CHOP is No. 1 on Forbes’ 2022 list of America’s Best Large Employers!
We are so proud to share that we are ranked No. 1 on Forbes’ 2022 list of America’s Best Large Employers. Our employees are the reason CHOP is such a great place to work, and they have navigated the uncertainties of the pandemic with strength, resilience and an unwavering commitment to our mission. Forbes article featuring our President and CEO Madeline Bell.
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At Children's Hospital of Philadelphia (CHOP), we help children grow and thrive — and we offer these same opportunities to the professionals who make up our team. CHOP is a unique work environment, with exceptional team members, supportive managers and state-of-the-art training. Our employees are all empowered to realize their well-defined goals, because we believe everyone makes a difference — it’s the very foundation on which our hospital is built.
This leadership role provides supervision inclusive of coaching, performance management, and ongoing professional development to an assigned staff grouping of Social Work Staff resulting in both individual and team performance improvement. In addition, this leader will also be responsible for supporting their respective direct reports by participating in patient/family care concerns which would include facilitating points of escalation within Social Work and across the enterprise/enterprise leadership. This leader will be accountable to serve as a participant and/or champion for selected departmental and institution-wide projects, committees and initiatives that advance professional practice, enhance collaboration with colleagues, and support improvements in the care and experience of children and families, and support enterprise-wide growth. The Social Work Manager role collaborates with the medical/clinical leadership across the environment(s) where Social Work professionals’ practice, supporting the following activities: on-boarding process/orientation of team employees; maintaining day to day operations, supporting direct care coverage as needed and evaluating clinical practice with a particular focus on quality and performance improvement.
CLINICAL SUPERVISION Through coaching and supervision of assigned staff ensures that standard social work, social work associate professionals and Community Health Workers execute within the following capacities:
Screen patients and/or caregivers within set timeframe for psychosocial needs.
Perform psychosocial assessment with patient and/or caregivers.
Share information regarding patient/caregiver situations with staff from community agencies and programs, as appropriate, in accordance with applicable confidentiality guidelines and relevant law.
Collaborate with care team members in planning for ongoing care with patient/caregivers and arranges for these services in a timely manner.
On-going evaluation of staffing model(s) ensuring equitable distribution of work/case load across the inpatient and outpatient unit(s) or practice(s)
Adhere to professional medical-legal reporting requirements, with examples of this practice to include timely documentation following intervention(s) with patient/family or care team members, capturing factual information from intervention(s) with patient/family or care team member
Incorporates professional standards of practice and regulatory requirements into care provided.
Provides supervision of staff as assigned, including clinical supervision, performance management and ongoing developmental coaching.
Holds self and others accountable for professional appearance and behaviors, promoting a positive image of social work staff.
Mentors others and holds them accountable to interact with patients/caregivers and colleagues with respect and dignity.
Mentors and holds staff accountable for actively participating in patient care rounds and other clinical forums for interdisciplinary collaboration, inclusive of contributing recommendations to the plan of care.
Utilize existing CHOP performance management systems
Adheres to principles of Family-Centered Care and diversity/inclusion
Supports others to meet annual requirements for professional and continuing mandatory education
Subscribes to and adheres to the NASW Code of Ethics
Recruits, orients and on boards new staff
Monitors special purpose accounts/finances that affect Supervisor’s staffing group, and follows protocol(s) for appropriate distribution of resources.
Work in concert with Social Work Leadership in the on-going evaluation and oversight of the SW Orientation Process
Assumes departmental leader on call duties in rotation.
Completes annual staff performance evaluations (including setting staff performance goals, conducting ongoing discussions with staff regarding performance and completing mid-year and annual reviews with staff). Accountable for developing high-performing staff and addressing performance issues promptly and appropriately with HR support. Utilizes patient satisfaction data, QI data, incident report data and other forms of feedback to improve care provided.
Responsible for managing on-going development of the Department of Social Work internal and external data/dashboard development. This includes partnership across the enterprise with IT and EPIC leaders, leveraging informatics capability to design and share performance and outcome metrics specific to department and in alignment with CHOP quality/satisfaction/clinical outcome goal(s).
Responsible for sharing identified data elements and reports with front line staff, creating departmental awareness of outcome and performance outcome(s) specific to SW practice and CHOP enterprise metrics.
Assures appropriate personnel are assigned to consistently meet patient care needs and effectively manage gaps in staffing.
Develops and utilizes creative staffing strategies to meet daily patient care needs and responds quickly and strategically to growth/change in the patient care population to meet patient/family care needs across the CHOP enterprise.
Works with unit leader partners and other stakeholders to address capacity management, patient flow challenges and complex discharge planning needs.
Immediately investigates patient/family complaints and provides prompt feedback, partnering with the Patient Relations/Feedback Operations Management; mentor and actively participate in creating plan(s) of communication/feedback and interaction(s) on behalf of Social Work, across the clinical and administrative teams gathered to address patient and family complaint/grievance activity.
Works with unit leadership and direct report’s peers to assure annual competency assessment.
Responsible to manage all personnel and financial management systems as assigned (STAR, CHOPONE, and Annual Budget).
Responsible stewards of Department and Hospital resources, through budget planning and utilizing financial tools (KREG, KRONOS, Allscripts) to review and manage financial resources for the department.
Oversees/leads front line SW staff to utilize emergency/resource fund(s) per responsible utilization guidelines
Required Education & Experience
Master’s Degree in Social Work
Five (5) years minimum experience in a health system
Supervising students/staff; working knowledge of data systems
Additional Technical Requirements
Excellent communication skills
Ability to forge successful collaborations with patients, families, staff, leaders and physicians at all levels within the Hospital and across the Care Network.
Excellent organizational skills and experience in managing an institutional function requiring systems thinking in a complex, fast-paced environment.
Experience managing confidential and highly sensitive information and situations in which the parties involved may be angry and or resistant to suggestions for follow-up.
Demonstrated track record of professionally managing competing priorities within a fast-paced setting
Proficient in MS Office software applications
Knowledge of basic data management and computer skills essential; EPIC
To carry out its mission, it is of critical importance for the Children’s Hospital of Philadelphia (CHOP) to keep our patients, families and workforce safe and healthy and to support the health of our global community. In keeping with this, CHOP has mandated all workforce members on site at any CHOP location for any portion of their time be vaccinated for COVID-19. This mandate also applies to workforce members performing work for CHOP at non-CHOP locations. The CHOP COVID-19 vaccine mandate is in alignment with applicable local, state and federal mandates.
CHOP also requires all workforce members who work in patient care buildings or who provide patient care to receive an annual influenza vaccine. Employees may request exemption consideration for CHOP vaccine requirements for valid religious and medical reasons.
Please note start dates may be delayed until candidates are fully immunized or valid exemption requests are reviewed. In addition, candidates other than those in positions with regularly scheduled hours in New Jersey, must attest to not using tobacco products.