Therapy Supervisor

Position Description:

• The Therapy Supervisor will be responsible for the on-site supervision and assist with management of Rehab services for each branch. They will Report Directly to the Branch Director and support company-wide rehab initiatives, programs and training.
• The Rehab Field Staff will indirectly report to the Therapy Team Lead with overall direction coming from Branch Director and Rehab Management.
• The Therapy Team Lead Role is a hybrid per- visit clinical role with reduced productivity expectations to allow additional administrative time to attend to branch required responsibilities and duties. Reference below Productivity table. (Allocated hours will vary week to week and branch to branch based on needs and approval by Branch Director)
• Meet with Branch Director weekly to review and plan each week’s agenda and duties (Interviewing, hiring, onboarding, on-site skills assessments and supervisory visits.)
• Train PTA or COTA (If applicable) to perform basic in-services for Business Development team.
• Have strong knowledge of Balance and Vestibular Rehab to perform on-site training and assess team member’s skills competencies as well as train new PT’s and OT’s in Vestibular competency.
• Assist Branch Director and Rehab Management with staffing including weekend and holiday Rehab coverage schedules.
• Act as spokesperson during Care Team Conference to announce Corporate Rehab agenda items and review Rehab Metrics and trends for each branch, during Care Team Conference.
• Oversee and Run monthly rehab meeting for their branch. Agenda to be provided by Rehab Cohort and Branch Director.
• Will assist in regulatory oversight of all quality initiatives including
• Will assist in (POC) action plans, developed post site survey credentialing and complaint visits.

Additional Key Responsibilities:

• Teacher/Coach
  • Expands knowledge through the sharing of expertise and promotes learning by connecting theory with practice.
  • Incorporates the essential elements of critical thinking and development of clinical practice.
• Leader/Influencer
  • Exemplifies the four pillars of Strategic Areas of Focus: Growth, Clinical Improvement, Talent, and Engagement.
  • Demonstrates collaboration by consistently integrating team-based communication strategies according to the organization’s standards.
• Facilitator
  • Clearly defines the relationship and identifies expectations at the beginning of the orientation.
  • Assists in identifying learning needs and develops an orientation schedule that includes a variety of learning opportunities in the clinical assignment based upon the new hire’s clinical practice developmental stage.
  • Assess and addresses the unique learning needs of specific learner populations (i.e. new graduates, experienced new hires, experienced clinicians changing specialties, generational differences).
  • Includes new hires in the development of learning objectives, attainable outcomes, and goals that are reflective of the new hire’s unique learning needs, preferred learning styles, and developmental readiness to learn.
  • Applies effective communication strategies (i.e. intent, listening, advocacy, inquiry, and silence).
  • Selects appropriate conflict management strategies when coaching for performance (i.e. Crucial Conversations, The Five Step Format).
• Evaluator
  • Gives and receives performance feedback throughout the orientation process.
  • Validates clinical skills per the organization’s standards.
  • Using the agreed upon learning objectives, outcomes, and goals, provides the new hire, the education team, the quality team, and the manager with an objective evaluation of the new hire’s clinical performance throughout and at the conclusion of the orientation process.
  • Completes the assignment by completing all required documentation and returning it to the manager at end of orientation (i.e. skills checklists, competency validation forms, goals sheets).
• Socialization Agent
  • Assists the new hire in integrating socially and professionally as a member of the interdisciplinary team.
• Role Model
  • Models professional verbal and non-verbal behaviors when interacting with the interdisciplinary team.
• Protector
  • Encourages independence and self-confidence through the development of coping skills.
  • Maintains confidentiality of the evaluation and progress of the new hire.

• Additional Expectations
• Guide the new employee in the orientation process by teaching the roles and responsibilities of the job as well as standards of behavior, formal and informal rules, and culture.  Assists in completion of orientation checklists and competency validation.
• Oversee the learning experience for students.
• Mandatory attendance on new hire update calls.
• Assist existing employees with roles and responsibilities of the job such as standards of behavior, formal and informal rules, and culture. Assists in education on new and existing processes and programs. Assisting with annual skills competencies.
• Available for clinical conferencing and consulting from team members.
• Attend mandatory quarterly team meetings with the education department and fellow preceptors for updates and discussion.

Qualifications:

• DPT preferred but MPT acceptable.  2+ years of recent acute care experience in an institutional setting.
• 1 year of Home Health experience required. 3+ years of Home Health experience preferred.
• Have valid driver’s license with no restrictions and auto insurance meeting state’s insurance coverage minimums.
• Current licensure in State, CPR certification.
• Supervisory experience not required but preferred.
• Excellent observation, verbal and written communication skills, problem solving skills, basic math skills; therapy skills per competency checklist.
• Demonstrates an enthusiasm for the therapy profession and projects a positive attitude.
• Conveys a commitment to personal and professional growth.
• Consistently adheres to the organization’s policies, procedures, and protocols.
• Annual performance evaluation is within standards and has received no counseling for policy or conduct violations.
• Maintains threshold of metrics identified for HCHB and SHP.
• Demonstrates strong critical thinking skills.
• Projects confidence in decision-making and problem-solving skills.
• Demonstrates a proficiency with technical skills.
• Possesses effective communication skills and working relationships with all members of the interdisciplinary team.
• Portrays a sensitivity to the learning needs of nurses and therapists new to the profession, organization, and/or nursing/therapy specialty.
• Understands and demonstrates respect for cultural and generational differences.