Senior Manager, Disease Center Scheduling

Strategic/Leadership:

• In conjunction with the Senior Director of Scheduling Operations, plans and implements the Scheduling Operations goals, objectives, projects, personnel and resources. Implements the approved business plan that identifies strategies, objectives and expected outcome for scheduling.
• Identifies operation workflow opportunities and implements improvements.
• Responsible for communication to leadership on overall program development progress, successes, and areas for improvement or adjustment.
• Optimize and flex resource allocation to account for disease center demands to ensure optimal patient experience.
• Review and identify trends within patient survey data related to disease center scheduling. Develop any necessary process improvement plans associated with the feedback and work with Managers to implement changes.
• Provide transparency associated with staffing, challenges and scheduling process to the disease center leadership team.

Operational:

• Communicates scheduling related updates to the Clinical Directors of each disease group. Maintains open lines of communication when issues arise.
• Partners with the Patient and Family Relations team to work through patient complaints or challenges that are scheduling related. They will serve as the leadership contact for the department and will reach to patients as needed.
• Identifies gaps in process and implements new workflows with the Managers.
• Assists Established Scheduling Operations leadership with the implementation of policies, programs, and procedures.
• Assess operational performance, staff morale and patient satisfaction. Identifies opportunities for improvement. Understands at a fundamental level how to complete the tasks required by those under their management and provides support as needed.
• Maintains understanding of and continually works to refine handoffs between Welcome Center, NPC and Scheduling to optimize the patient experience and minimize disruption in transitions throughout the patient lifecycle.
• Monitor scheduling and call compliance using KPIs and work the Supervisors to address areas needing improvement. Develop scheduling related reports within Epic and Tableau to monitor compliance to scheduling guidelines.
• Implement scheduling related information systems. Provides feedback regarding systems and process changes and improvements. Convert technical information into user-friendly documentation and instruction using a variety of educational methodologies and tools
• Other duties and responsibilities as assigned.
• Support scheduling as needed by teams and provide coverage for Supervisors as needed

Human Resources:

• Partners with the Senior Director to create position control requests to ensure appropriate staffing in all groups. Submits requests and all necessary documentation.
• Reviews department overtime on a monthly basis. Identifies trends and creates plan to address spikes in hours.
• Recruits, Develops, and Coaches Manager level staff. Sets goals and evaluates performance on an annual basis. Provides direction, coaching, support and training to ensure that individual and department goals are met.
• Provides feedback to Managers through weekly 1:1 meeting, bi-weekly Manager meetings and annual performance evaluations.
• Provides HR management in the areas of hiring, corrective action, training, and evaluation of employees.
• Develops employees through on-going coaching, counseling, and mentoring. Administers corrective action if appropriate.

SUPERVISORY RESPONSIBILITIES: 4 direct reports and 40 to 50 indirect reports

• High school diploma required; Bachelor’s Degree in health administration or related field strongly preferred.
• 7 years related healthcare or customer service experience with at least 3 years in a leadership position focused on the patient experience required.
• Experience with Epic-Cadence.
• Previous supervisory experience required.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Time Management: Exceptional organizational skills and ability to organize time and priorities effectively, asking for direction when appropriate. Flexibility to handle multiple tasks and deadline pressures.
• Communications skills: Exceptional skills for a varied workforce that includes MD’s RN’s, NP, PA, Fellows, and administrative staff.
• Quality Assurance: Ability to effectively lead day-to-day operations, establish and maintain policies and procedures, monitor service statistics, and ensure effective coordination with the training programs. Ability to engender these skills among staff. Ability to identify issues and improvement projects within the department.
• Personnel Management: Ability to skillfully handle issues of sensitive nature with respect to confidentiality, abiding by institutional guidelines. Ability to recruit, train and supervise staff and to ensure that performance evaluations, payroll, employee changes and other HR transactions are completed in an accurate and timely manner. Ability to provide support, direction, and development to staff.
• Leadership: Demonstrates integrity. Ability to communicate effectively, sell ideas, and take ownership and responsibility for activities. Possesses strong change management skills and the ability to lead a team. Demonstrated track record as an effective leader with a collaborative working style. Ability to lead and influence consensus effectively, cooperatively, and collaboratively.
• Discretion and Confidentiality: Ability to handle sensitive and confidential matters discreetly and to ensure confidentiality guidelines are maintained by staff.
• Analytical Skills: Ability to conduct operational analysis and understand statistical report.
• Critical Thinking/Decision Making: Ability to appropriately evaluate all aspects of a situation and to independently make appropriate and timely decisions.
• Information Systems/Technology Skills: Exceptional computer skills and knowledge of Microsoft Office (operating systems, word processing, database, electronic mail, Internet, spreadsheet), Customer Relationship Manager (CRM), Epic.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

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