AHRC New York City Camp Health Center Director in Ancramdale, New York
AHRC New York City is a family governed organization committed to finding ways for people with intellectual and other developmental disabilities to build full lives as defined by each person and supported by dedicated families, staff, and community partners.
ESSENTIAL CAMP RESPONSIBILITIES
Monitor all camp health operations, including scheduling, supervision, evaluation and direction of Nursing Department personnel.
With Director of Camping, hire seasonal nursing supervisor to serve as clinical supervisor to seasonal RNs.
Assist in recruiting, hiring and training of other seasonal nursing staff.
Ensure maintenance of robust systems for camper and staff health and wellness, including management of medical paperwork and medications.
Implement orientation program for clinical staff, with particular emphasis on medical policy/procedure and/or medically-related material and information. Provide recommendations for orientation enhancements as applicable.
Ensure PPD testing and Hepatitis B vaccines for staff as needed.
Assist in screening and interviewing of prospective campers and guests, and participate in recommending admissions/placements.
Ensure all medical and health records of campers and staff are maintained.
Ensure all other Health Center records are maintained (log books, medications records, wellness checks, incident reports, seizure reports, etc.).
Identify pertinent camper medical needs and ensure information is communicated with appropriate staff, including Department Supervisors, e.g., Maintenance and Kitchen staff, Office Managers, and Chefs. This includes (but is not limited to) distribution of caution sheets, special diet instructions, etc.
Oversee safe procurement, storage, and administration of all medications. Ensure proper and appropriate documentation for all medications is maintained. Report medication errors, intervention and camper status to Directors promptly.
Maintain standards of emergency care to minimize the possibility of accident or illness. Inform Director of any patterns of illness, health hazards, injuries and/or accidents.
Provide for proper nursing intervention with regard to camper and/or staff illness, condition or emergency care. Make appropriate referrals and provide for follow up care as warranted.
Report any suspicion of camper abuse to Directors immediately. This includes suspicions of abuse that may have occurred before or during a camper's stay. Assist in investigation of any alleged abuse and collaborate with Directors in reporting to appropriate authorities.
Provide direct nursing care services in Health Center when indicated by scheduling considerations or other conditions.
Be familiar with and ensure implementation of all regulations, including local Department of Health, City of New York DOHMH and OPWDD mandates.
Be familiar with and ensure implementation of all American Camp Association standards.
Uphold and ensure implementation of all agency policies, procedures, rules and regulations.
Participate in pre-season and on-the-job training of Health Center staff.
Perform all other functions, as requested by Directors.
- REQUIRED QUALIFICATIONS
Clinical degree from college or university or hospital-based program required.
Prior experience in overseeing health center operations, including supervision of staff. Expertise in working with I/DD population required.
Ability in establishing and maintaining effective and therapeutic relationships with campers, their families, clinical staff and outside agencies.
Working knowledge of MS Office applications and use of email and internet.
Ability to keep precise, accurate and timely medical records.
Ability to organize work with self and others, as well as delegate work to others as appropriate.
Ability to write and speak effectively.
Must be able to maintain flexible work schedule.
Valid NYS Driver’s license required.
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)