Demonstrated Understanding of the Aged Care Funding Instrument (ACFI)

Position Description / Page 1 of 4 /

Position

Position Title: / Care Manager
Department: / Residential Aged Care
Responsible To: / Residential Manager
Date of original Position Description: / July 2011
Date of last review/update: / August 2014
Position Purpose/Job Summary
The Care Manager will report to the Residential Manager and provide effective operational and clinical management of the Residential Care Service. The Care Manager will direct & supervise care and clinical staff to ensure best clinical practice and outcomes for residents are achieved at the service.
The Care Manager is responsible to the Residential Manager for the clinical quality outcomes and indicators for the service to ensure the service meets all clinical requirements in the Quality of Care Principles 1997. The Care Manager will act up into the Residential Manager role as dictated by operational requirements.
Knowledge, Competencies & Skills
Essential:

Demonstrated understanding of the Aged Care Funding Instrument (ACFI)
Proven experience in developing and maintaining care plans
Demonstrated understanding of Acts & Legislation relevant to Aged Care
Ability to work independently and as part of a multi-disciplined work team
Demonstrated interpersonal and written communication skills
Understanding and commitment to workplace equity issues
Commitment to continuous improvement
Demonstrated computer literacy in a windows environment
Demonstrated commitment to creating a positive working environment
Ability to managestaff

Education, Qualifications & Special Training
Essential:

Current Registration with AHPRA
Must be eligible for Key Personnel Status

Desirable:

Relevant Post Graduate Nursing qualifications
Certificate IV in Workplace Assessment & Training or equivalent
Qualifications in Management

Work Experience

Essential:

Recently practiced as a clinical nurse
Demonstrated experience in clinical leadership
Must be eligible for Key Personnel Status

Desirable:

Experience in Residential Aged Care
Experience in the Residential Aged Care Accreditation process

Indicative Roles & Responsibilities / Key Performance Indicators
Clinical Leadership

Drive culture of clinical excellence across all levels of direct resident care staff from Registered Nurses through to care workers
Ensure service exceeds the clinical and care requirements determined under the Quality of Care Principals 1997
Ensure the service meets all accreditations standards for clinical and care requirements under the Accreditation Standards and Guidelines for Residential Aged Care Services
Develop and lead clinical staff to focus on a culture of continual improvement and quality inline with best practice.
Develop and oversee clinical quality and indicator reporting for the service
Develop and implement quality improvement plans to address issues identified through clinical quality and indicator reports

High quality care described in all accreditation audits
Nil unmet clinical standards at announced, unannounced and accreditation visits by DSS
Clinical indicators and audits reports describe high quality care
CI for service describes appropriate clinical response to quality and clinical issues
All resident care and clinical documentation accurate and completed in accordance with CHL policy and procedure

Supervision of Staff

Direct and supervise staff in the provision of high quality service to all residents
Lead and develop all staff to achieve a culture of clinical excellence and resident focus
Performance manage staff as required to achieve outcomes and performance consistent with the expectation and values of CHL
Direct and supervise staff to achieve the outcomes necessary to provide high quality to all residents

Nil complaints from residents on care related issues
Staff culture and focus on clinical outcomes for residents
All clinical staff have performance appraisals conducted annually
CHL policies and procedures followed for improving staff performance through administrative procedure

Financial Management

Ensure that resident ACFI scores match the acuity and needs of the residents in the service
Ensure ACFI is maximised for all residents to reflect the level of needs for residents
Ensure all documentation and care planning for residents supports the ACFI claims submitted
Manage the clinical staff roster in alignment with budgeted rostered hours
Manage the staff skill mix, in the confines of the labour budget, to meet resident care needs
Ensure training and quality cost activities are managed within the confines of the budget

ACFI revenue PBD is maximised
ACFI reviews conducted in accordance with CHL policy and procedure
All documentation complete and supports ACFI claims
Nil ACFI downgrades due to poor or incomplete documentation
Labour hours within budget
Labour cost per work hour within budget
Training and Quality costs inline with budget

Resident Care

Ensure all care planning and resident documentation is accurate, matches the requirements of CHL policy and procedure and supports the needs of the resident
Resident care is conducted in alignment with best practise and the core values of CHL
Resident care needs are identified and responded to in a timely manner
Acknowledge, investigate and respond to resident and family feedback in a timely manner and in accordance with CHL policy and procedure
Ensure quality of care at the service meets the expectations of CHL and the needs of residents and families.

All resident care plans and documentation is up-to-date and accurate
Care plans updated as care needs change and documentation is accurate and reflects change of care needs
All CHL timelines are met for complaint and feedback management
Resident surveys reflect a high level of resident and family satisfaction

Workplace Health and Safety

Assist the Residential Manager in providing a safe work environment for staff, visitors and residents through adherence to the relevant legislation and Risk Management Guidelines
Maintain thorough knowledge of responsibilities under the relevant legislation and accompanying Regulation.
Assist the Residential Manager to ensure the function & effectiveness of the Workplace Health & Safety Committee is maintained.
Act as a resource for all Care Staff.

Ensure safety of residents by effective procedures and appropriate physical facilities.

WHS performance indicators

Participating in further education

Attend relevant continuing education.
Facilitate staff attending regular in-service training.
Mentors / coaches direct care staff

Staff operate at a competent level
Feedback from staff indicates a supportive working environment

Developing Self Professionally

Participates in the appraisal process
Participates in professional development as identified at appraisal interview
Improves skills by attending regular in-service
Keeps up to date with new technologies, techniques and practice
Attends compulsory education sessions

FADS review completed
Attendance at relevant conferences/seminars/training
Professional development needs documented & addressed
Attends agreed professional development programs
In-service record book shown at appraisal
Contributes meaningfully to discussions on innovations

Please this is a summary of key responsibilities. It should be noted that other general tasks and jobs are undertaken which are not listed but would be required at the discretion of the Residential Manager.
Alongside these indicative roles and responsibilities the employee must adhere to Catholic Healthcare Values And Mission And Policy/Procedures – please refer to the Appendix.
Decision Making Authority/Accountability
Financial: Monitor staff utilisation
Assets: Assist Residential Manager in monitoring.
Contracts: Nil
HR Management:Manage care staff; Rostering

Key Relationships - Internal

Communicating With: / Nature of Communication:
Residential Manager / Reporting to
Registered Nurse / Refers clinical decision making which is outside of scope of practice
Care Staff / Supervision & delegation of tasks. Daily queries and support
All staff / Daily queries & support
New Staff / Orientation and support
Volunteers / Queries and support
Key Relationships – External
Communicating With: / Nature of Communication:
Residents / Daily queries and support
Families/Carers / Representatives / Daily queries and support
Medical Practitioners, Pharmacists, External Contractors, Suppliers & Service Providers / Queries where appropriate
Mission / In keeping with Catholic Healthcare’s mission, we in Residential Aged Care enhance life by providing excellent aged care with compassion and respect
Values /

Compassion: Nurtures the life of clients and colleagues; goes beyond the feeling & thinking to action
Respect: Works collaboratively within team and recognises the rights of all people
Honesty: Uses resources responsibly and wisely; is truthful, open and sincere in all communication
Hospitality: Respects and welcomes others, and invites them to share the resources of Catholic Healthcare
Excellence: Provides services of the highest quality and sets an example of excellence in all work

Competency
Requirements /

Adaptability: Maintaining effectiveness whilst adjusting to a changing work environment, different audiences, varying tasks, responsibilities and priorities
Building Rapport: Establishing a connection and affinity with others; achieving harmony with others easily and quickly; demonstrating interpersonal sensitivity
Client Services: Working from a resident perspective to ensure resident satisfaction; focusing on clients’ needs to drive the solution.
Communication: Verbally expressing thoughts, information and ideas in a clear appropriate manner; expressing ideas and information in writing using appropriate structure, grammar and language tailored to the reader, communicating openly with others.
Innovation: Introducing original ideas; applying new methods; being creative
Planning & Organising: Setting priorities; formulating a method or course of action for self and/or others to follow; planning appropriate allocation of resources.
Teamwork: Working collaboratively and effectively with others to facilitate the achievement of work goals.

Appendix

Catholic Healthcare Policy

It is a condition of employment with Catholic Healthcare that all staff are aware of, and abide by all organisational policies – you can obtain copies of policies from your Manager or on the Catholic Healthcare Intranet site. Any breach of Catholic Healthcare policies may result in termination of employment.

Equal Employment Opportunity Responsibilities

Catholic Healthcare is committed to the policy that discrimination, bullying or harassment in the workplace will not be tolerated. All staff have a responsibility to ensure that they do not act in anyway that constitutes harassment, bullying or discrimination against other staff, and to help maintain a work environment free of harassment, bullying and discrimination.

Workplace Health And Safety Responsibility & Accountability

Catholic Healthcare is committed to providing safe places of work for all employees. Catholic Healthcare strives to achieve this through the Catholic Healthcare Workplace Health, Safety and Injury Management System. This system is designed to ensure people at all levels within the organisation recognise and commit to their safety responsibilities by signing their WHS Responsibility & Accountability Statement on commencement.
Maintaining a safe workplace is a key responsibility of your role with Catholic Healthcare. Your manager will discuss these things with you. Catholic Healthcare requires you to report all identified WHS risks immediately to your manager.
National Police Record Checks
It is a condition of employment, within any Catholic Healthcare aged care or community service, that staff and volunteers undertake a National Police Check or have proof of a current National Police Certificate evidencing that there is no police record which may preclude them from working within aged care.

Child Protection Responsibilities

Catholic Healthcare is committed to the well-being and safety of children and young people. The organisation recognises the important responsibility all staff have in the care and protection of children who may be at risk of harm.
Staff involved in the provision of health care to children are required to:

Be familiar with and adhere to Legislation in relation to Child Protection and comply with State Health Policies and Procedures (including Frontline Procedures for the Protection of Children and Young People and current circulars) / Queensland Health Child Safety – Health Professionals Capability Requirements and Reporting Responsibilities and organisational policies in relation to Child Protection;

Attend training in Child Protection as required.