Director - Laboratory - Full Time - Paris Regional Medical Center : Job Details

Job Summary: Responsible for administrative direction: interviewing, hiring, orienting, in-services, performance evaluations and termination of employment. Manages and directs the department's administrative and financial functions. Performs all aspects of patient care in an environment that optimizes patient safety and reduces the likelihood of medical/health care errors. Addresses complaints regarding Clinical Laboratory functions and works with supervisors to resolve the complaints. Assists with care and maintenance of department equipment and supplies; develops an inventory system; oversees cost control measures in the utilization of department supplies, materials, equipment and personnel. Establishes and monitors criteria for the immediate notification of the practitioner responsible for the patient, when critical limits of specified test results are exceeded; implements corrective actions as required. Regulatory Requirements:

• Bachelor of Science Degree in Medical Technology, Biology, Chemistry or Physical Sciences.

• MT (ASCP) preferred.

• Minimum of three (3) years managerial experience in the clinical laboratory of an acute care hospital (in non-waived testing).

• Masters degree in public health, hospital administration or business administration preferred.

• Prefer experience with regulatory and accreditation of laboratory operations.

Language Skills:

• Ability to read and communicate effectively in English.
• Additional languages preferred.

Skills:

• Basic computer knowledge.

Physical Demands:

• For physical demands of position, including vision, hearing, repetitive motion and environment, see following description.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position without compromising patient care

#zr Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)