Manager Assistant Operations

Job Summary

Responsible to assist the Communications Operations Manager with the daily operations of the Communications Center.  Provide guidance and support to all Supervisors in the area of team management and effective KPI attainment.   Ensures employee performance is in compliance with AMC Employee Handbook, LifeCom’s Policies and Procedures and customer defined policies and procedures. Will assist in the development, refinement and administration of LifeCom’s training, continuing education programs and develop new operations processes as necessary. 

Essential Functions and Responsibilities include the following.   

• Assist in the continuing education program for Communications staff

• Assist with the creation of policies and procedures

• Monitor, manage and facilitate the QA process with the Client Services department.

• Ensure departmental compliance with policies and procedures as defined in the customer policy and procedures.

• Assist the Operations Manager in the effective leadership and guidance of daily operations (hiring, training, QA, work force management and production).

• Provide leadership guidance and support to all Supervisors to run highly effective teams.

• Maintain all scorecard and KPI performance data for teams, shift and site on a consistent basis.            

• Other Duties as assigned.        

• Regular scheduled attendance              

• Indicate the percentage of time spent traveling             5%

Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position.  All employees must follow Air Methods’ employment practices and policies.

Supervisory Responsibilities

Directly supervises employees in the AirCom Communications department.  Carries out Supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, selecting, hiring, and training employees, planning, assigning and directing work; appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems.  For Exempt Managers:  Managers that carry out these responsibilities for two or more employees will have significant input in hiring and termination decisions.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience

• High school diploma or general education degree (GED); and five to seven years related experience and/or training; or equivalent combination of education and experience.

• Bachelor’s degree (B.S./B.A.) preferred

• Five (5) years’ management and dispatch experience

• Ability to be on-call

• Demonstrated customer service skills

• Medical terminology knowledge and experience with EMS and Hospital operations.

 Skills

• Excellent communication and presentation skills, both written and verbal.

• Excellent organizational skills, detail oriented, ability to prioritize and multi-task and meet deadlines.

• Ability to stay professional and efficient in high stress situations

• Ability to make accurate and timely decisions

Computer Skills

• Proficient with Microsoft Suite, including Word, Excel, PowerPoint and Outlook.

Certificates, Licenses, Registrations

• None

Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

For more information on our industry-leading benefits, please visit our benefits page here. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)