Position Description
Position Title: / Population Health Specialist 2 / Effective Date: / 4-1-2013(To be reviewed by HR)
Salary Grade: / Prepared by: / David Nichols(To be assigned by HR)
Department/Unit: / All NHPS Depts /Location/Region:
/ Delaware(double-click in the box to check)
Exempt
/ Non-Exempt / Job Class: / Job Code:(To be determined by HR)
(double-click in the box to check)
7/40 work week / 8/80 work week / Full-Time / Part-Time / Other(The normal overtime schedule is 7/40; for 8/80 schedules an additional form must be completed, please contact your HR Business Partner) If other, please specify. (e.g., casual):
Approvals: / Yolanda Brown-Thomas Business Operations ManagerManager Name Manager Title
Mary Kate Mouser Executive DirectorAdministrator Name Administrator Title
I. Primary Function - Briefly describe why this job exists (No more than 1-2 paragraphs).
The Population Health Specialist 2 (PHS 2) position resides within the Nemours Division of Health and Prevention Services (NHPS). The PHS 2, with guidance, engages in the: analysis and evaluation of child health issues; development, proposal and implementation of population level interventions to improve health outcomes; and development and implementation of evaluation and dissemination/communication plans.
The associate will serve as a core member and/or a leader of NHPS interdisciplinary, interdepartmental planning, implementation, evaluation and grant-writing teams. The associate will identify, build and sustain collaborative working relationships with both internal and external partners. The PHS 2 reports to a Team Manager and/or Department Director.
Specific expectations of the successful candidate include:
· Knowledge and/or experience in emotional and behavioral health evidence-based interventions.
· Knowledge and/or experience in working in community settings implementing/managing primary prevention initiatives including, but not limited to, emotional and behavioral health initiatives
· Experience working through community partners such as schools and/or early childhood providers to achieve desired l health outcomes.
· Knowledge of child development birth through to adulthood.
II. Essential Functions – These responsibilities are of utmost importance and the department can’t function without them. No more than 8 to 10.1. Exemplify Nemours Standards of Behavior & Core Values in all interactions with internal and external customers and partners.
2. Build & sustain collaborative relationships (internal/external)
3. Understand and develop intervention strategy; identifies health status of populations and their related determinants of health and illness (e.g. factors contributing to health promotion and disease prevention, the quality, availability and use of health services.)
4. Basic data collection and analysis; describe the characteristics of a population-based health problem (e.g. equity, social determinants, environment)
5. Fieldwork & outreach activities
6. Programmatic support
7. Other organizational tasks
Last updated 10-28-13
III. Non-Essential Functions - List all other functions that are required to perform the job. These are not the same as essential functions of the job. No more than 5-7.1. Participate in NHPS committees as required.
2. Participate in community activities consistent with advancing NHPS goals.
3. Participate in grant development, writing and oversight.
4. Represent NHPS/Nemours on local, regional, or national boards and other related bodies.
IV. Performance Skills - List the skills that are required to perform the essential functions of the job. No more than 5-7.1. Demonstrate ability to appropriately manage resources
2. Demonstrate & apply cultural competency and equity skills to practice
3. Demonstrate population health knowledge
4. Utilize project management skills
5. Demonstrate analytical/assessment skills
6. Demonstrate ability to think strategically
7. Knowledge and skill of policy development & program planning
8. Display excellent oral & written communication skills
V. Knowledge, Formal Education, and Training
Indicate the minimum amount of formal education, training, and acquired knowledge that is required for the job. Include training and/or education provided through colleges, universities, trade or vocational schools, military service, or formal on-the-job training programs. Be sure to consider the educational/training/knowledge level required by the job - not the level that the incumbent may have.
Basic (0 to 3 months beyond high school)
Limited (3 months to 1 year beyond high school)
Specialized (1 year of training beyond high school)
Associate (2 years of training beyond high school; e.g., Associate’s degree)
Baccalaureate (up to 3-4 years of formal training/education beyond high school; e.g. Bachelor’s Degree)
Advanced (5 to 6 years of formal training/education beyond high school; e.g., Master’s Degree)
Post Graduate (6+ years of formal training/education beyond high school; e.g., Ph.D., M.D., J.D.)
Please list any specifics here: / Degree in Psychology, Social Work, School Psychology, or related field.VI. Certifications and Licensing
Indicate any certifications or licensing that is a requirement of the job:
Please list any specifics here: / Licensed mental health professional preferredVII. Job Related Experience and On-The-Job Training
Indicate the level that best describes how long it would typically take an individual to learn and perform the duties and responsibilities of this job. The amount of time required includes both prior work experience and the amount of “on-the-job” training time to learn the specific job responsibilities within this organization.
Less than 3 months.
More than 3 months and up to 6 months.
More than 6 months and up to 1 year.
More than 1 year and up to 3 years.
More than 3 years and up to 5 years.
More than 5 years
Please list any specifics here: / 3-4 years of relevant work experience in related area of practiceVIII. Complexity
Describe the complexity of the job tasks. Consider the nature of the job tasks & outcomes, existence of policy or protocol, analytical ability required, opportunity for independent judgment, diversification of tasks, extent of multi-tasking, requirement to prioritize, etc.
Routine – Work consists of a few repetitive tasks. Little to no independent judgment is required.
Multi-tasked – Requires selection and application of several clearly prescribed policies/procedures. Limited opportunity for independent judgment.
Substantial – Substantially complex and diversified. May require data interpretation as well as application of most effective options. May require analytical skills. The management of multiple priorities is frequently required.
Multi-faceted – Work is broad in scope, non-standardized, requiring independent judgment and action as a routine. Multiple priorities are the norm. Responsible for addressing complex problems/challenges. Policy, procedure, and precedent frequently created at this level.
Highly Analytic or Specialized – Work is broad and far-reaching in its effects. Policy, procedure, and precedent are routinely created and approved at this level. Independent judgment is the routine nature of this job. Requires highly specialized skills and/or knowledge. Sets direction and priorities.
IX. External Contacts
Check the extent to which the normal duties of the job require dealing with individuals outside of the organization, including the public, patient families, insurance companies, vendors, consultants, etc. Regular external contact is defined as contact that is required by the job and occurs on a regular basis
Patient contact only – infrequent or incidental other external contacts.
Regular external contacts for the purposes of providing and/or receiving routine information.
Regular external contact to research and resolve moderately complex complaints, questions, or problems.
Regular external contact to research and resolve complex service or quality issues. Regular external contact to influence others, obtain approval, and/or cultivate relationships.
Regular external contact to influence others, obtain approval, or cultivate relationships with individuals or groups of major importance to the organization. Individual has primary responsibility for relationship.
X. Impact of Decisions/Errors
Consider the importance and scope of decisions made as part of the normal job responsibilities of this position. Check only those consequences that are likely to occur, not the remote possibilities.
No impact on patients, finances, and organization. Errors are easily detected.
Minimal impact – minor inconvenience and/or discomfort. Financial impact usually less than $100.
Limited impact – some consequence, discomfort, or minor injury. Treatment delays, extended stays, or comparable adverse effects are likely. Financial impact would be less than $1,000.
Significant impact – Inadequate care or service would result in an extreme inconvenience or administrative problem or a moderate injury impacting recovery time. Financial impact would be less than $10,000.
Serious impact – Inadequate care could result in serious injury or death. Decisions made at this level can affect the entire organization. Financial impact could be in thousands of dollars.
XI. Persuasion, Direction and/or Motivation of Others
Consider the extent to which the job requires the ability to persuade, direct, or motivate others to take the desired action. Do not include patient contact.
Infrequent contact with others.
1 to 10% of time (1/2 hour up to 4 hours/week).
11 to 20% of time (more than 4 hours and up to 8 hours/week).
21 to 40% of time (more than 8 hours and up to 16 hours/week).
Over 40% of time (more than 16 hours/week).
XII. Planning
Consider the amount of time typically spent over the course of one week planning for future events (more than 1 week away). Do not include planning own work or scheduling patients or appointments.
Less than 10% (less than 4 hours/week).
Less than 25% (less than 10 hours, more than 4 hours/week)
Over 25% (more than 10 hours/week)
XIII. Computer Knowledge and Skills
Check the box that indicates which computer skills/knowledge are required for this position and indicate what level of usage is required:
Word Processing Basic Standard Advanced
Databases Basic Standard Advanced
Desktop Publishing Basic Standard Advanced
Spreadsheets Basic Standard Advanced
Statistical Packages Basic Standard Advanced
Patient Registration Basic Standard Advanced
Other (specify) Basic Standard Advanced
Please list any specifics here:XIV. Dealing with Confidential Material (Non-Patient)
Check only those boxes that apply:
Yes Job does not have access to or use confidential information.
Yes Job has access to and routinely uses confidential information such as pay rates,
data, or financial arrangements with customers/stakeholders.
Yes Job has access to and uses confidential materials such as contracts, marketing
strategies, and/or legal matters affecting the entire organization, etc.
Yes Job has access to and uses confidential materials, the disclosure of which could have
significant ramifications for the organization as a whole. Information is restricted to members of senior management.
XV. Supervision and Direction of Others
Check the appropriate box indicating whether or not this individual has supervision responsibilities. If yes, please explain the type of responsibility (i.e., lead worker, manager) and number of people supervised.
None. No supervisory responsibilities.
Lead Worker. Serves as resource for other employees
First Level Supervisor. Functions as a representative of management for a unit or sub-unit. May conduct or contribute to performance appraisals, assign employees, schedule time off, or determine work to be done. May not budget, hire, terminate, or discipline, but can make recommendations in these areas.
Supervisor, Level II. Functions as a management representative for a work unit or sub-unit. Performs all duties listed above for Supervisor 1 and has budget responsibility and authority to hire, terminate, discipline, promote, and transfer. May make recommendations for changes in departmental policies/procedures.
Supervisor, Level III. Functions as a management representative for two or more recognized units or subunits of the organization. Performs all duties listed above for Supervisor II. May supervise subordinate supervisors and is held accountable for performance of unit(s) supervised.
XVI. Number of Employees Supervised
Identify the number of employees supervised. Include all employees who are directly and indirectly supervised. If
multiple incumbents supervise different numbers of people, use the average in the position.
None
1-3
4-10
11-20
21-30
30+
Last updated 10-28-13
XVII. Physical Abilities or Environment
Briefly indicate any physical demands, exposures or environmental conditions this incumbent may be exposed to. If none, write NONE
A. Physical Demands: NoneExamples: Carrying and lifting not more than 20 lbs., crouching, standing, sitting, kneeling, squatting, walking, hand/eye coordination and tool handling, operating controls, bending , climbing stairs, ladders and scaffolding.
B. Exposures and Environmental Conditions: None
For Clinical positions please list conditions associated to your area. Examples: bloodborne pathogens, bodily fluids, excrement, infectious diseases, infectious waste, odors, electrical hazards, chemicals, gases, etc.
C. HIPAA Level: THE FOLLOWING SECTION MUST BE COMPLETED. Please double-click the box for the option that applies:
Nemours HIPAA Guidance --- Applying the Minimum Necessary Rule
Level 1 - shall have no access to PHI.
Level 2 - shall have read-only access to demographic, scheduling, and diagnosis information.
Level 3 - shall have read and write access to demographic, scheduling, and diagnosis information.
Level 4 - shall have read-only access to demographic, scheduling, diagnosis, and encounter information.
Level 5 - shall have read and write access to demographic, scheduling, diagnosis, and encounter information.
Providers, including, but not limited to MDs, DOs, ARNAs, PAs, psychologists, and psychiatrists, shall have access to PHI as defined in the policy (above).
Nurses and allied health professionals shall have full access to the records for patients who are under the care of the provider for which they are working, while they are on duty, or relevant to their work assignment.
Last updated 10-28-13
XVIII. Organizational Relationships:
Briefly indicate this individual’s organizational relationships. Use job title only in these fields, no individual names. If none, write NONE.
Title of position this job reports to: / ManagerOther positions this job collaborates/coordinates with: / All of NHPS