Description

What will you do?

Clinical Ladder Title-Respiratory Staff I:

Main Function: In this role a new therapist will learn how to take the knowledge they have gained in education to enhance and improve the lives of our patients and clients. Respiratory Staff I have many requirements to meet but the job is not as demanding as higher levels on the ladder. Advanced practitioners many find this level ideal if they are not able to devote to a higher level of non-clinical responsibility. This is the base level for all staff.

In this position a therapist will:

• Certified Respiratory Therapist/Technician (0 -5 years) or Registered Respiratory (0 – 3 years)

• Complete all department requirements on time

• Be actively involved in 1 project

• Have BLS, ACLS, and PALS certification

• Send a minimum of 5 Cheers/year

• Attend 75% of staff meetings

Clinical Ladder Title: Respiratory Staff II:

Main Function: In this role an experienced therapist is committing to practicing at a higher level in both the clinical and non-clinical role than a Staff I therapist. Staff II therapist have demonstrated with their actions their support of our field and our system. In the future they may become a leader in our department and this advancement in the clinical ladder is an important step. Staff II therapists should be prepared to devote a significant amount of time to the role.

The Staff II Therapist will:

• Have been a Certified Respiratory Therapist/Tech 5–10 yrs or have been a Registered Respiratory Therapist 3–5 yrs

• Practice at highest level of care, this currently includes competency in: Arterial Lines

• Represent the department in a exemplary manner at all times •Be actively involved in 2 projects (see Staff I)

• Complete one DIG -or- Focus Study a year

• Take call as required (min 24hrs pp)

• Have no disciplinary action in review period Advancement to this position requires an available position on the ladder, an application to a new level by prospective therapist, and approval of advancement by Manager, Director and HR.

• Complete all department requirements on time

• Have BLS, ACLS, and PALS certification

• Send a minimum of 5 Cheers/year

• Attend 75% of staff meetings

Required Job Specific Functions for all Respiratory Therapists:

• Demonstrates knowledge of anatomy and physiology in all areas that pertain to the practice of Respiratory Therapy.

• Understands disease processes and their impact on the cardiopulmonary system.

• Possesses a high level of technical skill in equipment operation as related to respiratory care.

• Demonstrates the ability to work independently and exhibits flexibility in decision making and prioritizing assignments.

• Functions as a team member, relaying clear and concise communication to ensure optimal patient care.

• Demonstrates the ability to develop & maintain collaborative working relationships w/all members of patient care team.

• Exhibits leadership skills through active participation in and advocacy of patient’s care needs

• Actively guards the confidentiality of sensitive info. including but not limited to the patients, staff & health system.

• Demonstrates the knowledge and skills necessary to provide care appropriate to the age of the patient.

• Contributes to patient outcomes by participating in interdisciplinary processes.

• Act as a representative of the CARES values at all times.

  Qualifications:

• Must be registered by the National Board for Respiratory Care.

• Must be licensed as a Respiratory Therapist by New York State Department of Professions.

• Required – Graduate of an AMA approved Respiratory Therapy Program.

• Preferred – Graduate of an AMA approved Respiratory Therapy Associate or Bachelor Program

• Preferred – Three years’ experience as a Respiratory Therapist.

Pay Range: $36.00 - $45.00

Starting Pay: Based on Experience

Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The 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)