Clinical Educator

Responsible for evaluating clinical compliance and quality including all aspects of clinical operations.  Oversee and coordinate local orientation and participate in the development and oversight of all recurrent continuing education training for clinical crew members within assigned area to achieve and maintain required competencies. Develop and assist with scenario and clinical content for new hires and recurrent clinical teammates.  Assists in mentoring clinicians that are placed on clinical education plans. Coordinate activities to achieve and maintain accreditation.  Participates in air medical research.  Assists with maintaining and improving clinical quality, clinical compliance, accreditation and successful reaccreditation.  Performs as clinical expert.   

• →New Employee Orientation: Lead orientation process, overseeing schedules, base assignments, and development of area-specific local protocols. Mentor orientees and preceptors while serving as a role model throughout the process. 
• →Work collaboratively with RCEM and RCD to assist in the oversight of new employees’ clinical preceptorship.
• →Collaborate with area RCEM and RCD in maintaining mutual resources for education available to all flight crews within the region to assist with maintaining and improving clinical quality.
• →Clinical Education Delivery: Teach and facilitate in simulation labs, invasive labs, and learning technology programs to assess and enhance clinical competencies for new hires and current staff.  
• →Compliance & Accreditation: Develop continuing education content and lead compliance initiatives to meet requirements of all accrediting, regulating, and credentialing agencies. 
• →Support the implementation of management decisions that affect air medical practice in the clinical area. Plan educational programming for new and changing programs of care. Assist in development of policies and procedures as requested to assist and maintaining clinical quality. 
• →Curriculum Development: Create simulation scenarios and learning technology content to address clinical competency needs and developmental stages. 
• →Performance Evaluation: Evaluate clinical teammate performance using evidence-based assessment frameworks, measurement instruments, and statistical analysis to drive continuous improvement. Seek consultation as needed.
• →Educational Needs Assessment: Collaborate with RCEM, RCD, and Director of Clinical Education to assess regional educational requirements including didactic training, clinical experience, certifications, specialty equipment, and specialized training for new and existing programs. 
• →Annual Competency & Equipment Training: Lead annual competency training, protocol testing, and initial training for new medical equipment and procedures. 
• →Clinical Standards Development: Collaborate with RCEM, Director of Clinical Education, RCD, and Medical Directors to develop and revise medical standards and clinical guidelines.
• →Assist with maintaining accreditation and successful reaccreditation.
• →Assist the RCEM with developing region-specific guidance for the Training Blueprint.
• →Accept committee and workgroup appointments and actively participate to affect change in patient care.
• →Other duties as assigned. 

This position has no supervisory responsibilities.           

• Regular scheduled attendance
• Indicate the percentage of time spent traveling (some travel includes Saturdays): Up to 75%

Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position.  All employees must follow Air Methods’ employment practices and policies.

To perform this job successfully, an individual must be able to perform each essential function satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

• Bachelor’s degree (BS/BA) or Bachelor’s degree in Nursing (BSN); and five or more years’ related experience and/or training; or equivalent combination of education and experience.
• Four or more years previous flight experience
• 2 years or more Education/instructor experience 

• Excellent written and verbal communication skills
• Strong interpersonal skills and a high degree of collaboration at all levels
• Ability to be a team player with a professional attitude
• Ability to multi-task efficiently, works in a fast paced environment on multiple projects and has a strong attention for detail
• Experience in high-fidelity simulation is preffered
• Specialty/subject matter expert in one or more areas: ventilation, airway management, mechanical circulatory devices, resuscitation, high-risk obstetrics, pediatrics, neonatal management.
• Ability to participate and rotate administrator on call for specialty equipment and high-risk patient populations. 
• Demonstrates skill in navigating and communicating in a complex environment. Fosters achievement across multiple disciplines of education/development goals and objectives. 
• Interacts with all disciplines in an ethical, consistent, fair, timely appropriate and decisive manner in accordance with organizational-wide policies. 

• Proficient with Microsoft Suite, including Word, Excel, PowerPoint and Outlook 
• Proficient in Smartsheet or other software as a service (SaaS)

• Meets qualifications of Flight Nurse of Flight Paramedic Specialty certification in compliance with CAMTS standards
• CFRN or FP-C required
• Must posses a minimum of 1 current instructor card (not limited to BLS, ACLS, PALS, NRP, PHTLS, ITLS, TNCC, TNATC, etc).
• Must obtain instructor status for all AHA required courses (BLS, ACLS, PALS) within 3 months of hire into position. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)