POSITION DESCRIPTION | CARE MANAGER
POSITION PURPOSE: To support the General Manager in leading the care team in the Care Community to deliver high quality care to residents through an engaged and educated workforce and achieving organisational goals. The Care Manager is expected to demonstrate initiative and to role model the behaviours that support Opal’s values.
REPORTING STRUCTURE: This position reports to the General Manager. This relationship is key in ensuring alignment of strategic and operational goals of the care community. The relationship is characterised by high affinity, ownership and interdependence
KEY ACCOUNTABILITY AREAS
| Accountability Areas |
Accountability Activities |
Key Performance Measures |
| Care Service & Delivery |
- Provides clinical and care leadership with a person centred approach enabling Residents and their families to experience a quality service
- Assists the General Manager to ensure Opal’s policies and procedures are followed and appropriate training and resources are provided to the team to deliver high quality care in line with Opal standards.
- Responsible for the review as per policy of:
- all new admissions (i.e. permanent; respite; and respite residents at the time of changing to permanent); and
- significant changes to resident’s condition; and
- residents at the time of changing trajectories (A, B or C); to determine the presence of conditions that may impact the care and health of the resident.
- Proactively manage risk in the care community and in consultation with the General Manager implement measures to prevent/mitigate risks.
- Ensure Intentional Rounding is a core activity in the delivery of care
- Engage with residents and their families, acknowledging and acting on feedback in a timely manner to resolve concerns, address issues and build trust and confidence in our the team and the care and services provided.
- Ensure as an absolute minimum the care community is always compliant with the accreditation standards and continually looking opportunities for improvement.
- Proactively tracks and analyses clinical indicators to identify areas of risk in the care community and implements measures in place to prevent/mitigate risk.
- Supports the General Manager to develop/role model a customer service mentality that places the Resident and their relatives at the centre of everything we do.
- Supports the creation of a physical environment that is clean, resourced and well maintained to provide residents with a home like environment.
- Uses an evidence based practice as a path to inform clinical decision making
- Build and maintain strong relationships with GP’s local hospital teams, allied health and community health services.
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- Aged Care Quality Standards and internal compliance to Opal standards.
- Incident reporting in line with Opal standards.
- Mandatory training records
- Resident care measures
- Resident satisfaction survey results/feedback.
- Clinical indicator results
- Continuous Improvement plans are in place.
- Incidents and adverse events
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| Workforce |
- Actively monitors and reviews skill mixes in the care community to ensure skills and knowledge complement each other as best as possible to deliver high quality care to residents.
- Continually support the development of Registered Nurse and AIN talent in the care community.
- Provide timely, consistent and constructive coaching to the team to facilitate high functional teams.
- Ensure the team receives orientation, performance appraisals and learning and development programs in line with Opal standards.
- Contribute to reward and recognition activities to reinforce positive behaviours that deliver resident outcomes.
- Identify gaps in individual’s skill/knowledge and collaborate with the General Manager in implementing appropriate development programs in place. Address performance issues with a learning and supportive approach without blame.
- Develop and/or implement Opal programs for mentoring student placements and new graduates
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- Team satisfaction and engagement
- Team turnover and retention
- Absenteeism
- Team development activity including coaching, training and education
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| Culture & Leadership |
- Fosters a leadership style that encourages collaboration and effective relationships with residents, families, resident representatives, team members and external professionals.
- Actively pursues building high performance teams that are engaged and knowledgeable in all care aspects (individualised care, resident experience, documentation, reporting, and medication management, ACFI etc.) to provide residents with high quality person centre care.
- Supports the General Manager in bringing Opal’s Purpose and Values to life through all actions, decisions and behaviours ensuring Residents are treated with dignity and respect at all times.
- Leadership style includes a proactive approach in resolving issues and in providing support and encouragement consistently to the team.
- Commits to own personal leadership growth through openness to feedback and an ambition to be a better leader each day.
- Responsible for ensuring effective day to day and periodic communication including implementing the communications framework (e.g huddles, handovers)
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- Evidence of a culture of care
- Resident satisfaction surveys
- Results from team engagement surveys
- Team turnover and retention data
- Absenteeism levels
- Modelling the way in person centre care
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| Continuous Improvement |
- Continuous improvement culture is developed in the care community.
- Continually engages with residents, families and the team to gather feedback and to generate and follow through on improvement in all care aspects of the care community.
- Opportunities to eliminate waste/lack of efficiency are explored and captured where possible. Risks are acted on in a timely manner.
- Care processes are consistently audited to identify gaps and any opportunities for improvement
- Actively searches for, collaborates and implements new ideas or concepts shared from other care communities or peers.
- Ensure the delivery of Opal education is delivered in line with Opal requirements. Identifies and facilities any additional training.
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- Team engagement and resident satisfaction results/feedback.
- Clinical indicator results
- Delivery on continuous improvement plans
- Accreditation and internal quality audit results
- Mandatory training records
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| Safety & Wellbeing |
- Supports the creation and sustaining of a safety culture where there is zero harm to the team and residents.
- Adhere to the requirements of the Master Emergency Management Plan.
- Promote health and safety in the care community and be a role model for safety by conducting “safety walks”, investigating incidents and sharing lessons learnt
- Ensure all care equipment is in place to provide a safe working environment
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- Number of team injuries
- Number of incidents in the care community
- Compliance with mandatory WH&S meetings
- Annual WH&S audit
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| Cemmercial Management |
- Supports the General Manager in their goals around occupancy and labour costs.
- In collaboration with the Care Assessment Officer and Regional Care Assessment Consultant ensure residents are accurately assessed (initially and ongoing), ACFI systems are followed and appropriate funding is received for the care provided.
- Oversee and monitor the usage and costs of care consumables including medical supplies and incontinence aids to efficiently and effectively meet resident needs.
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- Budgeted occupancy targets
- ACFI budget results
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SELECTION CRITERIA
| Essential Criteria |
Leadership Attributes |
- Current Practicing Registration as a
- Registered Nurse with AHPRA for a minimum of 3 years
- Current and suitable police check
- Experience leading and managing care team members
- Knowledge of aged care industry, regulations and funding (AACQA; ACFI)
- High level of computer systems Proficiency
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- Pro-active: self-motivated and consistently seeks to identify & manage potential problems
- Adaptable and flexible: has a positive and productive approach to responding to and managing change
- Empathic: takes an active interest in other people; listens and responds appropriately to the thoughts and feelings of others
- Resilient: Comfortable with a demanding work pace; persists in efforts to achieve goals despite barriers or difficulties
- Collaborative: helpful and easy to get along with; constructive and inclusive style of operating
- Organised: enjoys planning the work of self and others
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| Desirable Criteria |
Competencies |
- Relevant higher education, qualification in the field of gerontology or similar, or progress towards same
- Understanding of Workplace Health and Safety framework and regulations
- Residential Aged Care experience
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- Sound clinical skills and knowledge
- Excellent interpersonal and communication skills
- Ability to lead through Vision and Values
- Ability to build a successful team and build trust
- Initiative and ability to problem solve and identify opportunities for continuous improvement
- Strong prioritisation and time management skills
- Ability to practice in line with regulatory standards
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