Infection Prevention And Control Data Analyst
Provides support to the Infection Prevention and Control (IPC) and Quality Improvement programs through consistent gathering and entering of accurate, timely and relevant data, as well as assessment, communication and audit of information and practices.
Education Qualifications :
- Associate's Degree Required
- Bachelor's Degree Preferred
Experience Qualifications :
2 years Data entry and reporting experience. RequiredExperience in health care. RequiredSkills and Abilities :
Proficient experience with analytics and graphical software required (including Word, Excel and Powerpoint). (Required proficiency)Must be able to express or exchange ideas by means of the spoken and written word. (Required proficiency)Comprehends medical terminology. (Required proficiency)What you will do :
Enter data specific to registry and other data bases for regulatory requirements.Collaborate with Infection Preventionists and Quality Improvement Specialists to analyze and identify gaps through the data entry process.Formulate data into dashboards and scorecards for distribution throughout the organization.Complete pre-op and post-op phone assessment surveys, document in the registry and communicate all pertinent findings to the project owners.Use organizationally supported performance improvement tools to assist with finding root cause analysis for quality improvement efforts and infection prevention strategies.Abstraction of quality metrics by following specific guidelines to entail accurate and consistent reporting for internal and external agencies.Consistently demonstrates teamwork skills through appropriate and timely communication, feedback, consensus building, effective listening and willingness to learn.Required for All Jobs :
Complies with all policies, standards, mandatory training and requirements of Stormont Vail HealthPerforms other duties as assignedPatient Facing Options :
Position is Not Patient FacingRemote Work Guidelines :
Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.Stable access to electricity and a minimum of 25mb upload and internet speed.Dedicate full attention to the job duties and communication with others during working hours.Adhere to break and attendance schedules agreed upon with supervisor.Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.Remote Work Capability :
HybridScope :
No Supervisory ResponsibilityNo Budget ResponsibilityPhysical Demands :
Balancing : Occasionally 1-3 HoursCarrying : Occasionally 1-3 HoursClimbing (Stairs) : Rarely less than 1 hourCrawling : Rarely less than 1 hourCrouching : Rarely less than 1 hourDriving (Automatic) : Rarely less than 1 hourEye / Hand / Foot Coordination : Frequently 3-5 HoursFeeling : Occasionally 1-3 HoursGrasping (Fine Motor) : Occasionally 1-3 HoursGrasping (Gross Hand) : Occasionally 1-3 HoursHandling : Occasionally 1-3 HoursHearing : Frequently 3-5 HoursKneeling : Rarely less than 1 hourLifting : Occasionally 1-3 Hours up to 50 lbsPulling : Occasionally 1-3 Hours up to 50 lbsPushing : Occasionally 1-3 Hours up to 50 lbsReaching (Forward) : Occasionally 1-3 Hours up to 50 lbsReaching (Overhead) : Rarely less than 1 hour up to 50 lbsRepetitive Motions : Frequently 3-5 HoursSitting : Frequently 3-5 HoursStanding : Occasionally 1-3 HoursStooped : Rarely less than 1 hourTalking : Frequently 3-5 HoursWalking : Occasionally 1-3 HoursStormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications : race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.
