Schedule:
Part time – 20-35 hours/week, benefit eligible
Shift:
Weekly Work Schedule:
Variable - All Shifts Available.
Job Information
Exemption Status: Non-Exempt
A Brief Overview
As identified in the Kansas State Nurse Practice Act & Joint Commission regulations, provide patient care under the direct supervision of a Registered Nurse (RN). The RN care manager validates the work of the LPN.
The delivery of professional nursing care at Stormont Vail Health is guided by Jean Watson's Theory of Human Caring and the theory of Shared governance, both of which are congruent with the mission, vision, and values of the organization.
Experience Qualifications
- Experience providing patient care. Preferred
- Experience in a hospital setting. Preferred
Skills and Abilities
- Demonstrates awareness of legal issues in all aspects of patient care and departmental functioning.
- Demonstrates knowledge of the Kansas State Nurse Practice Act and follows the statutes and regulations therein.
- Demonstrates awareness of legal issues in all aspects of patient care and departmental functioning. Strive to manage situations in a manner, which minimizes risk to the patient and the institution.
- Demonstrates self-directed learning and participation in continuing education to meet own professional development.
- Demonstrates appropriate delegation of tasks and duties in the direction and coordination of health care team members, patient care and department activities.
- Demonstrates effective communication methods and skills, utilizing appropriate reporting structures. Formulates positive working relationships with all health care customers and employees.
Licenses and Certifications
- Licensed Practical Nurse - KSBN Required
What you will do
- Performs physical assessments and collects patient data. Performs select psychomotor skills with competence.
- Documents all patient care provided in a timely, accurate, and concise manner. Reports all abnormal data to the RN.
- Follows the plan of care for patient populations. Responsible for reading and following interventions defines by the standards, patient care policies, and procedures selected by the RN. Collaborates with the RN.
- Provides direct patient care in terms of physical comfort, hygiene and psychological support.
- Administers specified medication, orally or by subcutaneous or intermuscular injection, and notes time and amount on patients’ charts. Administers IV medication if certification is completed.
- Performs efficiently in emergency patient situation.
- Participates actively in clinical education activities for department and Division of Patient Care Services, including orientation of new employees. Participates in development and attainment of department, Division of Patient Care Services and hospital goals.
- Adheres to Division of Patient Care Services staffing and scheduling practices.
Required for All Jobs
- Performs other duties as assigned
- Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
Patient Facing Options
- Position is Patient Facing
Remote Work Guidelines
- Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
- Stable access to electricity and a minimum of 25mb upload and internet speed.
- Dedicate full attention to the job duties and communication with others during working hours.
- Adhere to break and attendance schedules agreed upon with supervisor.
- Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.
Remote Work Capability
Scope
- No Supervisory Responsibility
- No Budget Responsibility
Physical Demands
- Balancing: Occasionally 1-3 Hours
- Carrying: Occasionally 1-3 Hours
- Climbing (Ladders): Rarely less than 1 hour
- Climbing (Stairs): Occasionally 1-3 Hours
- Crawling: Rarely less than 1 hour
- Crouching: Occasionally 1-3 Hours
- Driving (Automatic): Rarely less than 1 hour
- Driving (Standard): Rarely less than 1 hour
- Eye/Hand/Foot Coordination: Frequently 3-5 Hours
- Feeling: Frequently 3-5 Hours
- Grasping (Fine Motor): Frequently 3-5 Hours
- Grasping (Gross Hand): Frequently 3-5 Hours
- Handling: Frequently 3-5 Hours
- Hearing: Occasionally 1-3 Hours
- Kneeling: Rarely less than 1 hour
- Lifting: Occasionally 1-3 Hours up to 50 lbs
- Operate Foot Controls: Rarely less than 1 hour
- Pulling: Occasionally 1-3 Hours up to 25 lbs
- Pushing: Occasionally 1-3 Hours up to 25 lbs
- Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs
- Reaching (Overhead): Occasionally 1-3 Hours up to 25 lbs
- Repetitive Motions: Occasionally 1-3 Hours
- Sitting: Occasionally 1-3 Hours
- Standing: Occasionally 1-3 Hours
- Stooping: Occasionally 1-3 Hours
- Talking: Occasionally 1-3 Hours
- Walking: Occasionally 1-3 Hours
Working Conditions
- Burn: Rarely less than 1 hour
- Chemical: Occasionally 1-3 Hours
- Combative Patients: Occasionally 1-3 Hours
- Dusts: Rarely less than 1 hour
- Electrical: Rarely less than 1 hour
- Explosive: Rarely less than 1 hour
- Extreme Temperatures: Rarely less than 1 hour
- Infectious Diseases: Occasionally 1-3 Hours
- Mechanical: Rarely less than 1 hour
- Needle Stick: Occasionally 1-3 Hours
- Noise/Sounds: Occasionally 1-3 Hours
- Other Atmospheric Conditions: Rarely less than 1 hour
- Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour
- Radiant Energy: Rarely less than 1 hour
- Risk of Exposure to Blood and Body Fluids: Occasionally 1-3 Hours
- Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour
- Hazards (other): Rarely less than 1 hour
- Vibration: Rarely less than 1 hour
- Wet and/or Humid: Rarely less than 1 hour
Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.
