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Job #:
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135604
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Title:
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Hospice Manager
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Location:
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Salary Range:
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60.00
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Position:
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CASE MANAGER
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Description:
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Job Summary: The Hospice Manager manages one or more defined areas of nursing responsibilities. Has direct supervision of assigned staff and interdisciplinary collaboration. Accountable for providing a professional practice environment, promoting shared decision-making and professional autonomy. Provides clinical and administrative leadership and expertise in area of responsibility and within the organization as a whole. Decisions and actions are based on ethical principles. Has 24-hour accountability for assigned teams.
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Job Responsibilities: EF designates whether the responsibility is an “Essential Function” or not. See back page for details. % Time | EF* (Y/N) | Position Responsibilities | 50 | Y | Coordinates and conducts Hospice Interdisciplinary Team Meetings and Case Conferences. Covers Administrative on-call for Hospice. Conducts Chart Audit/Reviews and supervisory field visits of staff. Obtains/verifies orders that may include but are not limited to, Hospice orders, comfort medications, narcotics, etc.
| 20 | Y | Aligns clinical needs with employee skill sets and competence. Empowers staff to participate in decision-making. Drives recruitment process, selection, and retention. Oversees ongoing orientation, staff education and skills development.
| 10 | Y | Ensures the coordination of nursing services with other members of the hospice care team. Accepts organizational accountability for services provided.
| 10 | Y | Evaluates the quality, safety and appropriateness of care utilizing patient outcome data and takes appropriate action depending on results.
| 10 | Y | Develops, monitors and is accountable financial performance of the assigned departments. Advocates for and allocates available resources to promote efficient, effective, safe, and compassionate nursing care based on current standards of practice. Participate in Accrediting Surveys.
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Position Qualifications Required: Required Experience: | Three to five years of hospice or home care experience, two years of supervisory experience preferred
| Required Education: | BSN required. Excellent organizational and computer skills, demonstrate leadership skills, excellent customer focus skills. | Training / Certification / Licensure: | NJ licensure and CPR certification. | A Culture of WE
Expectations of our colleagues: | · Patient and Consumer Centric · Open Communication · Purposeful Leadership · Continuous Learning and Innovation · Inclusive Teamwork · Caring with Accountability |
Level of Supervision Received:
| Direct Supervision:The incumbent is assigned duties according to specific procedures. Work is checked frequently. There may be formal training to ensure knowledge of policies, procedures, and methods used. |
| General Supervision:The incumbent has assignments and objectives prescribed, but the method is seldom supervised or controlled while work is in progress. The employee is expected to plan the method and sequence of work using experience, judgment, and discretion. |
| Limited Supervision:The incumbent establishes procedures for attaining specific goals and objectives in a broad area of work. Only the final results of work done are typically reviewed. Incumbent typically develops procedures within the limits of established policy guidelines. | X | General Direction:The incumbent receives guidance in terms of broad goals and overall objectives, and is responsible for establishing the methods to attain them. Generally, the incumbent is in charge of an area of work, and typically formulates policy for the area, but does not necessarily have final authority for approving policy. |
Reports To: Supervisor Title | Location | Hospice Patient Care Administrator |
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Supervisory Responsibility: Title Supervised | # | Level of Supervision Given (see definitions above) | Final Authority to Hire / Terminate / Discipline (Y/N) | Completes Performance Evaluations (Y/N) | Plans and Assigns Work to Employees (Y/N) | Hospice RN |
| General Supervision | N | Y | Y | Scheduler |
| General Supervision | N | Y | Y | MSW |
| General Supervision | N | Y | Y | LPN |
| General Supervision | N | Y | Y | Hospice Aide |
| General Supervision | N | Y | Y | If additional reports, please explain briefly: |
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Budgetary Responsibility: Monitors and accountable for departmental budget |
Physical, Mental and Environmental Conditions:(Indicate the physical, mental and environmental conditions of the essential functions. Use these codes to complete this section: “F” for frequently (51%+ of the time); “R” for regularly (16-51% of the time); “O” for occasionally (2-15% of the time); “S” for seldom (<2% of the time))
Physical – In this position the employee must:
Frequency (F,R,O,S) | Condition |
| Frequency (F,R,O,S) | Condition |
| Frequency (F,R,O,S) | Condition | O | Bend |
| F | Sit |
| R | Climb | O | Squat |
| F | Stand |
| O | Kneel | R | Crawl |
| F | Walk |
| O | Push / Pull | F | Handle Objects -Manual Dexterity |
| F | Reach above shoulder level |
| F | Use fine finger movements | Other: |
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Must carry / lift loads of: (Please mark appropriate selection with an X.) | X | Light (up to 25 lbs.) |
| X | Moderate (25-50 lbs) |
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| Heavy (over 50 lbs.) |
Mental – In this position the employee must be able to:
Frequency (F,R,O,S) | Condition | Frequency (F,R,O,S) | Condition | F | Read and Comprehend | F | Write | F | Communicate Orally | F | Perform Calculations | F | Reason and Analyze | F | Make Visual Distinctions | Other: |
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Environmental – In this position the employee:
Frequency (F,R,O,S) | Condition | Frequency (F,R,O,S) | Condition | R | Is exposed to excessive noise | O | Operates motorized equipment | O | Is around moving machinery | O | Works in confined quarters | O | Is exposed to marked changes in temperature and/or humidity | F | Is exposed to dust, fumes, gases, radiation, microwave, chemicals (note below) | R | Is exposed to bloodborne pathogens / hazardous waste |
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| Other: |
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Identifying Essential Functions Definition / Criteria – Essential Function: Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. Please carefully examine to determine which functions are essential to performance. Factors to consider in determining if a function is essential include:
-Whether the reason the position exists is to perform that function. (If so, it would likely qualify as essential)
-The number of other employees available to perform the function or among whom the performance of the function can be distributed. (If the work could not be reallocated or redistributed because of insufficient staff or shifts in staffing demands caused by work cycles, the function and related tasks would probably be essential)
-The degree of expertise or skill required to perform the function. (If performance of the function and related activities require specialized skills or expertise, they would likely qualify as essential)
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Requirements:
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Job Type:
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Temporary
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Post Date:
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01/05/2026
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