Director Respiratory Care Children's Health - 3.9 Dallas, TX Job Details Full-time 9 hours ago Benefits Paid parental leave Caregiver leave Health insurance Adoption assistance Parental leave Qualifications RRT Team leadership BLS Certification Pediatric unit experience Working with pediatric populations Critical & intensive care Employee relationship building Master's degree Pediatric critical & intensive care State-specific respiratory therapist license Critical care experience Community relationship building Neonates RCP License Stakeholder relationship building

Full Job Description Department:

Respiratory Therapy Location:

Dallas Shift:

Mon-Friday 8 am-5 pm

Job Type:

On-site Why Children's Health? At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal. Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being. Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all.

Summary:

The Director of Respiratory Care provides clinical leadership and program direction to respiratory care practitioners (RCP's), students and support staff. This includes close collaboration with the department's medical director in understanding and planning for future clinical operations while assuring daily operations are safe, high quality and efficient. This role is responsible for leading and managing clinical educator(s); managers; team leaders, RCP's and students whose duties and conduct in completing them impacts outcomes in several major domains: the practice and outcome of clinical respiratory care across Children's Health System of Texas (CHST), trust and confidence among patient family members, providers and the community at large; coordination and collaboration within CHST; networking with others engaged in pediatric and neonatal respiratory care at the local, regional, state and national level. Is nationally networked and well respected in order to stay abreast of changes in the respiratory care of pediatric and neonatal patients and changes in cardiopulmonary technology and practice. Understands strategic priorities of the CHST and translates these to goals and priorities of the department. The director is a role model in consistently practicing the organization's values and implements development strategies for his/her direct reports so their leadership reflects the application of these same values. Has a global awareness of CHST's current and immediate future clinical requirements and how RCP's may contribute beyond current duties and responsibilities to meet those requirements.

Responsibilities:

Has a global awareness of organization's current and immediate future clinical requirements and how respiratory therapists must change current processes and practices to meet those requirements. Directly accountable for the ongoing quality and safety of respiratory care practices. With the managers and team leaders, monitors daily operations for safe practices, analyzes data and qualitative information and addresses issues as close to the occurrence as possible while formulating long term strategies to prevent recurrences. Establishes, maintains and monitors team compositions and staffing schedules to meet demands for service with appropriate, safe, cost-effective resources. This includes during unexpected patient surges, internal and external disaster events. With the managers and team leaders, monitors daily operations for safe practices, analyzes data and qualitative information and addresses issues as close to the occurrence as possible while formulating long term strategies to prevent recurrences. Works closely with department's medical director and internal stake holders to identify and resolve clinical care issues, operational issues and to improve service excellence.

How You'll Be Successful:

WORK EXPERIENCE

At least 3 years experience in a critical care pediatric clinical role Required At least 2 years experience in a clinical leadership role Required

EDUCATION

Masters Degree Required

LICENSES AND CERTIFICATIONS

Registered Respiratory Therapist-2A-RRT Essential Registered Respiratory Therapist Certification by the National Board for Respiratory Care -

Time Frame:

Upon Hire Respiratory Care Practitioner-1A-RCP Essential Texas State RCP license -

Time Frame:

Upon Hire Basic Life Support-2R-BLS Essential Basic Life Support for Healthcare Providers as required by CP 1.20 Life Support Course Requirements RRT-Neonatal Pediatric Spec-2A-RRT-NPS Pref Neonatal Pediatric Specialist Certification by the National Board for Respiratory Care -

Time Frame:

1 1/2 Years

MANAGEMENT SKILLS

Maintain effectiveness when experiencing major changes in work responsibilities or environment; adjust effectively to work within new work structures, processes, requirements, or cultures. Use appropriate interpersonal styles to establish effective relationships with customers and internal partners; interact with others in a way that promotes openness and trust and gives them confidence in one's intentions. Meet patient and patient family needs; take responsibility for a patient's safety, satisfaction, and clinical outcomes; use appropriate interpersonal techniques to resolve difficult patient situations and regain patient confidence. Translate strategic priorities into operational reality; align communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measureable and sustainable results. Identify and drive organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyze new approaches to improve results by transforming organizational culture, systems, or products/services. Establish and commit to a long-term business direction after considering clinical and financial data, resources, market drivers, and organizational values; anticipate and respond to shifts within the market, technology, or policy environment that influence the delivery, management, and financing of healthcare. Vividly communicate a compelling view of the future state in a way that helps others understand and feel how business outcomes will be different when the vision and values become a reality. Provide feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; plan and support the development of individual skills and abilities. Interact with others in a way that gives them confidence in one's intentions and those of the organization. Demonstrate a poised, credible, and confident demeanor that reassures others and commands respect; convey and image that is consistent with the organization's vision and values. Clearly and succinctly convey information and ideas to individuals and groups; communicate in a focused and compelling way that captures and holds others' attention. A Place Where You Belong We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children's Health a place where everyone can contribute. Holistic Benefits - How We'll Care for

You:

Employee portion of medical plan premiums are covered after 3 years. 4%-10% employee savings plan match based on tenure Paid Parental Leave (up to 12 weeks) Caregiver Leave Adoption and surrogacy reimbursement As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.