Job Description

Company Description

At Lucile Packard Children’s Hospital Stanford, 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.

Job ID: LP_00023575-2660487

Job Description

JOB SUMMARY

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 all Nurse Practitioners (NPs), Physician Assistants (PAs), Certified Nurse Midwives (CNMs), Certified Registered Nurse Anesthetists (CRNAs), Genetic Counselors (GC) within LPCH/SMCH Center for Advanced Practice (CAP). 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 they relate to APP direct clinical work (consider: governance and accountability, role architecture and standard expectations, APP deployment and clinical integration, measurement systems that capture direct and indirect contributions, talent and career development, workforce economics and strategic planning.

The Executive Director is responsible for staying up to date on all clinical and regulatory requirements and leads 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, marketing, medical staffing, finance, strategy, process improvement, quality improvement, academic clinical partnerships, and a variety of other clinical, operational, and strategic committees.

ESSENTIAL FUNCTIONS

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.

PROFESSSIONAL/PERSONAL DEVELOPMENT:

• Identifies specific needs for self-development and implements a plan to achieve professional growth and networking.
• Promotes the professional growth and development of CAP leaders through coaching, mentoring and support and creates guidelines and financial resources for professional growth, education and research.
• 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.

STRATEGIC LEADERSHIP:

• Leads in the development, execution, and revision of CAP strategic plan.
• Leads annual goal development, deployment, and measurement process.

MANAGEMENT TEAM:

• Oversees CAP organizational structure, meeting agenda and facilitation, and drives an environment that facilitates collaboration and participation.
• Develops and sustains an empowered, high-performing CAP leadership team through transparent communication, shared decision-making, appropriate delegation, and participation in strategic and operational decision-making.
• Sponsors process improvement initiatives led 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.

SKILLS

• Leads and role models behaviors that foster diversity, equity, and inclusion.

CAP INITIATIVES:

• 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.

INTERDISCIPLINARY COLLABORATION:

• 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 Medicine Children's Health (SMCH) and key external stakeholders.
• Is actively involved with governmental agencies, professional organizations, health policy/advocacy groups to identify and implement best practices in professional practice and pediatric healthcare.

OPERATIONS:

Financial:

• Assures the delivery of quality and cost-effective patient care by working collaboratively with the APPs and GCs in ambulatory and inpatient settings.
• Oversees APP billing practices in conjunction with the Provider Enrollment and Compliance Departments, as well as with physician practices.
• Establishes and maintains patient care, human resources, systems, and workflow processes, including the development, review, and annual update of the CAP budget.

Data Collection and Analysis:

• Demonstrates the ability to collect, analyze and synthesize clinical, financial and outcomes data for effective decision making.

Human Resources:

• 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.

CAP Leadership Team:

• 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.
• Oversees the operations, strategy, and business needs to lead a team CAP leaders to support the clinical and professional practice of advanced practice professionals across the continuum.
• Advocates for space and other resources needed by CAP.

PRODUCTIVITY AND UTILIZATION:

• Establishes APP productivity guidelines and engages in strategic planning for implementation and utilization of these guidelines in accordance with CAP and organizational strategic vision.
• Leads strategies to optimize APP contribution to patient access, aligning APP utilization, deployment and practice models with SMCH access initiatives and organizational goals.
• 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.

PROFESSIONAL PRACTICE:

• 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.
• Oversees credentialing and privileging competencies for the professional staff and participation in peer review.
• Develops and maintains policies and procedures relating to the practice of the APPs.
• Ensures compliance with the State Board of Nursing/ Physician Assistant Board and other state regulations.
• Non-voting member of the Medical Executive Committee, reviews and approves Advanced Health Practitioner (AHP) files as related to the organization’s credentialing process.

RECRUITMENT & RETENTION:

• Strategically oversees programs which address APP Recruitment and retention.
• Collaborates with marketing for both internal and external CAP marketing opportunities.

ADVOCACY:

• Educates and advocates on appropriate utilization of APPs in and across the system. Promotes interdisciplinary practice and implements strategies to overcome barriers to collaboration.
• Demonstrates national leadership presence by engaging in scholarly work such as presentations and publications.
• Partners with other state leaders in advocacy efforts for advanced practice.

Qualifications

MINIMUM QUALIFICATIONS

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:

Five (5) years of broad and extensive experience managing and leading programs, work units or departments of comparable size, scope and complexity.

Ten (10) years of clinical experience as an APP.

Multispecialty leadership experience preferred.

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.

• OR -

CA Physician Assistant - Valid license as a Physician Assistant in CA, PA national board certification.

ATTRIBUTES/SKILLS

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.
• Demonstrates exceptional executive communication skills, including the ability to communicate complex or sensitive decisions, provide appropriate organizational context and rationale, establish clarity during periods of ambiguity or change and maintain effective bidirectional communication across all levels of the organization.
• Ability to communicate effectively with all interdisciplinary team members.
• 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 meeting organizational goals.
• 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.

PHYSICAL REQUIREMENTS

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.

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Additional Information

Pay Range

Compensation is based on the level and requirements of the role.

Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.

Annual range: $308,100 - $383,200

Stanford Medicine Children's Health (SMCH) 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, SMCH 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.