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Supervisor - Pastoral Care
This position coordinates dynamic spiritual leadership in the hospice program and is responsible for ensuring that the spiritual needs of hospice patients and their families are identified and met. The Supervisor provides or coordinates spiritual care counseling to hospice patients and their families. This position ensures integration of spiritual care into the work of the interdisciplinary patient care team. The incumbent leads ethical and spiritual consultative guidance to clinical staff. The Supervisor coordinates daily chaplain assignments and provides clinical supervision and mentorship to hospital chaplains and volunteers.
• Ensures appropriate assessment and follow up care of the spiritual care needs of hospice patients and families either by direct provision of care or assigning to appropriate chaplain.
• Coordinates hospice chaplain schedules, prioritizes and distributes work according to need, provides clinical supervision and input into performance evaluations. Leads regularly scheduled chaplain meetings to include timely distribution and education related to departmental and Ethics/Compliance information
• Accepts responsibility for all aspects of service provided by pastoral care staff/volunteers.
• Develops and implements quantitative and qualitative measures for evaluating the effectiveness of Chaplain interventions through regular patient chart auditing.
• Maintains quality management, performance and process improvement, and regulatory compliance activities of the hospice department.
• Represents the agency and hospice program at community educational and informational offerings through dynamic public presentations, education and collaborative efforts.
• Leads pastoral care volunteer recruitment and training activities in conjunction with hospice volunteer manager.
• Offers pastoral care consultation services for the community and staff of the Lifetime Healthcare Companies as needed or requested.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values and adhering to the Corporate Code of Conduct.
• Maintains high regard for patient privacy in accordance with the corporate privacy policies and procedures
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.
• Master’s degree from an accredited school in theology, divinity or pastoral studies with a minimum of three years of providing pastoral care counseling in a hospice program.
• Must be an Ordained minister recognized by the County’s Ecumenical agency and/or accreditation by the Association for Clinical Pastoral Education.
• Minimum of one year in a supervisory capacity.
• Thorough knowledge of end of life, death and bereavement issues.
• Working knowledge of a variety of religious beliefs and practices as they relate to illness and end of life care.
• Proficient use of electronic medical record documentation.
• Excellent time management skills.
• Ability to work effectively and collaboratively with a wide variety of staff and disciplines.
• Experienced public speaker.
In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.
Equal Opportunity Employer
We are an Equal Opportunity Employer.
Please view Equal Employment Opportunity Posters provided by OFCCP
We are an Equal Opportunity Employer, and as such affirm the right of every person to participate in all aspects of employment without regard to race, color, sex/gender, age, disability, religion, creed, citizenship status, national origin, veteran status, military status, marital status, familial status, domestic violence victim status, sexual orientation, gender identity, predisposing genetic characteristic, genetic information, or any other status protected under the law.
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.
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