Emergency Medicine Physician Assistant (EMPA)

Culture Statement:
At Blue Mountain Hospital, we are committed to a culture of excellence, empowerment, accountability, and affirmative communication.

Value Statement:
Blue Mountain Hospital strives to exemplify values of Excellence, Integrity, Respect, Cultural Sensitivity, Compassion, Accountability, Stewardship and Collaboration.

Vision Statement:

Blue Mountain Hospital vision is to be the standard for rural hospitals.

Mission Statement:
Blue Mountain Hospital is committed to providing an atmosphere of excellence in healing, quality physician care and inspired employees.

Occupational Title: Emergency Medicine Physician Assistant (EMPA)

Department: Emergency

Reports To: Administration

Facility Location: Blue Mountain Hospital Remote–Onsite–Cedar Mesa- Warehouse

Position: Full-time/Part-time

Description:

The Physician Assistant (PA) or Nurse Practitioner (NP) provides high-quality, patient-centered medical care within the Emergency Department (ED) under the supervision of a collaborating physician, in accordance with hospital policies and state regulations. This role is responsible for evaluating, diagnosing, and treating patients presenting with acute illnesses and injuries across all age groups.

The PA/NP works collaboratively with physicians, nursing staff, and ancillary departments to ensure efficient patient flow, timely care, and optimal outcomes. This position requires the ability to function independently in a fast-paced, high-pressure environment while maintaining professionalism, compassion, and clinical excellence.

Key Performance Indicators:

• Provides timely and accurate assessment, diagnosis, and treatment of emergency department patients

• Maintains patient throughput efficiency (door-to-provider time, length of stay)

• Demonstrates high patient satisfaction and positive patient experience outcomes

• Ensures accurate, thorough, and timely documentation in the electronic medical record (EMR)

• Adheres to all clinical protocols, hospital policies, and regulatory requirements

• Collaborates effectively with physicians, nurses, and interdisciplinary team members

• Demonstrates sound clinical judgment and appropriate escalation of care when needed

• Participates in quality improvement initiatives and patient safety efforts

• Maintains compliance with credentialing, licensure, and continuing education requirements

• Supports a positive work environment through professionalism, teamwork, and communication

Requirements

Experience, Training, and Qualifications needed to perform the job:

• Graduate of an accredited Physician Assistant or Nurse Practitioner program

• Current and unrestricted license to practice as a PA or NP in the State of Utah

• National certification (NCCPA for PA; AANP or ANCC for NP)

• Current DEA registration (or ability to obtain upon hire)

• Minimum of 1–2 years of emergency, urgent care, or acute care experience preferred (rural or critical access hospital experience highly desirable)

• Current certifications:

  • Basic Life Support (BLS)

  • Advanced Cardiovascular Life Support (ACLS)

  • Pediatric Advanced Life Support (PALS) (preferred or required within a specified timeframe)

• Strong clinical assessment, diagnostic, and procedural skills

• Ability to perform emergency procedures (suturing, splinting, wound care, etc.)

• Proficiency in electronic medical records (EMR) systems

• Excellent communication, organizational, and critical thinking skills

• Ability to work independently and collaboratively in a fast-paced environment

• Willingness to work variable shifts, including nights, weekends, and holidays

• Advanced Trauma Life Support (ATLS) certification

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.

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