View Our Website View All Jobs

Medical Transition Facilitator

Martek Global Services, Inc. (“Martek”) is a Professional Services company headquartered in Bethesda, Maryland with an additional office in Huntsville, Alabama allowing us to be strategically structured to reinforce our nationwide support services.  For over two decades our experience and dedication to customer service has been unparalleled as we continue to service many of our original customers from 21 years ago.  From the beginning, Martek has established a solid reputation by seamlessly delivering solutions that have consistently exceeded both our commercial and government customers’ expectations.  These successes have been contributed to over 20 federal agencies/bureaus in over 200 cities in 40 states whose awards and testimonials have recognized our high level of service and dedication to our customer’s mission and goals.

Martek has been awarded several long-term Federal contracts to provide a wide range of Medical Facilities talent.  We are currently looking for 2 Medical Transition Planners with the required specialized training and experiences out lined below and who also has the ability to manage a rigorous workload for our busy clients.  In exchange for the right candidate, you will be rewarded with a well-paid, fully benefited and an exciting opportunity.

 

General Requirements

The Transition Planner is responsible for supporting healthcare construction / renewal projects by providing coordination functions for the transitioning of staff and / or patients and healthcare programs, as well as the equipping of the facilities to ensure that when fully operational, services can meet and support the hospital’s mission.  They act as the in-house transition focal point, executive agent to the Transition Steering Committee, and lead agent for continuity, coordination, and integration of the process.

 

Responsibilities & Duties

The Transition Planner provides expertise in the logistical activities and services required for the transition from existing facilities to new facilities, reorganization, and consolidation of existing facilities, and / or opening new facilities.  Their specific tasks include, but are not limited to, the following:

  • Planning Tasks: Coordinate development of the Transition mission, goals, and objectives for the Transition process; create the Transition Process Guiding Principles and Client Services Matrix for approval of senior management; develop, modify and use work tools, templates, prompts and other available documents to implement and manage the Transition process; establish the Transition teams with Transition Steering or senior management and the Transition consultant; and work with the Transition consultant to establish the Transition plan and timeline.
  • Process Management Tasks: Communicate the CEO’s and other key planners’ Transition vision, goals and principles to others; carry out the Transition guidance and direction from the CEO, COO and Transition Steering Committee; serve as the focal point for internal management of the Transition process and plans with departments, teams and other planning staff; manage, implement and track the Transition process from planning through implementation and post occupancy Transition activities; focal point / clearing house for Transition related questions and requests; interface with Transition and other consultants and vendors to obtain guidance, evaluate progress, etc.  Recommends changes in Transition process as needed; interface with resource and other managers as needed (HR [staffing] and CFO [Transition Budget]); interface with state or local regulatory agencies (with senior management and other project personnel as appropriate); assume Transition related tasks or projects not aligned with or assigned to others; and perform special studies, site visits, space management activities, etc. as needed or directed.
  • Issues Management Tasks: manage issues and monitor resolution process; resolve specific issues as assigned; raise critical issues to the Transition Steering Committee; keep CEO, Transition Steering, and other teams informed of Transition status and key issues; facilitate innovative, operational, system or equipment approaches to problems; ensure design changes are considered only after all operational or other alternatives to resolve issues are exhausted; and obtain, coordinate and route decisions on issues or conflicts.
  • Transition Structure Management Tasks: attend all Transition Steering Committee meetings and other related meetings; organize and conduct formal and informal meetings as needed to accomplish Transition tasks; assist teams to remain on time and achieve established goals, objectives and measures established by those teams; promote organizational ownership and involvement; perform Transition activities in coordination with the function and operations of the present organization; provide ongoing direction, education, guidance, boundary definition, support, suggestions and assistance to management, element leaders, teams and staff in their updating and implementation of the Transition plan and related activities; and interface and coordinate implementation activities with facilitators, Occupancy Planning Director, department moves Director and occupancy readiness / move staff leaders.
  • Training Tasks: educate, briefs orient new staff and others as needed; out brief key staff involved in Transition when they leave; facilitate ongoing project communications with all staff of the hospital and other key targets (physicians, volunteers, physician office staff, etc.); and train (with the Transition consultant) new Transition staff (such as department moves Director) in their roles and interface with the process.
  • Office Management Tasks: set up, manage and direct the Transition Office; provide administrative support, process direction, meeting scheduling and resource management; manage Transition team agendas, minutes, issues lists, records, documentation and files; manage Transition (centralized) budget; and maintain Transition record and working manuals sets.
  • Monitoring Tasks: Check progress of the Transition process and the teams to achieve established goals and outcomes; ensure all elements, activities and major events are appropriately integrated and planning is fully implemented (no elements are skipped or ignored); and develop or assist in development of contingency plans.
  • Additional Tasks: direct implementation of all plans in coordination and collaboration with the team chairs and other Transition staff; during occupancy readiness, manage the “nerve center” with the Occupancy Planning Facilitator; actively manage real time issues during implementation and start up; and facilitate the Start Up plan.
  • Other duties as assigned

 

Experience Requirements

  • 7-10 years administrative / management experience.
  • Demonstrated skills in leadership, negotiation, facilitation and conflict management.
  • Ability to articulate complex concepts.
  • Outstanding organizational skills.
  • Ability to creates, implements and manages complex projects with minimal guidance.
  • Facilitates a “no fault”, “win–win” issues resolution and decision making climate.
  • Strong multi-tasking and creative thinking skills.
  • Committed to effective implementation of new facility and design.
  • Change agent and catalyst - able to motivate and maintain action in a positive change atmosphere.
  • Understands both management and clinical operations of the organization and the facility.
  • Understands the organizational corporate culture and how to best achieve results within the given culture.
  • Organized and dedicated to maintaining course and time lines.
  • Works well with and through others, internal and external, forming teams and work groups for collaboration.

 

EEO/AA Employer/Vets/Disability

Martek is a VEVRAA federal contractor and requests priority referrals.

www.martekglobal.com

Read More

Apply for this position

Required*
Apply with Indeed
Attach resume as .pdf, .doc, or .docx (limit 2MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity / Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.
Gender
Race/Ethnicity

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status
I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE
I AM NOT A PROTECTED VETERAN
I DON’T WISH TO ANSWER

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 1/31/2020
Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Please check one of the boxes below:

You must enter your name and date
Your Name Today's Date
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.


iSection 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.


PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Human Check*