Skip to main content

MANAGER, INPATIENT REHABILITATION SERVICES- FULL TIME

Job Summary:

Assists in developing, organizing, and supervising the full continuum of interdisciplinary rehabilitation services, including physical and occupational therapy, as well as speech/language pathology. Leadership is provided in areas of: customer service/patient satisfaction, patient/staff safety, quality improvement and outcomes measurement, staff recruitment and retention, budget preparation, productivity metrics, department goal setting, marketing and program development, regulatory and billing compliance, and electronic medical record. The Manager is responsible for oversight of clinical, business, and operational aspects of the clinics, and works with Director to pinpoint areas that can be the focus of improvement. The Manager fosters teamwork and applies creative thinking to set long and short term goals which are aligned with the mission and vision of the organization. Demonstrates passion for excellent patient care, high staff satisfaction, and a supportive peer network/team approach.

Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to Excela’s missions, vision and values.

TECHNICAL STANDARDS

Essential Functions: Defined as duties specific to the job, that, if removed, would change the entire purpose of the job; to include the Essential Physical Demands and Essential Working Conditions of this position.

I. Core Essential Functions:

  • Regular, consistent, on-site, and timely attendance.
  • SAFETY:
  • Safe Environment



Safety of patients and employees

  • Establishes and maintains a safe working environment; assures staff comply with safety, environmental, and infection control guidelines.
  • Assures proper use of safety equipment and devices; holds individuals accountable if non-compliant.
  • Assures completion of staff competencies including mandatory education and programs relative to job specific criteria.
  • Promptly investigates and resolves Significant Occurrence Reports and incident reports as necessary.
  • QUALITY:
  • Quality of Work



Completion of work without error, customer satisfaction, communication

  • Aligns strategic compass with department goals; writes compelling SMART goals in support of the organization's mission, vision, and values. Helps employees understand importance of aligning goals with Excela Health mission.
  • Equitably and consistently applies and practices policies and procedures for all staff.
  • Practices and encourages staff readiness in compliance with agency regulations and guidelines.
  • Improves HCAP scores according to fiscal year targets; demonstrates year after year improvement in service to internal and external customers.
  • Responds to client service recovery issues within required time frame and to the satisfaction of the customer.
  • Holds regular department meetings, assuring off shifts and satellite offices receive timely and accurate information.
  • Maintains a daily meeting board for purpose of displaying problem solving activity.
  • Builds and strengthens relations through the fostering of two-way communication; diffuses sources of conflict.
  • Provides opportunities for staff to actively provide input into decision making process; seeks input before decision is made.
  • Encourages commitment of quality work throughout areas of responsibility.
  • PRODUCTIVITY:
  • Productivity



Volume fluctuations, throughput, length of stay, delivery of care

  • Understands and effectively deploys the LEAN tools to streamline work processes, eliminating waste and redundancy while improving productivity.
  • Acts on most urgent tasks; prioritizes and delegates workable systems.
  • Uses critical thinking skills to proactively resolve key issues that are possible de-railers to productivity and engagement.
  • Leads at least one process improvement initiative for department per year; participates in at least one LEAN project per year outside of department.
  • Clearly articulates what is expected of individuals and provides them with the materials and equipment to do their work.
  • Adheres to Premier benchmarks for own department
  • HUMAN DEVELOPMENT:
  • Development of individuals at all levels



Compliance, staffing, recognition, talent management, training and development

  • Utilizes employee engagement survey results in carrying out impact plans; demonstrates employee engagement by employee satisfaction results from survey to survey.
  • Establishes performance measures to equitably evaluate staff using objective and job-based criteria; coaches toward compliance and addresses variances.
  • Provides regular feedback, praise, and recognition; rewards accomplishments and results appropriately.
  • Holds staff accountable for consistently modeling the behavioral standards.
  • Identifies, evaluates, and selects internal and external talent, assuring an acceptable fit with Excela Health desired culture; effectively matches right person to right job.
  • Provides opportunities for the education, training, and development of staff to help them reach their highest potential.
  • Offers stretch assignments; creates actionable development plans; encourages learning from setbacks and for future development.
  • Actively supports and participates in succession planning initiatives; identifies high potentials and prepares them for possible future leadership opportunities within Excela Health.
  • Takes responsibility for own professional growth and development; attends required EHA leadership programs; networks with colleagues to seek out best practices
  • Introductory, transfer and periodic appraisals are required to be completed timely adhering to performance management guidelines. All Performance Management (introductory, transfer and periodic appraisals) must be completed in a designated electronic format.
  • GROWTH AND MARGIN:
  • Financial Decision Making



Inventory, waste, occupancy, expenses, revenue, budgeting

  • Considers financial impact of decisions; uses financial concepts for decision making; monitors financial performance.
  • Develops and manages department budget at or below budget expectations and consistent with adjusted volume variations.
  • Identifies and implements revenue enhancement opportunities.
  • Seeks opportunities to reduce operating costs while balancing quality resources.
  • Submits timely variance reports that display knowledge of expenses and demonstrates continual plans to reduce variances; operates each year more effectively than one before.
  • Stretches capital resources by extending life of existing assets.
  • Coordinates the selection of vendors through established internal procurement procedures in an effort to drive down supplier costs while maintaining quality standards.



Ability to perform the Essential Functions listed on the Physical Conditions and ability to perform the Essential Functions on the Working Condition chart (see attached chart).

II. Specialty Essential Functions:

  • Performs all aspects of department management in absence of Director.
  • Performs clinical responsibilities in a manner that maximizes patient care and outcomes.
  • Utilizes time efficiently.
  • Utilizes productivity guidelines to assist with time and personnel management.
  • Participates in outcomes management via Press Ganey.
  • Follows departmental policies regarding appropriate time frames for assessments and patient treatments.
  • Actively leads and participates in programmatic performance improvement.
  • Completes age specific competencies as well as staff annual competencies.
  • Produces documentation to support the delivery of therapy services.
  • Selects relevant information to document the delivery of patient care.
  • Documents all aspects of patient care including assessment, plan of care, treatment, response to treatment, education family conferences, and written communication with other interdisciplinary team members.
  • Produces documentation that follows guidelines and format required by practice setting.
  • Documents care consistent with guidelines and requirements of regulatory agencies and third party payers.
  • Produces documentation that is accurate, timely, and legible.
  • Allocates and delegates work to make efficient use of all resources.
  • Establishes staffing patterns according to department/unit scope of services and within budgetary guidelines.
  • Establishes clear work objectives and standards to prioritize and focus on staff efforts.
  • Establishes safety policies and procedures for equipment and service delivery in compliance with regulatory and organization guidelines.
  • Collaborates with others in the delivery of services and use of resources.
  • Assures compliance with all laws, regulations, and compliance standards.
  • Assures compliance with all regulations for rehab services provided within the system and programmatic assignments (including acute, long term care, acute rehab, and skilled nursing).
  • Assures compliance with all Joint Commission, Department of Health, and licensure standards.
  • Abides by professional codes of conduct, ethical standards, and standards of practice.
  • Captures maximum revenue for quality services provided, while maintaining established standards of care.
  • Charges patients using appropriate service codes daily as indicates.
  • Maintains appropriate spreadsheets and metrics used to monitor revenue, expenses, and utilization and submits them to administrative assistant in a timely fashion.
  • Positively contributes to achievement of established productivity standards.
  • Maintains current understanding of patient care insurances, managed care, and reimbursement issues.



IV. Marginal Functions: Defined as duties that are not essential in nature and do not take a considerable amount of time to complete (less than 10%).

  • Performs other duties as required.
  • Provides direct patient care within the parameters of license via completion of evaluations and implementing treatment plans serving all venues when necessary throughout the system.



V. Required Skills and Knowledge: Minimum level of education, skills and abilities necessary in performing the job.

Education:

  • Graduate of a Physical, Occupational, or Speech Pathology Program accredited by the respective national organization (w/Master’s degree)



Certification / Licensure / Regulation:

  • Current Basic Life Support (BLS) approved curriculum of the American Heart Association (CPR and AED) program.
  • Valid PA Driver’s License
  • Current PT, OT, Speech license in good standing from State of Pennsylvania
  • State required clearances (ACT 33/34; Criminal Background; ACT 73 Cogent/Fingerprint)



Prior Experience:

  • Minimum 7 years of experience as a practicing Physical Therapist.
  • Minimum 3-5 years of experience in a Rehab Services leadership role.



Other Skills and Abilities:

  • Knowledge of Outpatient Payor/Insurance Requirements and Benefits
  • Strong Skills on PC and Related Software (Microsoft Office)
  • Robust leadership ability, independent thinking and decision-making ability; analytical problem solving skills, sound judgment; excellent oral and written communication skills, must be able to be a change agent and leader in multifaceted team environment; demonstrate patient centered focus within a team approach.
  • Must be willing to travel system-wide to hospitals/satellite clinics to meet the clinical and administrative needs of rehab staff and patients.



Preferred Factor:

These are job related enhancements that are preferred or would benefit the performance outcome of the job but are not essential or required for the job to exist.

  • Evidence of advanced certification or specialization in area of clinical interest, i.e. OCS.
  • Doctorate of Physical Therapy.
  • Background in Continuous Improvement/LEAN culture.
  • Previous experience in Occupational Medicine.



The above job descriptive information is intended to describe the general nature and level of work being performed by individuals assigned to this job. This is not intended to be an exhaustive list of all duties and responsibilities, as an employee may be assigned other duties other than described in this document.

  1. Essential Working Conditions:



Constantly = (5 1/2 to 8 hours or more) or 200 reps/shift

Occasionally = (1/4 to 2 1/2 hours) or 2 - 32 reps/shift

Frequently = (2 1/2 to 5 1/2 hours or more) or 32 - 200 reps/shift

Rarely = (Less than 1/4 hours) or < 2 reps/shift

Sedentary Work -

Exterting up to 10 pounds of force occasionally.

Light Work -

Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a ngligible amount of force constantly.

Medium Work -

Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force occasionally.

Heavy Work -

Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly.

Very Heavy Work -

Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds or force frequently, and/or in excess of 20 pounds of force constantly to move objects.

Working Conditions:

Never

Extreme Cold

Extreme Heat

Heights

Extreme Noise (> 85 dB)

Mechanical Hazards

Use of Vibrating Tools

Operates Heavy Equipment

Rotates all shifts

Overtime (more than 8 hrs. /shift, 40 hours/week)

Rarely

Confined Spaces-Cramped Quarters (Labeled)

Occasionally

Use of Lifting/Transfer Devices

Frequently

10 - 12 hour shifts

On Call

Operates Vehicle

Constantly

8 hour shifts

Protective Equipment:

Never

Respirator-Breathing Equipment

Head (hard hat)

Hearing

Feet, Toes

Occasionally

Body

Hands

Eye

Occupational Exposures:

Never

Paints (direct use of)

Dust (Sanding)

Ethylene Oxide

Cytotoxic Drugs (Chemo)

Ionizing Radiation

Lasers

Rarely

Solvents

Chemicals (direct use of)

Mists

Occasionally

Wax Stripper (direct use of)

Blood and Body Fluids

Frequently

Radiation

Latex (Rubber, erasers, balloons, gloves, rubber bands, etc.)

VII. Essential Physical Conditions:

Marginal

Frequently = (2 1/2 to 5 1/2 hours or more) or 32 - 200 reps/shift

Essential

Occasionally = (1/4 to 2 1/2 hours) or 2 - 32 reps/shift

Constantly = (5 1/2 to 8 hours or more) or 200 reps/shift

Rarely = (Less than 1/4 hours) or < 2 reps/shift

Physical Demands:

Never

Climbing Ladders

Kneeling

Rarely

Squatting (Crouching)

Climbing Stairs

Use of Forceful Hand Grasp

Occasionally

Fine Finger Manipulation

Hand / Arm Coordination

Pushing / Pulling

Standing

Bending (Stooping)

Frequently

Sitting

Walking

Keyboard/Computer Operation

Sensory Requirements:

Occasionally

Feeling (Sensation)

Color Vision

Constantly

Seeing Near-with Acuity

Over Shoulder Work:

Rarely

Pulling or Pushing Objects Overhead

Reaching Above Shoulder Level

Lifting: floor to standing position:

Never

30 - 49 pounds

50 pounds

> 50 pounds

Rarely

20 - 29 pounds

Occasionally

10 - 19 pounds

Lifting: waist to shoulder level:

Never

30 - 49 pounds

50 pounds

> 50 pounds

Rarely

20 - 29 pounds

Occasionally

10 - 19 pounds

Lifting: shoulder to overhead:

Never

20 - 29 pounds

30 - 49 pounds

50 pounds

> 50 pounds

Rarely

10 - 19 poundsEducation

Licenses & Certifications

BLS (AHA),
DRIVER\u0027S LICENSE

Skills

ANALYSIS: Expert
BENEFITS: Expert
ORAL/WRITTEN COMMUNICATIO: Expert
FLEXIBILITY: Expert
INDEPENDENT THINKING: Expert
LEADERSHIP: Expert
MICROSOFT OFFICE: Expert
PAYOR/INSURANCE BENEFITS: Expert
SOUND JUDGMENT: Expert
WORK IN TEAM ENVIRONMENT: ExpertEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)