Performance Improvement Consultant

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Day - 08 Hour (United States of America)

This is a Stanford Health Care job.

A Brief Overview
Performance Improvement Consultants in the Performance Improvement Team of the Office of the Chief Medical Officer coach, lead, design, plan, implement, facilitate, and train on continuous performance improvement to maximize value, improving quality of care, patient experience and decreasing cost, while also building improvement capability across Stanford Health Care. The work is inherently complex and requires the ability to work effectively with numerous stakeholders of varying levels (frontline to senior executive) and with considerable ambiguity.

Performance Improvement Consultant (Associate, Level 1, and Senior) is a professional career-ladder role with three levels. Positions are flexibly staffed, meaning that they can be filled either level. With flexible staffing, which exists when a job class two or more levels, an employee can be appointed initially to any level in the job and can be promoted from one level to another without a requisition. Major characteristics of a flexibly-staffed career-banded role are:

• Ability to recruit for and appoint members to any level in the job class.

• Ability to recognize performance and to promote staff based on demonstrated knowledge, skills, and abilities (competencies).

• Option to promote from one level of a job to the next without having to open a requisition to post the job as being vacant, provided that the employee:
1) meets the minimum qualifications for appointment to the higher level; and
2) is certified by the hiring manager as a capable to perform at the higher level; and
3) is approved by the department head.

• Initial appointment to the appropriate level is based on the hiring manager's assessment of the individual's competencies against the level descriptors to determine the best fit. Incumbents may advance from one level to the next without a requisition when they possess the required experience and competencies, which, in the judgment of the hiring manager, are needed for successful performance at the higher level.

• The number of positions available at Level II shall be driven by business need, to be determined in the discretion of management.

LEVEL DESCRIPTORS:

• Associate Performance Improvement Consultant is the foundation building level. Significant focus on building foundational technical expertise and experience through application to smaller scope improvement projects with oversight from more senior team members.

• Performance Improvement Consultant is the full-proficiency level. Regularly and consistently plan, manage and conduct major projects, complex assignments, or complex investigations that involve a wide variety of variables and effects, are controversial or sensitive, and have the potential to create or avoid substantial liability.

• Senior Performance Improvement Consultant is the advanced and team leader level. At this level, incumbents regularly and consistently plan and conduct major projects or complex assignments that involve a wide variety of variables and manage the work and coaching of a Performance Improvement Team(s). The Senior Consultant updates the leadership team on the team's progress in meeting objectives and timelines and moves critical decisions and issues as needed.

What you will do
  • Coaches staff and leaders across a variety of roles and seniority on skills and activities required for achieving performance improvement and building improvement capability. Relevant areas include, but are not limited to, achieving organizational alignment, applying common improvement methods, managing group dynamics and interpersonal relationships, using data to drive improvement, using systems thinking, and promoting organizational learning.
  • Designs, plans, executes, and facilitates programs, trainings, projects, workshops, and other activities related to improvement work and capability building.
  • Continuously builds and applies expertise in both socio- and technical-process improvement.
  • Teaches performance improvement concepts that are translatable to all levels of the organization.
  • Captures and performs analysis of actionable accurate performance data.
  • Performs other related and incidental duties as needed or assigned.
  • CONSULTANT:
  • Demonstrated ability to work with director-level leaders and cross-functional scope.
  • LEVEL OF LEADER:
  • Coaching on:
  • Organization alignment,
  • PI Methods,
  • Group dynamics,
  • Use of data to drive,
  • Systems thinking,
  • Organization learning.
  • Directors/PILS/UBMDs:
  • Demonstrated ability to coach frontline leaders and ability to coach more senior leaders.
  • Actively seeks coaching and input from experienced improvement colleagues.
  • LEVEL OF LEADER:
  • Design/Plan/Execute/Facilitate:
  • Programs,
  • Projects,
  • Workshops.
  • Directors/PILS/UBMDs:
  • Demonstrated ability to effectively lead complex, mulit-displinary improvement activities resulting in mesureable sustained improvement.
  • Demonstrated ability to establish effective working relationships and manages impactful communication with organizational stakeholders.
  • LEVEL OF LEADER:
  • Technical Expertise in Process Improvement:
  • Socio (dynamics within and between groups),
  • Technical (Lean, etc.).
  • Directors/PILS/UBMDs:
  • Demonstrated ability to teach all individual RITE/CELT PI modules.
  • Demonstrated ability to train others on team-based problem-solving methodology grounded in model for improvement and Plan-Do-Check-Act (PDCA) cycle ("A3 thinking").

Education Qualifications
  • Bachelor's degree from an accredited college or university.

Experience Qualifications
  • Two (2) years of directly related work experience.
  • Relevant experience (preferably in a healthcare delivery organization).
  • Professional experience in performance and process analysis and improvement that demonstrates the following:

    • Comprehensive business knowledge (organization structure, business functions, processes, procedures, goals, objectives, measures, metrics, internal self-assessment processes, etc.
    • Successful application of Toyota Production System (TPS)/Lean process/performance improvement and problem-solving principles, tools, and methodologies.
    • Successful application of change management strategies and skills.

Required Knowledge, Skills and Abilities
  • Ability to communicate effectively at all organizational levels and in situations requiring instructing, persuading, negotiating, conflict resolution, consulting and advising, as well as flawless written communication and attention to detail.
  • Ability to establish and maintain effective relationships with widely diverse groups, including individuals at all levels both within and outside the organization and gain their cooperation.
  • Ability to manage multiple changing priorities and work effectively in a team or independent setting.
  • Ability to plan, organize, prioritize, work independently and meet deadlines.
  • Ability to provide leadership and influence others.
  • Ability to resolve conflicts and/or negotiate with others to achieve positive results; establish and maintain effective interpersonal relationships.
  • Knowledge of hospital and outpatient operations.
  • Knowledge of healthcare industry.
  • Ability to connect healthcare industry knowledge to system strategies to work outcomes.
  • Conceptual knowledge and application experience with performance improvement systems.
  • Proficiency in the use of Microsoft Word, Excel, PowerPoint, Visio, and Outlook.

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford's patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family's perspective:

  • Know Me: Anticipate my needs and status to deliver effective care
  • Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
  • Coordinate for Me: Own the complexity of my care through coordination

#LI-RL1

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.