Total 1 Director/C-Level job vacancies in Hanscom AFB, Massachusetts

VA offers a comprehensive total rewards package. VHA Physician Total Rewards.

Work Schedule: Monday to Friday; 7:30am to 4:00pm
Recruitment Incentive (Sign-on Bonus): Not Authorized
Education Debt Reduction Program (Student Loan Repayment): Learn more.
EDRP Authorized: Former EDRP participants ineligible to apply for incentive. Contact V21CCOEEDRP@va.gov, the EDRP Coordinator for questions/assistance
Pay: Competitive salary, annual performance bonus, regular salary increases
Paid Time Off: 50-55 days of paid time off per year (26 days of annual leave, 13 days of sick leave, 11 paid Federal holidays per year and possible 5 day paid absence for CME)
Retirement: Traditional federal pension (5 years vesting) and federal 401K with up to 5% in contributions by VA
Insurance: Federal health/vision/dental/term life/long-term care (many federal insurance programs can be carried into retirement)
Licensure: 1 full and unrestricted license from any US State or territory
CME: Possible $1,000 per year reimbursement (must be full-time with board certification)
Malpractice: Free liability protection with tail coverage provided
Contract: No Physician Employment Contract and no significant restriction on moonlighting

This position reports directly to the Assistant Chief of Physical Medicine and Rehabilitation (PM&R) at the VA Northern California Healthcare System. The Pain Section Chief, Physical Medicine and Rehabilitation Service (PM&R), is responsible for the administrative supervision, management, and direction of the PM&R Pain programs, including the Interventional Pain and Chronic Pain programs.

The principal duties and responsibilities include, but are not limited to:

Administration:

• Leadership responsibilities: Organizing Pain section staff meetings, communication both down to staff, across to other Section Chiefs, and up to PM&R Leadership, as well as crafting congressional responses, heads up and issue briefs, when requested to do so by VHA PM&R Leadership.
• HR Management: Recruitment; updates on Functional Statements and Position Descriptions; physician salary management and pay panel documentation; and Focused and Ongoing Professional Practice Evaluation (FPPE) and Ongoing Professional Practice Evaluation (OPPE) on privileged staff.
• Staff Management: Retention to include performance appraisal (mid-year and yearend) OPPE (twice a year on each provider); rewards and recognition; promotions; disciplinary actions and grievances; training requirements (including Talent Management System capability); employee health requirements and Protected and Administrative Peer Reviews.
• Time and Leave Management: Tour of Duty assignment and documentation, including VISTA/VATAS approvals of leave, timecard certification, and approvals of clinic cancellations.
• Business Planning: Systems redesign; manage service DSS mapping (workload); staffing needs; capacity and demand analysis resource needs (i.e., equipment, IT, supplies, space, etc.) followed by oversight of preparation of the annual Service Business Plan to be presented to Senior Leadership.
• Clinical Management (direct and indirect patient care): Open encounter and consult management, provider productivity, CPRS documentation requirements, oversight of clinic scheduling and access, ensuring staff productivity, oversight of relevant performance measures, and development of the new focus on the IDES Program and Department of Defense Collaboration, Utilization, Quality, and Patient Safety oversight through process improvement (system redesign).
• Other duties as assigned by the Chief of PM&R.

• Patient Care: Practitioners are expected to provide patient care that is compassionate, appropriate, and effective for the promotion of health, prevention of illness, treatment of disease, and care at the end of life.
• Medical/Clinical Knowledge: Practitioners are expected to demonstrate knowledge of established and evolving biomedical, clinical and social sciences, and the application of their knowledge to patient care and the education of others.
• Clinical Judgment: To ensure practice-based learning and improvement, practitioners are expected to be able to use scientific evidence and methods to investigate, evaluate, and improve patient care.
• Interpersonal and Communication Skills: Practitioners are expected to demonstrate skills that enable them to establish and maintain professional relationships with patients, families, and other members of the health care team.
• Professionalism: Practitioners are expected to demonstrate behaviors that reflect a commitment to continuous professional development, ethical practice, understanding, and sensitivity to diversity, as well as a responsible attitude toward their patients and their profession.
• Systems-Based Practice: Practitioners are expected to demonstrate both an understanding of the contexts and systems in which health care is provided, and the ability to apply this knowledge to improve optimizing health care.