LPN - Med Surg/Postpartum/Neonatal

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: Licensed Practical Nurse (LPN)

Department: Nursing

Reports To: Director of Nursing

Facility Location: Blue Mountain Hospital Onsite

Position: Part-time

Description:

The Licensed Practical Nurse (LPN) provides basic, hands-on care to patients, meeting their physical and emotional needs in various units, including medical-surgical, postpartum, and neonatal care. Working under the supervision of a registered nurse (RN) or physician, the LPN follows hospital policies and standards. The role involves clear communication with the healthcare team about patient conditions, test results, and symptoms.

Key Performance Indicators:

Med-Surg Care:
- Administer medications, monitor vital signs, and assist with medical treatments for patients recovering from surgery or managing chronic and acute conditions.
- Perform wound care, IV therapy, and patient assessments.
- Monitor patients' progress and report any changes to supervising staff.
- Assist patients with daily activities, including bathing, dressing, and mobility as needed.
Postpartum Care:
- Provide care for postpartum mothers, including monitoring vital signs, administering medications, and educating them on postpartum recovery.
- Assist with breastfeeding education and provide emotional support to new mothers.
- Monitor for signs of complications such as postpartum hemorrhage or infection.
Newborn Care:
- Perform routine newborn assessments, including monitoring weight, temperature, and overall health.
- Assist in feeding (breastfeeding and bottle-feeding) and reinforcing education to new parents on infant care.
- Administer newborn medications and immunizations as required.
- Monitor for any signs of distress in newborns, such as jaundice or difficulty breathing.
Collaborate with the interdisciplinary healthcare team to ensure comprehensive patient care.
Maintain accurate and timely patient records, including documentation in the electronic medical records system.
Uphold infection control protocols and adhere to hospital policies and procedures.
Provide compassionate care while maintaining patient confidentiality and professional standards.

Requirements

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

Graduate of an accredited LPN program.
Current and active LPN License in the state of Utah or ability to obtain within 30 days of hire
Basic Life Support (BLS) certification required
Neonatal Resuscitation Program (NRP) certification preferred or willingness to obtain within 6 months of hire
IV certification preferred
Minimum of 1 year experience in the acute care setting (Med/Surg, ER, or postpartum/newborn) preferred
Familiarity with electronic medical record (EMR) systems preferred.
Ability to stand for long periods, bend, and lift patients when needed.
Ability to work in a fast-paced environment and manage multiple priorities.
Excellent communication and interpersonal skills for interacting with patients, families, and healthcare team members.
Must be able to work rotating shifts, including days and nights, weekends, and holidays.
Ability to type at least 30 words per minute.

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.