Patient Care Tech

Critical Competencies & Required Competency Documents

• Must be able to carry items weighing up to 75 lbs., lift items/patients up to 100 lbs and over with assistance.
• Position also requires exposure to: Cleaning chemicals, contagious organisms, bloodborne pathogens, and bio-hazardous waste.

Required Knowledge/Experience

• Preferred minimum of 6 months with healthcare experience.
• Current active, and valid EMT or CNA certification.
• Excellent written and verbal communication skills.
• Basic computer skills.
• Strong attention to detail and organizational skills.
• Proven ability to work as part of a team and manage time effectively.

Required Qualifications

This position requires the following

Education, Certifications, and Experience

• High school diploma or equivalent.
• Current certification as a Certified Nursing Assistant (CNA), EMT, AEMT, or MA
• Current Basic Life Support (BLS) certification.
• Willing to complete a typing test with a minimum of 30 WPM result

Language Skills

Fluently read, write, and speak the English language.

Math skills

General math skills required.

Reasoning ability: Ability to reason and creatively problem

solve.

Interpersonal Skills: Ability to interact with co-workers, managers,

Administration, general public, and medical staff in a professional and courteous manner. As well as displays sensitivity in a multicultural environment.

Computer Skills: General computer skills required, as well as

knowledge and ability to use the Microsoft and Google Software suite. Furthermore, the Employee must be able to learn new software applications.

General Requirements

• In addition to the specific duties listed above, the Employee is required to do the following:
• Any tasks, projects, or actions that are reasonably within the scope of the Employee’s position or employment, which the Employee’s supervisor, any member of BMH’s management, or BMH’s administration team—asks of the Employee. Tasks, projects, or actions are “reasonably within the scope” of the Employee’s employment or position unless the same are so far removed therefrom that no legitimate argument can be made that such tasks, projects, or actions are in any way related to BMH or the Employee’s employment or position within BMH.
• Act as professionally as should normally be required in a medical organization. This shall include giving all appropriate respect and deference to licensed medical providers and behavioral health providers (hereafter jointly referred to as “Providers”). Providers include, but may not be limited to physician assistants, nurse practitioners (or similar), and Physician Assistants.
• Keep all BMH business and patient information strictly confidential and to adhere to all other BMH confidentiality policies and procedures, as well as all laws affecting confidentiality.
• Refrain—whatsoever—from intentionally, purposely, knowingly, or negligently engaging in any conduct, actions, or speech that may cause concern, apprehension, confusion, or annoyance on the part of any BMH patient toward BMH as an organization or any BMH employee.
• Work congenially and cooperatively at all times with all other BMH employees. This includes maintaining a pleasant demeanor and attitude and executing position duties and administration’s/management’s other requests in a timely manner, diligently, and with a positive attitude. This requirement further includes refraining from personally degrading any other person or BMH employee. As part of this requirement, the Employee must refrain from engaging in gossip about any BMH employees and/or patients.
• Communicate complaints about BMH, its policies, procedures, managers, administrators, and/or other employees—only to and through the appropriate BMH channels, which are limited to BMH’s management chain of command. No complaints, judgments, or degrading comments about BMH, its policies, procedures, managers, administrators, and/or other employees—should be shared with anyone other than the appropriate persons within BMH’s management chain of command who have the ability to work to remedy any related problems. Unless the Employee’s direct supervisor is part of the problem or complaint—problems and complaints should first be voiced to the Employee’s direct supervisor and upward therefrom through BMH’s internal management chain of command as appropriate and necessary. It is an absolute dereliction of this duty by the Employee if the Employee ever—directly or indirectly (in conjunction or planning with others)—makes complaints or problems publicly known to anyone other than BMH’s management team or administrative team (neither include BMH Board Members).
• If applicable (having access to), check the Employee’s BMH email no less frequently than once daily.
• Absolutely refrain from communicating or releasing any “Private BMH Information” to the media and/or non-BMH persons or entities—without formal approval to do the same by BMH’s CEO. “Private BMH Information”, for purposes of this requirement, includes: (1) all information that requires confidentiality pursuant to any BMH policies or procedures; (2) all information that is protected by HIPAA or other applicable laws; (3) all information relating to BMH’s internal business workings, strategies, or plans; and (4) all information relating to any BMH employee or contractor. This requirement remains applicable and shall stand regardless of whether the information being requested is of a private or public nature—if the information sought fits any of the above listed types. Finally, this requirement remains applicable at all times, including when the Employee is off duty or away from BMH’s premises.

We offer the opportunity to work with a dynamic team providing care to medically underserved communities. BMH hires in accordance with NPEA standards.