CLINICAL PROFESSIONAL DEVELOPMENT SPECIALIST (Birthing & Mother Infant Units)

Job Description Summary

Offering a comprehensive Maternal-Fetal Medicine Program and Obstetrics Emergency Department, we deliver over 3,700 infants - right here on the South Shore! We are looking to add a new member to our elite Clinical Professional Development team who will assess designs, present, coordinate and evaluate educational programs and orientation for our Birthing & Mother Infant Unit Nurses. These educational offerings assure competence while advancing the knowledge, skills and ability of the clinical colleague from novice to expert, including all Transition into Practice Programs. *** Prior Birthing Unit experience strongly preferred as is MSN (completion and/or currently in process) *** The Clinical Professional Development Specialist (CPDS) is responsible for leading, facilitating and/or participating in inter-professional quality initiatives. Responsibilities include planning, coordinating, executing and managing the educational programs for the nursing division, implementing evidence-based nursing practices, and other educational plans and activities. Serves as an expert clinician and the primary educational resource for nursing staff. This role has seven primary responsibilities including education, onboarding/orientation, competency management, research inquiry/evidence-based practice (EBP), role development, mentorship, and leadership and prioritizes work based upon SSHS organizational mission vision, and values. Salary Range: Commensurate with experience; low to mid 100's

Job Description

Education – Responsible for ongoing needs assessment to identify gaps in knowledge, skills and abilities, including competencies, strengths, and opportunities to improve critical thinking, interpersonal, and technical skills.  Develops and delivers/coordinates education programs including nursing orientation, continuing education, new nurse transition to practice programs, specialty transition to practice programs, internal career development programs, primary and secondary clinical research, and other programs/opportunities to support competence and professional growth of the nursing staff and those interested in nursing.

Onboarding/Orientation - Collaborates with Department/Clinical Manager to develop individualized orientation programs for all new staff members within the department. Creates competency-based orientation checklists for all nursing related roles (e.g.MA, NA, RN) division. Assists those new to and experienced nursing colleagues during their transition into the organization by providing orientation, guidance, and support.  Collaborates with and mentor’s unit based preceptors to provide comprehensive orientation experiences for all new staff members.

Competency Management – Develops and manages a competency framework that identifies knowledge, skills, and abilities essential in the daily clinical practice for the nursing staff, and ensures that is structured to allow nurses to progress and maintain effective practice standards, ensuring safe, high-quality patient care.  Continues to review and update the framework when needed to meet changing healthcare requirements. 

Clinical Inquiry and Evidence-based Practice – Advises, collaborates, translates, integrates, and evaluates research and evidence within the organization through practice, education and reflective discussion with staff. Integrates relevant research outcomes into nursing professional development practice through effective learning activities, and brings the Evidence-based Practice to the point of care.  Serves as a mentor to staff. Collaborates with Nurse Scientist. Drives internal and external dissemination of evidence based practice clinical outcomes to professional organizations. 

Collaborative Partnerships – works closely with nursing and inter-professional leaders and key stakeholders to achieve strategic goals and initiatives. Promotes and cultivates positive relationships with academic programs.  Engages as an educator in area of clinical specialty on a local, state, and/or national level to review trends in clinical education, practice and regulation impacting the nursing staff. Considers system impact to divisional changes.

Mentorship – serves as a mentor to all nursing staff and those interested in the nursing profession, guiding them through the various pathways of their career.  Provides assistance with a nurses’ professional development plan. Acts as a role model.

Leadership - As a key member of the nursing leadership team, plays an instrumental role in supporting the implementation of decisions that affect nursing practice in the clinical area. Leads the planning and execution of educational programming for new or changing programs of care. Acts as a subject matter expert in development of clinical policies and procedures as requested. Identifies and participates in quality performance improvement activities.  Mentors colleagues, nurses, students and others as appropriate. Demonstrates leadership in nursing/clinical area through involvement in professional organizations.  Participates in strategic planning, ad hoc projects and educational activities as assigned for the department (may include inter-professional initiatives). Communicates effectively with colleagues across SSHS to advance goal achievement and promote lifelong learning.  Demonstrates responsibility for reporting to licensing, certification, accreditation, and other regulatory bodies for educational program compliance.  Accepts Committee and workgroup appointments and actively participates to affect change in patient care and the South Shore Health (SSH) system.  Consistently prioritizes tasks effectively and ensures deadlines are met.

Required additional Knowledge, and Abilities

• A strong understanding of adult learning principles and practices.
• Excellent coaching and mentoring skills.
• A desire for lifetime learning and application of evidence-based practice
• Analytical abilities to determine nursing professional development needs.
• Ability to track trends for future learning needs and opportunities.
• Expertise in measuring results or data and assessing learning outcomes
• Flexibility to adapt or change learning strategies based on outcomes.
• Broad knowledge of education providers and opportunities.
• Excellent communication skills. Strong public speaking skills.
• Strong management skills, including the ability to adapt when balancing different priorities among various stakeholders.
• Ability to follow the educational planning process recommend by American Nursing Credentialing Center (ANCC) and the Board of Registration in Nursing (BORN)
• Supports educational initiatives at the division and system level
• Responsible to lead or co-lead comprehensive programming for all new and existing colleagues within the Nursing Division (e.g. orientation, skills days, general assistance)

Minimum Education - Preferred

BSN in Nursing; Master’s degree strongly preferred

Professional Certification preferred.

Minimum Work Experience

Three to five (3-5) years of progressively responsible nursing experience relative to the designated clinical services preferred.

Strong computer skills required.

Required Licenses / Registrations

RN - Registered Nurse

Required Classes/Skills -

Certifications are determined by division and may include:

• BLS- Basic Life Support
• ACLS– Advanced Cardiac Life Support
• NRP-Neonatal Resuscitation Program
• PALS- Pediatric Advanced Life Support
• TNCC- Trauma Nurse Core Course

 Instructor level certification required for certain divisions and may include

 (but not limited to):

• AHA BLS instructor
• AHA ACLS instructor

Achieving Professional Certification is an expectation once eligibility criteria are met.

Belonging to a professional organization is strongly encouraged.