Job description for a Program Planner
The General Hospital is a public healthcare institution focused on enhancing patient quality and safety. The hospital focuses on delivering quality healthcare services to patients at cost-effective measures. The Hospital thus seeks to hire a Program Planner who will ensure the hospital’s services are profitable, and there is improved quality of healthcare services (Beck, Leider, Coronado & Harper, 2017). The Hospital expects a potential candidate for this position to provide solutions that optimize the hospital’s current assets. The candidate should also use evidence-based principle for planning and be capable of leveraging data analytics to facilitate critical decision-making for the hospital (VanVactor, 2015). The candidate must also document, analyze and keep track of the performance of the implemented programs to identify any conflict in resource requirements, change in schedule as well as the need for new approaches to help the General Hospital realize its goals.
We shall prefer a candidate who can solve critical problems by using their competent skills and knowledge of operations improvement. The candidate must also be willing and ready to work directly with the senior government healthcare managers and with the patients on special occasions to identify the essential need to give priority to producing efficient solutions (Isse & Wells, 2017). The candidate must also work with the senior healthcare facility managers and perform the activities such as gap analysis of the existing and potential workload. Project phasing to monitor the finishing time of each program and allocate available time for other programs and also perform estimated cost budgeting to identify the number of resources needed for every application.
The General Hospital invites all qualified candidates to post their resume cover letter and salary expectation via our career page at https://www.thegeneralhospital.careers.com.We advertise our job vacancies via the websites for jobs such as Indeed.com, Dice.com, Glassdoor.com, and LinkedIn.com. We prefer these websites because they are easily accessible by millions of people and we intend to hire the most competent candidate out of many potential candidates who will apply for this position. These websites allow the candidates to search for available jobs, visit the company’s career sites, and any other useful item for a job posting. The sites also encourage the candidates to fill in their resumes to enhance the possibility of matching competent candidates with the advertised job position. As an organization, we can sample out the resumes and shortlist competent candidates for the next step depending on their resume (VanVactor, 2015). We can, therefore, saves the time of conducting real-time or video conferencing interview with the candidates. Besides, The General Hospital is a public hospital, and we would like to give equal opportunity for every candidate to apply for the position.
The interview approach will be getting to know the competency level of the candidates. It will entail testing candidates’ skills, personal qualities and if they fit for the job (Kissack & Callahan, 2010). I would want to know how the candidates will utilize their skills and knowledge in the healthcare facility. I would also want to know the flaws of the candidates and how they can use their weaknesses for the benefit of the healthcare facility. The top three questions that I will ask will be as follows;
Law that governs the hiring process
I will abide by the legal rights of the candidate and ensure that I do not discriminate any applicant in any way like discriminating their gender, religion, disability or race.
Beck, A. J., Leider, J. P., Coronado, F., & Harper, E. (2017). State health agency and local health department workforce: identifying top development needs. American journal of public health, 107(9), 1418-1424.
Issel, L. M., & Wells, R. (2017). Health program planning and evaluation. Jones & Bartlett Learning.
Kissack, H. C., & Callahan, J. L. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4), 365-380.
VanVactor, J. D. (2015). Healthcare succession management are we ready?. International Journal of Public Leadership, 11(2), 107-122.