Pediatric Heart Center Outreach Nurse Coordinator - MUSC

Job Description SummaryThe Pediatric Heart Center Outreach Nurse Coordinator at MUSC plays a pivotal role in coordinating outreach efforts to enhance access to the quality of care provided to pediatric patients with heart conditions. The incumben...

Job Description Summary

The Pediatric Heart Center Outreach Nurse Coordinator at MUSC plays a pivotal role in coordinating outreach efforts to enhance access to the quality of care provided to pediatric patients with heart conditions. The incumbent will work to ensure seamless communication, coordination, and support for patients, families, and referring providers. Reporting to the manager of the Heart Center, this role will be primarily accountable for the alignment of internal resources and stakeholders to offer an externally focused referral process for second opinion requests from referrers, parents and patients. This role will additionally be accountable for the coordination of these second opinions between the applicable internal clinical subject matter experts and the requesting external party.

Entity

Medical University Hospital Authority (MUHA)

Worker Type

Employee

Worker Sub-Type​

Regular

Cost Center

CC004190 CHS - ICCE - Admin Children & Women

Pay Rate Type

Salary

Pay Grade

Health-29

Scheduled Weekly Hours

40

Work Shift

Job Description

Education Requirements

•A BSN degree from an accredited School of Nursing is required.  A master’s degree from an accredited college or university preferred. 

•Current licensure as a registered professional nurse in the State of South Carolina is required. 

•Minimum of 3 years relevant clinical experience, preferably in pediatric cardiology and/or surgical services.

•The ability to effectively communicate with patients/families, physicians, hospital staff, social agencies, school personnel and community resources. 

•Excellent organizational skills, including ability to effectively manage multiple competing responsibilities.

•Previous successful experience in new program development, coordination, and marketing.

•High level of initiative and autonomy.

•Proficient in a variety of computer programs, including Word, Excel, and PowerPoint and working knowledge of EPIC.

Behavioral Standards – 35%

The Behavioral Standards section is weighted as follows for each type of MUHA employee.  If the employee receives a rating of “Inconsistent” for any standard, he/she will not be eligible for a performance increase for the year.  Supervisors must have PRIOR documentation to support an “Inconsistent” rating.

Rating Key:

5: Mentor = Role models and mentors others in nearly all aspects of behavioral standards

3: Consistent = Consistently meets all behavioral standards. May exceed expectations in focused areas.

1: Inconsistent = Inconsistent performance; improvement required

Behavioral Standards

Rating

Accountability

Refer to HR Policy #12, Standards of Behavior

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Respect

Refer to HR Policy #12, Standards of Behavior

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Excellence

Refer to HR Policy #12, Standards of Behavior

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Adaptability

Refer to HR Policy #12, Standards of Behavior

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Overall Behavioral Standards Rating (Sum of Ratings Divided by 4)

Summary Description of Performance

Job Competencies

The Job Competencies section is not included in the overall score. However, if the employee receives a rating of “Does Not Meet” in this section, he/she will not be eligible for a performance increase for the year.

Maintain timely completion of job competencies including but not limited to organizational mandatory competencies and job/population specific competencies.

   Meets Requirements      Does Not Meet Requirements

Supervisor Comments:

Job Responsibilities

An employee receiving less than a 2.5 overall score for the Job Responsibilities section will not be eligible for a performance increase for the year.

Rating Key:

5: Mentor = Role models and mentors others in nearly all aspects of expected job performance

3: Consistent = Consistently meets all expected job performance

1: Inconsistent = Inconsistent performance; improvement required

Job Responsibility and Success Criteria

Weight

Rating

Job Responsibility: 

Outreach Coordination – Facilitate outreach programs to engage with referring providers, community organizations, and families to raise awareness about pediatric heart conditions and available services at MUSC.

Success Criteria:

Provides expert care coordination, education, consultation, and advocacy. Works with physicians, surgeons, consulting services, and hospital personnel to develop an organized care plan for patients who have been identified to participate in the program. Coordinates the specific program activities for the patient population. Appointment Coordination: Clinic appointments

15%

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Job Responsibility:

Patient and Family Support – Provide comprehensive support and education to pediatric heart patients and their families, including navigating healthcare resources, understanding treatment plans, and addressing concerns.

Success Criteria:

• Acts as the primary resource for care coordination for families. Completes assessments, identifies goals and objectives for performance improvements to provide the best patient care, optimum customer service and improve overall satisfaction.
• Transitions the patient from the inpatient to the outpatient setting. Supporting patient education for the clinical diagnosis as well as educating families on community resources which are available.
• Performs job functions adhering to service principles with customer service focus of innovation, service excellence and teamwork to provide the highest quality care and service to our patients, families, co-workers, and others.
• Inpatient & outpatient option referral & intake management
• Medical record and cardiac imaging retrieval.
• Case by case referral to financial clearance coordinator.

15%

Comments:

Job Responsibility:

Referral Management – Serve as a liaison between referring providers and the Pediatric Heart Center team, ensuring timely communication, coordination of appointments, and transfer of medical records.

Success Criteria:

• Documents all team, physician and patient/family communication and concerns pertaining to coordination of care and services in the medical record.

15%

Job Responsibility: 

Collaboration – Collaborate with multidisciplinary teams within MUSC to optimize patient care and streamline processes related to pediatric heart conditions.

Success Criteria:

• Coordinates a patient hand-off when appropriate.
• Communicates essential information to patients, families, and members of the care team.
• Maintains a clinical database to develop and track key performance indicators.
• Case review coordination and presentation.

15%

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Job Responsibility: 

Education, Training, Community Engagement – Develop and deliver educational materials, training sessions, and workshops for healthcare professionals, patients, and families on pediatric heart conditions, treatment options, and preventative measures.

Success Criteria:

Program marketing and project management. Participate in community events, conferences, and outreach activities to promote awareness, prevention, and early detection of pediatric heart conditions.

15%

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Comments:

Job Responsibility:

Second Opinion and International Program

Success Criteria:

• Serves as the primary nurse for the Second Opinion and International Program.

15%

    5 – Mentor

    3 – Consistent

    1 – Inconsistent

Job Responsibility:

Data Management

Success Criteria:

·Maintain accurate and up to date records of outreach activities, patient interactions, and program outcomes to evaluate effectiveness and identify areas for improvement.

10%

Summary Description of Performance

Pillar Goals – 35%

Department/Individual-specific Goals

Weight

Rating

SERVICE

Department/Individual-specific Goal: [Insert here]

Measure = [Insert here]

  1 - No Accomplishment           

  2 - Minimal Accomplishment

  3 - Partial Accomplishment

  4 - Goal Accomplishment

  5 – Stretch Accomplishment

QUALITY

Department/Individual-specific Goal: [Insert here]

Measure = [Insert here]

  1 - No Accomplishment           

  2 - Minimal Accomplishment

  3 - Partial Accomplishment

  4 - Goal Accomplishment

  5 – Stretch Accomplishment

FINANCE

Department/Individual-specific Goal: [Insert here]

Measure = [Insert here]

  1 - No Accomplishment           

  2 - Minimal Accomplishment

  3 - Partial Accomplishment

  4 - Goal Accomplishment

  5 – Stretch Accomplishment

Overall Pillar Goal Rating

Employee Name:                                                      Employee ID:                                      

Performance Rating Summary

Performance Criteria

Raw Score

Weight

Rating

Section I:  Behavioral Standards

35%

Section 2: Job Competencies

Meets Requirements   

Does Not Meet           

Requirements                     

Section 3:  Job Responsibilities

30%

Section 4:  Pillar Goals

35%

Overall Performance Rating

Additional Job Description

Minimum of 3 years of experience as an Ambulatory or community practice nurse. Associate's Degree in Nursing (Bachelor's Degree preferred). Active South Carolina RN licensure. Strong communication and interpersonal skills. Exceptional organizational and time management abilities. Proficiency in electronic health records (EHR) and healthcare software. Knowledge of healthcare regulations and compliance standards. Passion for community health, health disparities, and addressing the unique needs of diverse communities.Current Basic Life Support (BLS) required, either a certification from an American Heart Association (AHA) BLS for Healthcare Providers (or AHA recognized equivalent) or an American Red Cross CPR/AED for Professional Rescuer and Healthcare Provider.

If you like working with energetic enthusiastic individuals, you will enjoy your career with us!

The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need.

Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees