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Become A Chief Of Hospital Medicine

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Working As A Chief Of Hospital Medicine

  • Communicating with Supervisors, Peers, or Subordinates
  • Making Decisions and Solving Problems
  • Establishing and Maintaining Interpersonal Relationships
  • Evaluating Information to Determine Compliance with Standards
  • Developing and Building Teams
  • Deal with People

  • Unpleasant/Angry People

  • Mostly Sitting

  • Make Decisions

  • $94,500

    Average Salary

What Does A Chief Of Hospital Medicine Do At Virginia Commonwealth University

* Teaching
* Faculty member will have teaching responsibilities in the area of Adolescent Medicine.
* Faculty member will provide guidance and mentorship to Residents and Chief Residents in the area of Adolescent Medicine.
* Research
* Service
* Faculty member will serve on departmental or School of Medicine level committees when appropriate, as well as professional through journal review, conference presentations, etc.
* Clinical
* Faculty member will provide oversight for clinical activities of the division of Adolescent Medicine in support of the clinical mission of CHoR of VCU Healthsystem.
* Other (for instance administrative duties, etc.)
* Faculty member will take on administrative duties associated with the role of Division Chief

What Does A Chief Of Hospital Medicine Do At Catholic Health Initiatives

* Demonstrates a commitment to service, organization values and professionalism through appropriate conduct and demeanor at all times.
* Adheres to and exhibits our **core values** :
* Reverence_** : Having a profound spirit of awe and respect for all creation, shaping relationships to self, to one another and to God and acknowledging that we hold in trust all that has been given to us.
* Integrity:_
* Moral wholeness, soundness, uprightness, honesty and sincerity as a basis of trustworthiness.
* Compassion:_
* Feeling with others, being one with others in their sorrows and joys, rooted in the sense of solidarity as members of the human community.
* Excellence:_
* Outstanding achievement, merit, virtue; continually surpassing standards to achieve/maintain quality.
* Maintains confidentiality and protects sensitive data at all times.
* Adheres to organizational and department specific safety standards and guidelines.
* Works collaboratively and supports efforts of team members.
* Demonstrates exceptional customer service and interacts effectively with physicians, patients, residents, visitors, staff and the broader health care community.
* Catholic Health Initiatives and its_ organizations are Equal Opportunity Employers
* Job
* Advanced Practice Clinician
* Primary Location
* NEBRASKA-OMAHA
* Daily Schedule
* Nights
* Scheduled Hours per 2-week Pay Period
*

What Does A Chief Of Hospital Medicine Do At Ascension Health

* Catholic Ministry Strategic Leadership:
* Insures the ongoing maturation of Catholic Identity within the ministry market and its actions through formal use of the Catholic Identity Matrix.
* Collaborates with executives and other leaders to integrate and steward ministry identity within all facets of strategic, operational and cultural activities and decision-making by identifying the theological, ecclesial, moral/ethical and social justice implications (e.g.
* Integrated Strategic Operational Finance Plan).
* Strategically anticipates, identifies and integrates the social teaching of the Church, ethical and moral considerations and commitments of the Subsidiary’s decision-making and action.
* Contributes to the assessment of acquisitions, affiliations and partnerships related to Catholic ministry identity, Values and cultural compatibility.
* Fosters a culture of ongoing discernment, identifying decisions appropriate for the formal use of the Organizational Ethics Discernment Process and engages stakeholders in planning for this process and its facilitation.
* In Ascension Healthcare Subsidiaries supports and resources the Ministry Market Executive and other senior executive leaders in fostering ongoing collegial relationships and regular communications and meetings with the local Diocesan Ordinary or his delegate and other diocesan leaders, accurately identifying topics that should be brought to their attention.
* Mission Integration Ministry-wide Function Leadership:
* Defines and establishes strategic direction, priorities, accountabilities, and ongoing quality improvement related to the Centers of Expertise of Mission Integration as a ministry-wide function in collaboration and alignment with the Ascension Mission Integration Ministry-wide Function and its national Centers of Expertise.
* Uses Mission Integration strategic accountability processes such as the Catholic Identity Matrix, the Integral Model for Workplace Spirituality; Formation Planning, the Organizational Ethics Discernment Process; Striving for Excellence in Ethics, Striving for Excellence in Spiritual Care and other established methods to assist in ongoing organizational integration, strategic planning and maturation of Catholic ministry identity.
* Provides collaborative leadership with other Ministry-wide Functions and Subsidiaries to advance overall strategic direction, priorities and initiatives of Ascension.
* Mission-focused and Values
* Based, Ministry Identity Culture:
* Holds shared strategic ownership for Model Community, participates with, and seeks the expertise of, leaders in Human Resources, Communication, Advocacy, Talent Stewardship, Education and Organizational Development, and other groups in the ministry market to develop, deepen and fully realize a Model Community of inspired associates and organizational culture congruent with Ascension’s Catholic ministry identity, its Mission and Values.
* Holds shared leadership accountability for organizational development and change management efforts in ways that reflect Ministry identity, Values, Model Community and the Ascension culture to advance Ascension’s transformational Vision.
* SECONDARY FUNCTIONAL RESPONSIBILITIES/DUTIES
* Organizational Workplace Spirituality (OWS):
* Accountable for strategic assessment, planning and defining of priorities for workplace spirituality within the Subsidiary, assuring alignment and coordination of efforts with Ascension’s Mission Integration OWS Center of Expertise.
* Contributes to an organizational culture and environment in which all persons find meaning and purpose in work, to connect with their values and to find fulfillment and strength for their commitment to serve.
* Effectively promotes widespread use of the Integral Model for Workplace Spirituality as a tool for organizational assessment, visioning and planning how spirituality shapes and permeates all aspects of organizational life.
* Promotes a culture of diversity and inclusivity, inviting appreciation for different faith traditions, beliefs and cultures.
* Ongoing Ministry Formation:
* In collaboration and alignment with Ascension Mission Integration Formation COE and Subsidiary senior executive leadership defines a comprehensive direction, priorities and accountabilities for ongoing ministry formation which addresses leaders, providers, governance and associates.
* Ensures alignment and coordination of this center of expertise’s services for successful implementation across the Subsidiary.
* Positions organizationally the priority and accountability of ministry formation within the strategic priorities and direction of the Subsidiary.
* Fosters through ministry formation the deepening of the identity as a healing ministry of the Catholic Church, the understanding of the Church’s healing ministry which extends the ministry of Jesus as healer, the Catholic social tradition, solidarity with those most vulnerable and effected by poverty, virtuous servant leadership, theological and spiritual reflection, ethics and more.
* Ethics:
* Fosters shared responsibility to know and to apply the moral and social teaching of the Church, particularly as expressed in the Ethical and Religious Directives for Catholic Health Care, to the healing ministry in relation to clinical, organizational and business ethics.
* In collaboration and alignment with Ascension Mission Integration Ethics COE fosters ongoing education, development of policies, and review of organizational practices with Subsidiary governance members, leaders, providers and associates.
* In Ascension Healthcare Subsidiaries collaborates with the Director of the Ethics Center in strategic planning and assessment of ethics education, consultative services, assessment of acquisitions, affiliations and partnerships and support ecclesial relations.
* Spiritual Care:
* Leads ministry commitment to excellence in Spiritual Care as a hallmark of Ascension’s spiritually-centered, holistic care and the approach of Catholic healthcare to the care of the human person.
* Strategically guides the advancement of a system model for Spiritual Care, insuring its strategic place within care processes and delivery systems in support of person-centered care and fulfillment of spiritually-centered, holistic care.
* In collaboration and alignment with Ascension Mission Integration Spiritual Care COE identifies strategic priorities for spiritual care and their successful achievement.
* Solidarity:
* In collaboration and alignment with Ascension’s Advocacy Ministry-wide Function, supports Ascension’s identity, Mission and Values as a credible and effective influence in shaping local and national efforts to make healthcare affordable and accessible to those most in need.
* Provides thought partnership in analyzing and responding to public statements, positions and thought leadership related to public policies and legislative efforts consistent with Ascension’s Catholic ministry identity with particular attention to a commitment to solidarity with those who live in poverty and vulnerability.
* In collaboration and alignment with Ascension Mission Integration Solidarity COE promotes the ministry commitment to solidarity with those who live in poverty and therefore helps shape the culture of the ministry as welcoming and competent in serving those with great need and vulnerability.
* Provides strategic leadership in the establishment of all policies, processes and practices for assessing community health needs, implementation planning for Care of Persons Living in Poverty and Community Benefit, and the strategic positioning within the Integrated Strategic, Operational and Financial Plan its key priorities and initiatives.
* In collaboration with Finance, Strategy, and other key stakeholders ensures the establishment and implementation of processes and policies related to monitoring, evaluating and reporting on community benefit

What Does A Chief Of Hospital Medicine Do At Harvard Medical Faculty Physicians

* Chief of Service for Hospital Medicine
* Representation of Hospital Medicine group on various hospital and network-wide committees
* Participation in network-wide physician recruitment
* Partnering with key stakeholders throughout BID
* Plymouth and the BID-network on initiatives to improve care, patient experience, cost of care, etc

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How To Become A Chief Of Hospital Medicine

Most medical and health services managers have at least a bachelor’s degree before entering the field. However, master’s degrees are common and sometimes preferred by employers. Educational requirements vary by facility.

Education

Medical and health services managers typically need at least a bachelor’s degree to enter the occupation. However, master’s degrees are common and sometimes preferred by employers. Graduate programs often last between 2 and 3 years and may include up to 1 year of supervised administrative experience in a hospital or healthcare consulting setting.

Prospective medical and health services managers typically have a degree in health administration, health management, nursing, public health administration, or business administration. Degrees that focus on both management and healthcare combine business-related courses with courses in medical terminology, hospital organization, and health information systems. For example, a degree in health administration or health information management often includes courses in health services management, accounting and budgeting, human resources administration, strategic planning, law and ethics, health economics, and health information systems.

Work Experience in a Related Occupation

Many employers require prospective medical and health services managers to have some work experience in either an administrative or a clinical role in a hospital or other healthcare facility. For example, nursing home administrators usually have years of experience working as a registered nurse.

Others may begin their careers as medical records and health information technicians, administrative assistants, or financial clerks within a healthcare office.

Important Qualities

Analytical skills. Medical and health services managers must understand and follow current regulations and adapt to new laws.

Communication skills. These managers must effectively communicate policies and procedures with other health professionals and ensure their staff’s compliance with new laws and regulations.

Detail oriented. Medical and health services managers must pay attention to detail. They might be required to organize and maintain scheduling and billing information for very large facilities, such as hospitals.

Interpersonal skills. Medical and health services managers discuss staffing problems and patient information with other professionals, such as physicians and health insurance representatives.

Leadership skills. These managers are often responsible for finding creative solutions to staffing or other administrative problems. They must hire, train, motivate, and lead staff.

Technical skills. Medical and health services managers must stay up to date with advances in healthcare technology and data analytics. For example, they may need to use coding and classification software and electronic health record (EHR) systems as their facility adopts these technologies.

Licenses, Certifications, and Registrations

All states require licensure for nursing home administrators; requirements vary by state. In most states, these administrators must have a bachelor’s degree, complete a state-approved training program, and pass a national licensing exam. Some states also require applicants to pass a state-specific exam; others may require applicants to have previous work experience in a healthcare facility. Some states also require licensure for administrators in assisted-living facilities. For information on specific state-by-state licensure requirements, visit the National Association of Long Term Care Administrator Boards.

A license is typically not required in other areas of medical and health services management. However, some positions may require applicants to have a registered nurse or social worker license.

Although certification is not required, some managers choose to become certified. Certification is available in many areas of practice. For example, the Professional Association of Health Care Office Management offers certification in medical management, the American Health Information Management Association offers health information management certification, and the American College of Health Care Administrators offers the Certified Nursing Home Administrator and Certified Assisted Living Administrator distinctions.

Advancement

Medical and health services managers advance by moving into higher paying positions with more responsibility. Some health information managers, for example, can advance to become responsible for the entire hospital’s information systems. Other managers may advance to top executive positions within the organization.

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Chief Of Hospital Medicine jobs

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Real Chief Of Hospital Medicine Salaries

Job Title Company Location Start Date Salary
Hospital Medicine Pysician Tift County Hospital Authority Tifton, GA Aug 20, 2015 $240,000
Hospital Medicine Contractor Calcasieu Cameron Hospital Medicine Group, LLC Sulphur, LA Nov 16, 2015 $234,788
Hospital Medicine Trinity Regional Medical Center Fort Dodge, IA Jul 30, 2012 $200,000
Hospital Medicine Trinity Regional Medical Center Fort Dodge, IA Jul 13, 2012 $200,000
Instructor of Hospital Medicine/Hospitalist Wake Forest University Health Sciences Winston-Salem, NC Jul 01, 2015 $192,000
Instructor of Hospital Medicine/Hospitalist Wake Forest University Health Sciences Winston-Salem, NC Jun 20, 2015 $192,000
Instructor of Hospital Medicine/Hospitalist Wake Forest University Health Sciences Winston-Salem, NC Jun 20, 2016 $190,000
Instructor of Hospital Medicine/Instructor Wake Forest University Health Sciences Winston-Salem, NC Jul 01, 2015 $190,000
Instructor of Hospital Medicine Wake Forest University Health Sciences Winston-Salem, NC Jul 01, 2014 $190,000

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Top Skills for A Chief Of Hospital Medicine

SurgeryEmergencyTherapyAdmissionHistoriesPatientCareIDXAPNHospitalistCustomerServiceDiabetesMedicalRecordsHealthCarePublicHealthCPTPharmacyFamilyPracticeInternalMedicineMedicalStaffSquadronICDCVA

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Top Chief Of Hospital Medicine Skills

  1. Surgery
  2. Emergency
  3. Therapy
You can check out examples of real life uses of top skills on resumes here:
  • Rounded with organ transplant team daily and participated in activities designed to optimize patient therapy before and after organ transplant surgery.
  • -Assisted in emergency situations, including respiratory and cardiac arrest.
  • Provided psychotherapy and assessment to Base personnel and their families; provided aviation psychology support to the flight education training program.
  • -Transported equipment and supplies by picking-up requisitioned orders; delivering them to assigned treatment areas and patient care areas.
  • Look at EMR records online and key in IDX system for abstraction of billing.

Top Chief Of Hospital Medicine Employers

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