JOB DESCRIPTION FOR JOB TITLE:



|Histocompatability Lab Supervisor |

|Job Code: 532002 |FLSA Status: Exempt |Mgt. Approval: K. Meuer |Date: 10.2018 |

|Department: Histocompatability |HR Approval: K. Sawyer |Date: 10.2018 |

|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. The position serves as the General Supervisor as required for CLIA high complexity |

|testing and mandated by relevant accrediting agencies including ASHI, UNOS, and the NMDP. |

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|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 UWs transplant program. |

|MAJOR RESPONSIBILITIES |

| |

|Operations: |

|Ensure timely performance and accurate reporting of all diagnostic testing on a 24/7/365 schedule. |

|Provide final review of all lab testing on behalf of the Director; |

|Serve as principal contact and provide technical and operational expertise to client clinical programs; |

|Provide on-call support for 24/7/365 testing including sharing in on-call support as needed. |

|Successfully execute all responsibilities of General Supervisor as required by CLIA for high complexity testing. |

|Under the direction of the Director, oversees the validation and implementation of new technologies and diagnostic tests. |

|Manage LIS and EMR projects and initiatives; Serve as liaison with software vendors and UW IT resources. Own LIS project planning and coordinate resources to ensure |

|objectives and timelines are archived. |

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|Personnel: |

|Maintain high level of staff training and competency, scheduling, performance management, employee engagement; |

|Recruit and retain a high performing workforce. |

|Primary responsibility for professional development of staff; serve as a primary expert resource for staff education. |

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|Regulatory: |

|Oversee and maintain Regulatory Compliance with multiple regulatory agencies (ASHI, UNOS, NMDP) |

|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 |

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|Quality |

|Reviews employee competencies, review proficiency testing, and other quality activities |

|Listens to customer feedback for improvement of laboratory services |

|Works with Manager to support strategic planning of department |

|Participates in service team meetings, and attends department related meetings as needed |

|Maintain accurate laboratory standard operating procedures |

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|Resource Utilization and Planning |

|Manages all lab resources to ensure that they are utilized in a manner consistent with lab goals and priorities. |

|Ensures lab has adequate staffing, equipment, and reagents to operate at a high level of quality |

|Work with Manager and Director to plan resources to ensure future needs are met. |

|Collaborate with Manager on value management initiatives |

|Listens to customer feedback for improvement of laboratory services |

|Works with Manager to support strategic planning of department |

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|Program Development |

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

|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. |

| |

|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 |Three (3) 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 |Five (5) years of experience, including management and/or leadership experience. |

|Licenses & Certifications |Minimum | |

| |Preferred |Certified Histocompatibility Technologist (CHT) or Certified Histocompatibility Specialist (CHS) certification|

|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 to 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. |

|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) | |Adolescent (13 – 19 years) |

| |Toddlers (1 – 3 years) | |Young Adult (20 – 40 years) |

| |Preschool (4 – 5 years) | |Middle Adult (41 – 65 years) |

| |School Age (6 – 12 years) | |Older Adult (Over 65 years) |

|JOB FUNCTIONS |

|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 |

|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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