TITLE Clinical Education Manager - AHEC
CLASSIFICATION NUMBER 5603
IMMEDIATE SUPERVISOR Director, Southwest Missouri Area Health Education Center (SWMO AHEC)
MAJOR ADMINISTRATOR Director, Ozarks Public Health Institute
The Clinical Education Manager, AHEC is responsible for the planning and coordination of assigned projects that contribute to the accomplishment of the clinical education goals and objectives of the Southwest Missouri Area Health Education Center (SWMO AHEC) as they relate to the training and education of various health professions students. The Clinical Education Manager (CEM) assists with evaluating the needs of various area health institutions, communities, and health professionals to ascertain, implement, and/or develop the best practices and/or programs to meet the health care needs of medically underserved communities in the region within grant guidelines. The CEM develops and maintains collaborative partnerships with local educators, organizations, health care professionals, and communities to meet objectives, targets, and improve program delivery. The CEM performs the duties necessary to coordinate health care profession student rotations, identify and develop preceptor sites, primary and secondary training sites, and assists with the development and maintenance of affiliation agreements with facilities.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree in an administration or health-related field is preferred.
Experience: A minimum of three years of experience in a health-related field is required. Experience in clinical training programs and preceptor development is preferred. Public speaking and project planning experience is preferred.
Skills: Excellent interpersonal and communication skills are required. Effective writing skills and competency using Microsoft Office programs are required (Word, Excel, Publisher, and PowerPoint). The ability to exercise good judgment and work with minimal supervision is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: This position requires regional and statewide travel; some overnight travel is required. A valid Missouri driver’s license and automobile insurance as required by the state of Missouri are required. The incumbent is required to provide transportation for students to and from events using one’s own vehicle.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Evaluates health care professions’ student training needs and areas of opportunity in or adjacent to under-served regions in Southwest Missouri
2. Assures the provision of clinical training opportunities for discipline-specific, multi-and inter-disciplinary training of undergraduate and graduate health professions students by identifying, developing, and maintaining preceptor opportunities in identified locations, securing support for, developing, and overseeing proposed and existing training sites and activities, such as student housing, educational needs, etc., assisting with the establishment of affiliation agreements with participating institutions and/or facilities, and preparing and facilitating preceptor development workshops and materials in collaboration with health systems and medical/allied health programs.
3. Assists the Director in developing a strategic plan for the implementation of an initiative to recruit preceptors in rural and underserved areas by collaborating with SWMO AHEC staff, the advisory board, other regional AHECs, and the Missouri Area Health Education Center (MAHEC) in developing contacts with prospective preceptors.
4. Helps to improve or react to changing needs in student rotations and preceptorships, including, but not limited to preceptorships for medical, nursing, dental, and allied health professions, by assisting with the evaluation of preceptor training programs and recommending and coordinating changes.
5. Oversees the efforts of other SWMO AHEC staff who assist in securing clinical rotations, including Clinical Education Coordinators and Health Career Coordinators, when needed.
6. Provides support to health profession students by assessing, developing, implementing, and maintaining programs, coordinating and maintaining a system to monitor health professions students completing rotations in the region, and maintaining contact with students to assess career choices and practice locations.
7. Meets grant guidelines and contracts by accomplishing program goals and targets, preparing and maintaining documentation and reports specific to clinical programs, participants, and goal completion, developing detailed work plans as directed for all clinical training activities, maintaining all assigned projects and activities within approved operations budget(s), and maintaining files on all activities, programs, and students.
8. Works closely with each health system, the medical schools, and allied health programs to develop and manage a student /preceptor master schedule, schedules 3rd and 4th year medical student clinical rotations with health system preceptors and medical staff by speaking at new physician orientation, when applicable, and attending meetings, and arranges and provides student site tours and orientation.
9. Arranges and secures student housing for rural clinical rotations, manages the Donated Student Housing Program, and utilizes press releases, electronic notifications and presentations to promote the Donated Student Housing Program to community members, hospital systems, and partnering medical and allied health programs for availability.
10. Collaborates with health systems and other partners to provide disaster moulage at simulation events.
11. Collaborates professionally and closely with partnering medical universities, allied health programs, and hospital systems to ensure appropriate communication regarding effective and cohesive clinical rotations and scheduling.
12. Complies with Missouri State University personnel and purchasing policies and procedures and meets grant and contract administration guidelines by accomplishing program goals and targets, preparing and maintaining documentation and reports specific to clinical training programs, participants, and goal completion, developing detailed work plans as directed for all clinical training activities, maintaining all assigned projects and activities within approved operations budgets, and maintaining files on all activities, programs, and students.
13. Helps to ensure the continued effectiveness of clinical education experiences by providing for ongoing data collection to provide long-range student tracking, continually monitoring and upgrading opportunities to accommodate current needs and demands, and identifying, exploring, and pursuing funding opportunities related to the support and development for SWMO AHEC, other regional AHECs, and MAHEC with particular attention paid to future self-sufficiently of all activities.
14. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
15. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, attending appropriate regional, statewide, and national meetings, participating on committees as required, and attending training and/or courses as directed by the SWMO AHEC Director.
16. Helps to assure the overall success of the SWMO AHEC by performing all other duties in accordance with grant contracts and as assigned by the SWMO AHEC Director.
The Clinical Education Manager, AHEC is supervised by the Director of the SWMO AHEC.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2016
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.