CA Registered Nurse - valid license as a Registered Nurse issued by the California Board of Registered Nursing (BRN) (required within 2 months of hire for candidates outside of California. Clinical Supervision allowed only after obtaining California license)
- AND -
NP - Certification to practice as a Nurse Practitioner through the California Board of Registered Nursing, NP Board Certification (required within 2 months of hire for candidates outside of California. Clinical Supervision allowed only after obtaining California license). Certification as a Nurse Practitioner by a nationally accredited nursing organization (e.g. American Association of Nurse Practitioners - AANP, American Nurses Credentialing Center ANCC, Pediatric Nursing Certification Board - PNCB or any successor organizations) is required.
CA Physician Assistant - Valid license as a Physician Assistant in CA, PA national board certification.
Knowledge, Skills, & Abilities
These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification.
Strong clinical practice skills
Ability to provide effective staff supervision, including planning and assigning work according to the nature of the job to be accomplished, the capabilities of subordinates and available resources; controlling work through periodic reviews and/or evaluations; determining subordinates' training needs and arranging for such training; Motivating subordinates to work effectively; determining the need for disciplinary action and either recommending or initiating disciplinary action.
Knowledge of professional nursing theory, APP clinical practice standards, , and state scope of advanced practice nursing and physician assistant roles.
Ability to provide leadership and promote change in a positive manner that supports all employees of the department and health system.
Ability to independently seek out resources and solve complex problems even under stressful and/or crisis situations. Ability to communicate articulately and professional verbally and in written communications.
Ability to communicate articulately and professionally both verbally and in written communications.
Ability to communicate effectively with APPs, team leaders, patients, families, visitors, healthcare team, physicians, administrators, leadership, and others.
Ability to process and prioritize information, perform health assessments, treatment, and follow-up.
Ability to prepare detailed and formal reports, presentations, and business plans.
Ability to use a personal computer and proficiency in using standard business software applications and ability to quickly learn new software programs.
Ability to provide leadership in clinical area of expertise and in meeting organizational goals. Ability to navigate the system to provide clinical expertise to specific patient populations.
Knowledge of the principles and practices of leadership and management, including planning, organizing, directing, motivating, controlling and decision making; organization and operation of hospitals; standards and requirements relating to compliance with external regulatory, accrediting, and certifying bodies for assigned programs/areas of responsibility; principles and practices of human resources management, employee relations, organizational behavior, program planning, and financial management.
The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.
Equal Opportunity Employer
Lucile Packard Children’s Hospital Stanford strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, LPCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.