Maintenance Supervisor

Job Title: Maintenance Supervisor

Department: Plant Operations

PART I: POSITION OVERVIEW 

Position Summary:

Responsible for directing maintenance, facility security, and safety, including, but not limited to: the monitoring and updating of maintenance policy and procedure manuals according to the guidelines set by the State Department of Health, Infection Control, and OSHA. Maintain a schedule that provides adequate coverage within the maintenance department. Other responsibilities include: budget; general orientation of the maintenance department; responsible for direction or assistance in repairs of all building mechanical equipment and systems, constructional, electrical, plumbing, telecommunications, fixtures and furnishings, remodeling projects and ground maintenance; daily, monthly, quarterly and yearly inspections, provide training for the maintenance department personnel according to job description; monitor time studies, ordering of supplies and inventory; creating and submitting bids for supplies and repairs; and active in facility committees.

Education/Experience:

Minimum of 3 years management experience. High school diploma or GED equivalent. HVAC / Management experience preferred

Required Credentials (Licensure, Certification, or Registration):

Must have a valid South Dakota drivers’ license.

Employment Variables:

Work hours include day shift and occasional weekends and holidays. May be required to be on call specified weekends and/or evenings. Rubella titer will be drawn initially as well as TB skin testing upon hire and immunization required if no past exposure or indication of immunization. Required to wear name tag provided by Winner Regional Healthcare Center and to dress in a professional manner.

Job Knowledge and Skills:

Ability to read, write, speak and understand the English language. Excellent oral and written communication skills. Ability to deal with people in a professional manner. Understanding of engineering specifications, blueprints and familiarity with federal and state inspection procedures. Knowledge of current federal, state and local codes. Working knowledge of compressors, generators, circulating pumps, chillers, laundry equipment, kitchen equipment, life support systems and communication systems. Ability to operate a variety of tools. Proficiency in recognizing and analyzing problems, performing supervisory duties and developing policies and procedures. Working knowledge of alarm systems and ability to operate the computer building management system. Should be proficient in mechanical, electrical, plumbing, repairs. Needs basic computer skill.

Direct Supervisor:

Chief Executive Officer

PART II: CODE OF CONDUCT

Honesty

We will do the right thing at all times, even if it is difficult, maintaining strong, ethical practices. We protect the confidentiality of others, including patients, staff and the facility as a whole. We will take responsibility for our actions.

Expertise

We will demonstrate superior judgment, training and skill, at all times, demonstrating professionalism while doing so. We will perform all aspects of our job to the best of our ability, utilizing all resources and tools available.

Approachability  

We will be non-judgmental, friendly, and open and willing to listen to everyone we come into contact with while performing our duties. We are humble and learn from others.

Respect

We will be understanding and sensitive to others’ feelings; caring and responding in a manner that sets them at ease, keeping the situation in perspective without minimizing others’ feelings or reactions. We will listen to others with full attention in a sincere, civil fashion, being careful not to be judgmental of the speaker. We maintain composure when facing conflict and avoid jumping to conclusions and defaming another’s name.

Teamwork

We willingly work together with a common approach, trusting and supporting members of our organization, using our skills and resources, sharing information to achieve a common aim.

PART III. STANDARDS OF CONDUCT FOR LEADERS

Accountability

• Build meaningful teams and promote staff involvement. 
• Respond to employee and/or customer concerns in a timely manner. 
• Leaders or designee will be available during business hours Monday-Friday. 
• Develop and manage department budget including revenue, expense and staffing.  
• Attend and participate in continuing education, meetings and seminars.

Communication

• Develop and maintain effective communication. 
• Communication at all levels.  
• Notify the switchboard, your department and directors of scheduled absences.

Integrity

• Make an effort to know the directors and facility employees. 
• Abide by and support employees in Winner Regional Health Standards of Conduct for Employees. 
• Treat all employees with respect and fairness.

Mentor-Empower

• Motivate and develop employees. 
• Reward and recognize employees with good judgment. 
• Create an environment where all employees are valued and empowered to participate in solutions. 
• Visibility of leadership during all shifts.

Organizational Understanding/Integration

• Link and coordinate with other departments/entities, works across boundaries, and builds mutually beneficial partnerships and networks.

PART IV: ESSENTIAL FUNCTIONS

Essential functions are critical or fundamental to the performance of the job. They are the major functions for which the person in the job is held accountable. Following are the essential functions of the job, along with the corresponding performance standards.

Function

Strategic Focus  

• Must focus work closely within the department and facility to accomplish WRH strategic priorities. 
• Must be active in strategic planning within the department and facility to stay up to speed with current trends in healthcare.
• Demonstrates vision and creativity when participating in strategic and long range planning of WRH. 

Business focus  

• Demonstrate ability to prepare a budget.  
• Demonstrate ability to justify a budget. Maintain department budget within allocated targets.  
• Decision making reflects understanding of aspects of the business.  
• Monitor appropriate indicators for quality and continuous improvement.  
• Establish departmental goals annually. Identify new possibilities and solutions.  
• Foster innovations among others.  
• Actively seek customer input.  
• Ensure customer needs are met.  
• Establish policies, guidelines, plans, and priorities.  
• Identify required resources. Plan and coordinate with others.  
• Monitor progress and evaluate outcomes.  
• Recognize and define problems.  
• Analyze relevant information.  
• Consider a variety of factors in selecting alternative solutions.

Interpersonal focus

• Anticipate and seek to resolve confrontations, disagreements and complaints in a constructive manner.  
• Negotiate to find mutually acceptable solutions.  
• Consider and respond appropriately to the needs, feelings, and capabilities of others.  
• Provide information to groups and individuals.  
• Demonstrate an established mechanism for communicating regularly with staff.  
• Use authority appropriately with others to achieve goals.  
• Listen to others.  
• Make clear and effective oral presentations to individuals and groups. Communicate effectively in writing.

Workforce focus  

• Ensure task assignments are understood and appropriate. 
• Adapt leadership style to situations and people. 
• Provide feedback effectively. 
• Provide opportunities for career development. Manage work force diversity by being sensitive to differences. 
• Promote good employee relations and well-being. 
• Follow prescribed process for assessing/validating and documenting staff competency. 
• Follow prescribed process for completion of employee facility and departmental orientation. 
• Apply effective practices in performance appraisal. 
• Complete performance appraisals in the required time frame. 
• Complete follow-up on action plans as necessary. 
• Conduct annual educational needs assessment of staff. 
• Apply effective practices in corrective/disciplinary action. 
• Use prescribed process in dealing with corrective/disciplinary action. 
• Deal with behavior/performance requiring corrective/disciplinary action. 
• Demonstrate ability to foster cooperation and communication among groups.

Personal Focus  

• Take action when needed.  
• Make difficult decisions when necessary.  
• Adapt to change in the work environment.  
• Effectively copes with stress.  
• Work persistently to achieve goals.  
• Demonstrate accountability for results  
• Show congruence between words and actions.  
• Lead by example.  
• Follow through on agreements.  
• Manage time effectively. Realistically assesses own strengths, weaknesses and impact on others.  
• Seek feedback from others.  
• Invest in own departments. Maintain technical proficiency.

PART V: COMPLIANCE

Compliance

• Must comply with the Corporate Compliance Policy and all laws, rules, regulations and standards of conduct relating to the position. 
• The employee has a duty to report any suspected violations of the law or the standards of conduct to the Compliance Officer or the Chief Executive Officer.

PART VI: PHYSICAL AND MENTAL REQUIREMENTS

General Activity

In a regular workday, employee may:

Sit 1-2 Hours at a time; up to 5 Hours during the day

Stand 1 Hours at a time; up to 1 Hours during the day

Walk .25 Hours at a time; up to 2 Hours during the day

Motion

• Employee is required: (In terms of a regular workday, "Occasionally" equals 1% to 33%, "Frequently" 34% to 66%, "Continuously", greater than 67%.)

Bend/Stoop Occasionally Kneel, Duration 30 sec Occasionally

Squat Occasionally Balance Occasionally

Crawl, Distance Occasionally Twist Occasionally

Climb, Height Occasionally Keyboarding/Mousing Occasionally

Reach above shoulder level Occasionally 

Physical Demand

Employee’s job requires he/she carry and lift loads from the floor, from 12 inches from the floor, to shoulder height and overhead. Employee’s job requires a pushing/pulling force to move a load (not the weight of the load).

Physical Demand Classification:

Carrying/lifting weight and pushing/pulling force:

• Medium Occasionally 50 lbs. 
• Frequently 25 lbs.
• Constantly 10 lbs.

Sensory Requirements:

Yes/No Explanation (if Yes)

Speech

Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Yes Must be able to direct groups of employees, give directions, and provide information quickly and thoroughly.

Vision (VDT)

Are there specific vision requirements for the job? Yes Must be able to read procedures, policies, etc., and observe the performance of employees being supervised.

Hearing

Ability to receive detailed information through oral communications, and to make fine discriminations in sound; i.e., making fine adjustments on machine parts, using a telephone. Yes Must be able to listen to others in order to communicate effectively. Listen for mechanical issues.

Environmental Factors

Yes/No Explanation (if Yes)

Working on unprotected heights Yes Ladders, Roof 

Being around moving machinery Yes Belts, fan motors, etc 

Exposure to marked changes in temperature and humidity Yes Summer, winter tasks outdoors 

Driving automotive equipment Yes Bus, Pickup, Bobcat, riding mower 

Wearing personal protective equipment Yes Gloves, eye & ear protection 

Exposure to atmospheric conditions (i.e. fumes, dust, odors, mists, gases, or poor ventilation) Yes Fumes, dust, odors, 

Exposure to extreme noise or vibration Yes Diesel power generators 

Exposure to blood, body fluids and waste Yes Nature of the business

Exposure to radiation No 

Exposure to other hazards (i.e. mechanical, electrical, burns, or explosives) Yes Mechanical, electrical, burns, explosives

Emotional/Psychological Factors

Yes/No Explanation (if Yes)

Stress: Exposed to stressful situations Yes Works in a fast-paced, complex, rapidly changing environment.

Concentration: Must be able to concentrate on work tasks amidst distractions. Yes Experiences multiple interruptions in work and must be able to refocus on priority tasks quickly.

Must exert self-control. Yes Serves as a role model for others. Actions and words have a direct impact on the employees being supervised. 

PART VI: JOB RELATIONSHIPS

Supervises

  No supervisory responsibilities

  Supervisory responsibility

# Direct Reports: 4

# Indirect Reports:  

Age of Patient Populations Served

  Neonates: 1-30 days

  Infant: 30 days - 1 yr

  Children: 1- 12 yrs 

  Adolescents: 13- 18 yrs

  Adults: 19- 70 yrs

  Geriatrics: 70+ yrs

  All

  Not applicable

Internal Contacts

  Patients

  Providers: (i.e. Physicians, Therapists, Social Workers)

  Staff: (i.e. clinical and administrative support staff)

  Volunteers

  Others:   

External Contacts

  Patients

  Families/Significant Others

  Providers

  Vendors

  Community and Health Agencies

  Regulatory agencies

  Other: Job Applicants