JOB DESCRIPTION FOR JOB TITLE: - Home | UW Health
|Director Community Relations |
|Job Code: 113206 |FLSA Status: |
|Mgt. Approval: J. Robaidek Date: 8.2016 |HR Approval: K.Sawyer Date: 8.2016 |
|JOB SUMMARY |
|The Director of Community Relations develops community relations and local government strategies and is the principal representative for community and local government |
|activities of the UW Health system. |
| |
|The Director develops and maintains positive and meaningful relationships with local organizations and community leaders, the Director also manages community giving and|
|community benefit activities across the UW Health system. The Director works in collaboration with others to create a vision and plan under which to achieve community |
|health improvement. |
| |
|The role builds UW Health relationships with local elected officials and has responsibility for reviewing and monitoring local government plans and policies important |
|to UW Health. |
| |
|The Director works in partnership with UW Health Population Health to align community relations and local government affairs activities with population health |
|improvement and community health priorities. The role also works in strong collaboration with other UW Health community-facing staff most especially the Directors of |
|Community Partnerships and Pathways and Allied Health Education to develop and implement community relations and community health plans and outcomes. |
| |
|The Director serves in the Office of the UW Health CEO in order to effectively represent UW Health leadership and to work closely with philanthropy and other government|
|relations staff. This position encompasses both UW Health Wisconsin and Illinois based partners. |
|MAJOR RESPONSIBILITIES |
| |
|Community Relations Leader |
|Develop strategic community external relationships working in partnership with senior leadership and staff with community-facing, legislative, and philanthropic |
|responsibilities. |
|Advise on UW Health involvement in community activities. |
|Foster relationships with community groups and organizations. |
|Plan and execute outreach and appropriate participation in community and UW Health events. |
|Represent UW Health in select community activities, including serving on external boards of directors and committees representing UW Health. |
|Collaborate, coordinate and communicate with other UW Health leaders engaged in community-facing work to ensure aligned priorities and strategies. Including those of |
|the community health needs assessment and related implementation plan |
| |
|Community Service, Benefit and Giving Programs Leader |
|Develop, implement, manage and assess process for community giving. |
|Manage the community giving budget, provide financial oversight and communicate financial impact with senior leadership. |
|Advise senior leadership and other colleagues regarding community-related investments and activities. |
|Manage several annual internal initiatives including: community service awards, employee-directed giving, and charitable fund drives including the employee charitable |
|campaign. |
|Lead the execution of annual community benefit reporting across UW Health entities and work with stakeholders on alignment of activity to community needs. |
|Collaborate with UWSMPH’s community-facing programs and leaders |
| |
|Internal and External Liaison Related to Local Government |
|Consult with internal leaders on proposed county and municipal legislation that may affect their area of operations. Interact on behalf of UW Health when local |
|regulations will have a direct impact on the organization; this may take the form of initiating local action or responding to proposals which directly impact UW Health.|
|Serve as an advisor and expert on county and municipal governmental activities, local laws and politics to internal leaders. |
|With others, develop and support local policies that support UW Health (and UW Health collaborative) community and population health objectives |
|Serve as UW Health primary contact for county and municipal legislators and their staff. |
|Respond to inquiries and questions/concerns from members of the public dealing with local legislative and matters pertaining to UW Health. |
|Develop and maintain positive working relationships with county and municipal leaders and their staff. |
|Responsible for proactive interaction and communication with local, county, city and village government on behalf of UW Health. |
|Coordinate and facilitate staff and faculty activities with local governments. |
|As needed, manage others engaged to represent UW Health |
| |
|ALL DUTIES AND REQUIREMENTS MUST BE PERFORMED CONSISTENT WITH THE UW HEALTH PERFORMANCE STANDARDS. |
|JOB REQUIREMENTS |
|Education |Minimum |Bachelor’s Degree in related field |
| |Preferred |Master’s Degree in related field |
|Work Experience |Minimum |Five (5) years progressively responsible experience in municipal and county government relations and / or |
| | |community relations |
| |Preferred |Five (5) years progressively responsible non-partisan experience in Madison / Dane County WI and / or Rockford|
| | |IL community or government relations. |
| | |Experience in a large, complex healthcare organizational or integrated system. |
| | |Experience working with academic focused institutions. |
|Licenses & Certifications |Minimum | |
| |Preferred | |
|Required Skills, Knowledge, and Abilities |Detailed knowledge of municipal and county government relations, and the legislative process. |
| |Excellent in written and verbal communication and interpersonal skills. |
| |Demonstrated ability to develop and manage legislative communication and strategies in sensitive situations. |
| |Demonstrated leadership skills. |
| |Knowledge of diverse communities and cultures. |
| |Skill in fact-based analysis and decision-making. |
| |Knowledge and practice of best practices in areas of focus. |
| |Ability to independently organize and prioritize work. |
| |Able to deliver compelling positions while listening and being responsive to other’s needs. |
| |Demonstrated ability in being factual, objective, and unemotional in presenting opinions and recommendations. |
| |Ability to conduct self in a non-partisan manner in internal and external relationships. |
| |Ability to identify and analyze organizational needs and develop innovative solutions that translate into |
| |effective state legislative and regulatory relations. |
| |Ability to prioritize and organize work. |
| |Demonstrated customer service skills. |
| |Ability to interact with and work around people |
| |Ability to make judgments in demanding situations |
| |Track record of collaborative relationship-building in community. |
| |Knowledge of best practices in community relations, donations and grant-making, community benefit reporting, |
| |and community and population health |
| |Knowledge of equity and inclusion best practices and implementation |
| |Knowledge of social determinants of health models |
| |Ability to succeed in a very complex environment where decision-making may be diffuse and ambiguous. |
| |A high degree of professionalism and competency dealing with a variety of individuals and organizations |
|AGE SPECIFIC COMPETENCY (Clinical jobs only) |
|Identify age-specific competencies for direct and indirect patient care providers who regularly assess, manage and treat patients. |
|Instructions: Indicate the age groups of patients served either by direct or indirect patient care by checking the appropriate boxes below. Next, |
| |Infants (Birth – 11 months) |X |Adolescent (13 – 19 years) |
| |Toddlers (1 – 3 years) |X |Young Adult (20 – 40 years) |
| |Preschool (4 – 5 years) |X |Middle Adult (41 – 65 years) |
| |School Age (6 – 12 years) |X |Older Adult (Over 65 years) |
|JOB FUNCTION |
|Review the employee’s job description and identify each essential function that is performed differently based on the age group of the patient. |
| |
|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 |
| |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. | | | |
|X |Light: Ability to lift up to 20 pounds maximum with frequent lifting |Up to 20# |Up to 10# or requires |Negligible or constant |
| |and/or carrying of objects weighing up to 10 pounds. Even though the | |significant walking or |push/pull of items of |
| |weight lifted may only be a negligible amount, a job is in this | |standing, or requires |negligible weight |
| |category when it requires walking or standing to a significant degree.| |pushing/pulling of arm/leg | |
| | | |controls | |
| |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:| |
Work/Environmental: Moderate noise level consistent with an office environment, varied public event settings indoor and outdoor, frequent travel by car and foot..
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