Nurse Visa Sponsorship Jobs in Washington DC

INTRODUCTION

Kids Are Our Everything.

Department

10354 Operating Room

Pay Range

$97,947.20 - $163,238.40

Full-Time Exempt Status

All nurse managers are responsible to a nurse executive and manage one or more defined areas of organized nursing services and are accountable for nursing services 24/7 as appropriate for the assigned area(s). Nurse managers participate in planning, implementation, management and evaluation of operations, supervision of staff, budget, regulatory readiness and staffing. Nurse managers facilitate an atmosphere of interactive management and the development of collegial relationships among nursing personnel and other health care disciplines throughout the organization.

MINIMUM WORK EXPERIENCE

5 years' operating room experience (Required)

REQUIRED SKILLS/KNOWLEDGE

• Strong knowledge of JCAHO and other regulatory agency requirements.
• Demonstrated leadership and management skills.
• Expertise in the area of specialty.
• Excellent written and verbal communication skills.

REQUIRED LICENSES AND CERTIFICATIONS

• Registered Nurse in District of Columbia (Required)
• Basic Life Support for Healthcare Provider (BLS) (Required)

FUNCTIONAL ACCOUNTABILITIES GROW

• Encourage and share new ways of making the right work easier to do
• Recognize and share incremental improvements in operations
• Promote the success of organizational and department initiatives by clearly aligning programs to the mission

EXEMPLARY PRACTICE

• Establishes collaborative relationships with all members of the healthcare team to ensure optimal state of health and well-being of the patients and families served.
• Utilizes expertise in cultural competency to enhance relationships, processes, and outcomes for patients/families, ensuring education through face to face or telephonic methods.
• Treats every patient/family with dignity and worth, acknowledging their individuality and autonomy.
• Engages opportunities to act in the best interest of the patient/family, building trust and confidence, while upholding moral and legal standards of due care.
• Consistently evaluates care delivery model, incorporating various sources of data, (e.g. patient satisfaction data) to improve processes.

TRANSFORMATIONAL LEADERSHIP

• Contributes to the development of departmental strategic plans. Supports and communicates the strategic plan to all employees.
• Uses budget tools to forecast and make decisions while analyzing and interpreting variances.
• Accountable for planning for staffing. Continuously monitors and adjusts staffing based on area needs. Uses trended data (e.g. labor productivity data) to manage the staffing plans.
• Assumes coverage of other areas when the need arises and assumes the responsibility, accountability and level of authority within authorized scope.
• Communicates and escalates clinical and administrative issues as appropriate to senior leadership.
• Employs varied performance measures to analyze and enhance patient outcomes and staff/organization effectiveness.
• Ensures regulatory requirements are met and upholds overall safety standards of the work area.

STRUCTURAL EMPOWERMENT

• Responsible for full implementation of Shared Nursing Leadership and participates in Hospital wide committees.
• Promotes staff/unit involvement in the community.
• Coordinates mechanisms across systems, institutions, and community to provide continuity of care in collaboration with key stakeholders.
• Employs critical attributes of effective collaboration to create, promote, and maintain an environment that supports successful partnership and high performance team outcomes.
• Develops and engages ongoing monitoring, and staff and member education to assure environmental management plans provide safe, accessible, effective and functional environment of care.

NEW KNOWLEDGE

• Ensures that the practice of nursing is based upon scientific evidence and best practice.
• Encourages staff participation in research.
• Encourages and facilitates professional certification and further education.

The disclosed salary range includes the minimum and maximum rates within which Children’s National believes an individual’s base pay rate will fall for this position. It is not typical for an individual to be hired at or near the maximum of the pay range. The exact pay rate for this position will be based on a variety of factors in alignment with the Children’s National compensation philosophy. These factors are legitimate and non-discriminatory including, but not limited to, the current market conditions; organizational needs; the individual’s combination of prior work experience, level of education, knowledge, skills, and other qualifications. Children’s National is committed to providing a fair and competitive total rewards package to each of our employees. This base salary range does not include our comprehensive benefits package or any additional compensation for which this position may be eligible.

Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here: Know Your RightsPay Transparency Nondiscrimination Poster.

Please note that it is the policy of Children's National Hospital to ensure a “drug-free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances, by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug-free workplace, including prohibiting recreational or prescribed marijuana.