JOB DESCRIPTION FOR JOB TITLE:



|Histocompatability Lab Supervisor |

|Job Code: 532002 |FLSA Status: Exempt |Mgt. Approval: M Roberts |Date: April 2022 |

|Department: Organ Acq - Histocompatibility |HR Approval: A Phelps Revolinski |Date: April 2022 |

|JOB SUMMARY |

| |

|The Histocompatability Lab Supervisor is responsible for the day-to-day operation of the HLA Laboratory to maintain high level of diagnostic and consultative services |

|required to support of UW Transplant programs as well as non-transplant testing. This position serves as the General Supervisor as required for CLIA high complexity |

|testing and ensures the adherence of the standards and regulations of the following agencies but not limited to ASHI, NMDP, NKR, CLIA, and UNOS. In addition, the HLA |

|lab remains CAP ready. |

| |

|Under the direction of the Manager and Faculty Director of the HLA Laboratory, this position is responsible for all operational areas of HLA diagnostic testing, |

|including compliance with regulatory standards, test interpretation and reporting, personnel management and competency, regulatory and quality assurance, implementation|

|of new technologies, and resource management. The Supervisor works closely and coordinates with multiple clinical and operational stakeholders in the Transplant Service|

|line and is expected to support the service and academic mission of UW Health's Transplant program. |

|MAJOR RESPONSIBILITIES |

| |

|Personnel: |

|Initiate human resources actions, including hiring, interviews, promotions, discharges, and leaves of absence. |

|Handle disciplinary and other work-related problems, including resolving informal grievances and work complaints. Brings all work-related problems to the attention of |

|the Manager as needed |

|Provides leadership, support, and oversight for supervisor. Directs the activities of supervisor in the program and hold supervisor accountable for meeting the |

|requirements of their position description. |

|Monitor employee competency and compliance with policy, procedure, and standards. Review performance with each employee at least annually. |

|Supervise the development and implementation of appropriate in-service training programs as laboratory procedures, methods, and policies are added or changed. Document|

|training of all employees. |

|Supervise the development and implementation of an appropriate continuing education program for the technical staff and/or arrange for participation in external |

|continuing education. To be in compliance with ASHI standards, ensure all staff achieve appropriate amount of continuing education in a year. |

|Maintain personnel records, including documentation for each employee that includes education, work experience, performance evaluations, training, competencies, etc. as|

|required for regulatory and accreditation purposes. |

|Participate in teaching and scheduling of learners such as residents or students as appropriate. |

|Models and supports the performance standards and hold employees accountable for same. |

|Maintain accurate position descriptions for all employees. |

|Maintains accurate payroll records. Frequently reviews requests, monitors overtime, and addresses issues within the payroll system. |

|Reviews and approves time off requests in fair and timely fashion. Creates and monitors both bench and call schedules and makes sure staffing levels and coverage are |

|appropriate for both. |

|Bring employee engagement and work environment issues to the team for discussion on possible improvements. |

|Conduct staff meetings and disseminate information that is appropriate. |

| |

|Operational: |

|Monitor’s laboratory day-to-day processes to ensure acceptable levels of analytic performance are maintained, including review quality control, instrument, and |

|equipment maintenance, and other quality assurance to meet regulatory requirements. |

|Serve as the technical resource to staff during working and non-working hours. Must be accessible to testing personnel at all times testing is performed to provide |

|onsite or remote consultation to resolve technical problems. Also participates in on-call support as needed. |

|Communicates and meets with physicians/investigators, nurses, donor coordinators, internal and external testing laboratories and /or transplant facilities to provide |

|timely and quality patient care. |

|Participates in the analysis, troubleshooting, review, and sign-off of results. Must become proficient in all systems, but not limited to, Healthlink, Histotrac, |

|Fusion, NGSEngine, Suretyper, Onbase, UNOS, and NMDP databases. |

|Participates in the writing of SOPs. Also reviews and approves written SOPs by other staff. Examines for their completeness and accuracy and assists in implementation. |

|Ensures checklists and/or logs are completed for required activities for all shifts. |

|Oversee that proper inventory and purchasing protocols are in place so that all resources are readily available to meet testing demands of the department. |

|Ensure evaluation and validation of new methods, reagents, supplies, and instrumentation is carried out appropriately |

|Participates in Test Cost Analysis activities and planning of new Test code builds and implementation. |

|Participate in the planning and coordination of changes in the LIS, identifying enhancements and ensuring validation of updated components. |

|Works with Manager to support strategic planning of department |

|Regulatory: |

|Maintain sufficient and current knowledge of technical procedures, policies and applicability of respective regulations and standards set by accreditation and |

|regulation agencies including but not limited to CLIA, ASHI, UNOS, NMDP, and NKR. In addition, remaining CAP ready. |

|Monitor relevant accrediting agencies for changes or potential changes in practice standards |

|Have primary responsibility for preparation and submission of accreditation materials |

|Ensure lab preparedness for on-site inspections; schedule and organize on-site inspections |

|Program and Professional Development |

|Partner with internal stakeholders to support new initiatives for patient care |

|Work to increase the national visibility of the UW HLA Laboratory and transplant program through participation in national professional activities and support of |

|research initiatives. |

|Participate in continuing education activities that develop skills in leadership, management, and technical skills related to the laboratory profession. |

|Network through professional organizations. |

|Provide support and resources for research that enhances the reputation of UW Health Transplant Center Histocompatibility Laboratory. |

| |

|ALL DUTIES AND REQUIREMENTS MUST BE PERFORMED CONSISTENT WITH THE UW HEALTH PERFORMANCE STANDARDS. |

|JOB REQUIREMENTS |

|Education |Minimum |Bachelor’s degree in a chemical, physical, biological, or clinical laboratory science, or medical technology. |

| |Preferred |Master’s degree in Health Administration, Business Administration or Lab related technical area |

|Work Experience |Minimum |Two (2) years of experience in human immunogenetics, human histocompatibility and/or human transplantation immunology|

| | |testing under the supervision of a director of an ASHI accredited laboratory. |

| |Preferred |Previous lead/supervisory experience in a clinical lab. |

|Licenses & Certifications |Minimum | |

| |Preferred |American Society for Clinical Pathology registered as Medical Laboratory Scientist, Medical Technologist, Medical |

| | |Laboratory Technician, Cytotechnologist, Specialist in Cytotechnology, Histotechnician, Histotechnologist, |

| | |Technologist in Blood Bank, Specialist in Blood Bank, Phlebotomist, Diplomate in Laboratory Management |

| | |Certified Histocompatibility Technologist or Certified Histocompatibility Specialist |

|Required Skills, Knowledge, and Abilities |High level of knowledge and understanding of HLA genetics, biology, serology and transplant immunology commensurate |

| |with requirements for Director delegation of interpretive responsibilities. |

| |Effective leadership abilities and emotional intelligence |

| |Strong interpersonal skills |

| |Ability to manage change in an effective and constructive manner |

| |Ability to deal with conflict management and the skill to anticipate and bring issues to resolution. |

| |Effective analytical skills required to address unique and complex situations |

| |Effective communication skills both in written and verbal presentation with a communication style that is open and |

| |fosters trust, credibility and understanding. Candidate is a good listener and will follow through |

| |Strong commitment to team and sense of mission. |

| |Knowledge of TJC, CAP, ASHI, UNOS, NMDP, NKR, and CLIA regulations related to work area |

|PHYSICAL REQUIREMENTS |

|Indicate the appropriate physical requirements of this job in the course of a shift. Note: reasonable accommodations may be made available for individuals with |

|disabilities to perform the essential functions of this position. |

|Physical Demand Level |Occasional |Frequent |Constant |

| |Up to 33% of the time |34%-66% of the time |67%-100% of the time |

|X |Sedentary: Ability to lift up to 10 pounds maximum and occasionally |Up to 10# |Negligible |Negligible |

| |lifting and/or carrying such articles as dockets, ledgers and small | | | |

| |tools. Although a sedentary job is defined as one, which involves | | | |

| |sitting, a certain amount of walking and standing is often necessary | | | |

| |in carrying out job duties. Jobs are sedentary if walking and | | | |

| |standing are required only occasionally and other sedentary criteria | | | |

| |are met. | | | |

| |Light: Ability to lift up to 10 pounds maximum and occasionally |Up to 20# |Up to 10# or requires |Negligible or constant |

| |lifting and/or carrying such articles as dockets, ledgers and small | |significant walking or |push/pull of items of |

| |tools. Although a sedentary job is defined as one, which involves | |standing, or requires |negligible weight |

| |sitting, a certain amount of walking and standing is often necessary | |pushing/pulling of arm/leg | |

| |in carrying out job duties. Jobs are sedentary if walking and | |controls | |

| |standing are required only occasionally and other sedentary criteria | | | |

| |are met. | | | |

| |Medium: Ability to lift up to 50 pounds maximum with frequent |20-50# |10-25# |Negligible-10# |

| |lifting/and or carrying objects weighing up to 25 pounds. | | | |

| |Heavy: Ability to lift up to 100 pounds maximum with frequent lifting |50-100# |25-50# |10-20# |

| |and/or carrying objects weighing up to 50 pounds. | | | |

| |Very Heavy: Ability to lift over 100 pounds with frequent lifting |Over 100# |Over 50# |Over 20# |

| |and/or carrying objects weighing over 50 pounds. | | | |

|List any other physical requirements or bona fide occupational qualifications:| |

Note: The purpose of this document is to describe the general nature and level of work performed by personnel so classified; it is not intended to serve as an inclusive list of all responsibilities associated with this position.

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