Sonoma County, CA
Santa Rosa, California, United States
Position Information THIS RECRUITMENT IS PROMOTIONAL ONLY. YOU MUST PRESENTLY BE A FULL- OR PART-TIME REGULAR OR PROBATIONARY COUNTY OF SONOMA, COMMUNITY DEVELOPMENT COMMISSION, SONOMA COUNTY FAIRGROUNDS, OR SONOMA COUNTY WATER AGENCY EMPLOYEE IN ORDER TO APPLY FOR THIS POSITION. The Department of Health Services (DHS) has requested a department promotional certification to fill a Health Planning Program Manager position. Only qualified permanent and/or probationary Department of Health Services employees on the eligible list may be eligible for referral to the department for the advertised position. The Health Planning Program Manager (HPPM) on the DHS Administration's Health Policy, Planning, and Equity Team oversees the team in charge of the department's health planning initiatives. This team's mission is to support internal and external collaboration in the development and implementation of programs and policies that safeguard and improve our community's health. The HPPM will lead a team of four Program Planning and Evaluation Analysts (PPEAs) who collaborate on key department projects and activities. This position requires flexibility, adaptability, and the ability to manage many projects and tasks in a fast-paced environment. Additional responsibilities may include: Coordinating several health projects to ensure timely completion and quality standards Collaborating with stakeholders on program design, execution, and compliance to improve outcomes Creating and implementing both strategic and action plans Developing and presenting comprehensive analyses on program performance, annual reports, and internal communications The ideal candidate will demonstrate excellent leadership qualities and promote a collaborative and professional work environment. Additionally, they will possess many of the following: Proven experience in health program management Excellent project management skills, including design, implementation, monitoring, and reporting Outstanding communication and interpersonal skills Experience collaborating with a wide range of leaders, including community partners, community leaders, elected officials, department officials, subject matter experts, and others Understanding the County of Sonoma's operational landscape, including DHS and internal administrative processes While this position's hours are typically Monday through Friday, from 8:00 am to 5:00 pm and performed in an office environment, depending on operational needs, the Health Planning Program Manager may be required to work outside of the typical hours listed. The Civil Service title for this position is Health Program Manager. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, a Baccalaureate Degree from an accredited college or university or employer approved training in psychology, sociology, counseling, health care administration, public administration, business administration, management, accounting, statistics, personnel or closely related courses would provide such opportunity. A Masters Degree is desirable. Experience: Any combination of experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, three years of full time, paid experience in a position which provided the opportunity to perform professional clinical, counseling and/or managerial services with a public or private organization engaged in the provision of health services, and /or counseling would provide such and opportunity. Desirable qualification: Experience in direct first line supervision of professional, administrative and clerical is desirable. License: Some positions within the Health Services Department may require the possession of a professional license in medicine, clinical psychology, clinical social work, marriage, family and child counseling, registered nursing; or specifically related to the division managed; some positions may also require the possession of a valid California driver's license. Special Qualification: Positions within the Alcohol and Other Drug Services Division must register, obtain, and maintain a Counselor Certification as defined by the California Code of Regulations, Chapter 8: Certification of Alcohol and Other Drug Counselors. Upon appointment to this class, employees will have six months to register and five years to obtain Certification from an ADP approved certifying organization whose curriculum includes a minimum of 240 hours of formal classroom training. Human Resources will waive the Counselor Certification requirement for licensed professionals (or registered interns) who successfully pass a written examination similar to that administered for Certification. This examination will be administered by the Sonoma County Human Resources Department, and will be designed to measure those areas included in the curriculum required for certification. Knowledge, Skills, and Abilities Considerable knowledge of: principles and practices relating to the management of a managed care health services delivery system which includes methods to conduct analytical studies related to program improvements; acceptable cost projection methods, acceptable revenue assumptions procedures and accepted customer survey methods; current issues and trends affecting the program(s) under management control. Working knowledge of: operations and functions of County government including budget development and personnel management procedures; contemporary principles, practices and theory of management techniques; Federal, State and local laws and regulations pertaining to the corresponding Health Services division; contemporary medical, and/or psychiatric protocols and practice; or psychological effects of chemical dependency; modern education, treatment & rehabilitation techniques used in the appropriate health services program; group dynamics as it relates to public organizations; research methodology, report writing and basic statistics and their application; effective personnel and supervisory techniques; written and oral communications skills, including language mechanics, syntax and English composition; modern office methods and procedures. Ability to: manage a health services delivery system which includes the skill to conduct analytical studies related to program improvements; the skill to develop realistic cost projections, the skill to produce acceptable revenue assumptions and the skill to develop, conduct and analyze customer surveys; establish program goals and measurable objectives and perform acceptable data collection, interpretation and evaluation to assess program performance; understand, interpret and apply Federal, State and local legislation, rules, regulations and ordinances and relate them to the program(s) goals and objectives; adapt currently accepted treatment and/or management philosophies and theories and apply them to program operations; communicate effectively by writing or by presenting formal and informal oral presentations; effectively manage and supervise the work of professional, technical and clerical employees; establish and maintain effective working relationships with County management personnel, employees, community based organizations, the public and others who have an interest in health services; work effectively with the medical and/or psychiatric professionals; use principles of inductive and deductive reasoning to validate recommendations; persuade, rationalize and project consequences of decisions and/or recommendations; analyze administrative problems, budgets, and a variety of program, systems, and procedures. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: BH HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/5/2024 11:59 PM Pacific
Mar 29, 2024
Full Time
Position Information THIS RECRUITMENT IS PROMOTIONAL ONLY. YOU MUST PRESENTLY BE A FULL- OR PART-TIME REGULAR OR PROBATIONARY COUNTY OF SONOMA, COMMUNITY DEVELOPMENT COMMISSION, SONOMA COUNTY FAIRGROUNDS, OR SONOMA COUNTY WATER AGENCY EMPLOYEE IN ORDER TO APPLY FOR THIS POSITION. The Department of Health Services (DHS) has requested a department promotional certification to fill a Health Planning Program Manager position. Only qualified permanent and/or probationary Department of Health Services employees on the eligible list may be eligible for referral to the department for the advertised position. The Health Planning Program Manager (HPPM) on the DHS Administration's Health Policy, Planning, and Equity Team oversees the team in charge of the department's health planning initiatives. This team's mission is to support internal and external collaboration in the development and implementation of programs and policies that safeguard and improve our community's health. The HPPM will lead a team of four Program Planning and Evaluation Analysts (PPEAs) who collaborate on key department projects and activities. This position requires flexibility, adaptability, and the ability to manage many projects and tasks in a fast-paced environment. Additional responsibilities may include: Coordinating several health projects to ensure timely completion and quality standards Collaborating with stakeholders on program design, execution, and compliance to improve outcomes Creating and implementing both strategic and action plans Developing and presenting comprehensive analyses on program performance, annual reports, and internal communications The ideal candidate will demonstrate excellent leadership qualities and promote a collaborative and professional work environment. Additionally, they will possess many of the following: Proven experience in health program management Excellent project management skills, including design, implementation, monitoring, and reporting Outstanding communication and interpersonal skills Experience collaborating with a wide range of leaders, including community partners, community leaders, elected officials, department officials, subject matter experts, and others Understanding the County of Sonoma's operational landscape, including DHS and internal administrative processes While this position's hours are typically Monday through Friday, from 8:00 am to 5:00 pm and performed in an office environment, depending on operational needs, the Health Planning Program Manager may be required to work outside of the typical hours listed. The Civil Service title for this position is Health Program Manager. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, a Baccalaureate Degree from an accredited college or university or employer approved training in psychology, sociology, counseling, health care administration, public administration, business administration, management, accounting, statistics, personnel or closely related courses would provide such opportunity. A Masters Degree is desirable. Experience: Any combination of experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, three years of full time, paid experience in a position which provided the opportunity to perform professional clinical, counseling and/or managerial services with a public or private organization engaged in the provision of health services, and /or counseling would provide such and opportunity. Desirable qualification: Experience in direct first line supervision of professional, administrative and clerical is desirable. License: Some positions within the Health Services Department may require the possession of a professional license in medicine, clinical psychology, clinical social work, marriage, family and child counseling, registered nursing; or specifically related to the division managed; some positions may also require the possession of a valid California driver's license. Special Qualification: Positions within the Alcohol and Other Drug Services Division must register, obtain, and maintain a Counselor Certification as defined by the California Code of Regulations, Chapter 8: Certification of Alcohol and Other Drug Counselors. Upon appointment to this class, employees will have six months to register and five years to obtain Certification from an ADP approved certifying organization whose curriculum includes a minimum of 240 hours of formal classroom training. Human Resources will waive the Counselor Certification requirement for licensed professionals (or registered interns) who successfully pass a written examination similar to that administered for Certification. This examination will be administered by the Sonoma County Human Resources Department, and will be designed to measure those areas included in the curriculum required for certification. Knowledge, Skills, and Abilities Considerable knowledge of: principles and practices relating to the management of a managed care health services delivery system which includes methods to conduct analytical studies related to program improvements; acceptable cost projection methods, acceptable revenue assumptions procedures and accepted customer survey methods; current issues and trends affecting the program(s) under management control. Working knowledge of: operations and functions of County government including budget development and personnel management procedures; contemporary principles, practices and theory of management techniques; Federal, State and local laws and regulations pertaining to the corresponding Health Services division; contemporary medical, and/or psychiatric protocols and practice; or psychological effects of chemical dependency; modern education, treatment & rehabilitation techniques used in the appropriate health services program; group dynamics as it relates to public organizations; research methodology, report writing and basic statistics and their application; effective personnel and supervisory techniques; written and oral communications skills, including language mechanics, syntax and English composition; modern office methods and procedures. Ability to: manage a health services delivery system which includes the skill to conduct analytical studies related to program improvements; the skill to develop realistic cost projections, the skill to produce acceptable revenue assumptions and the skill to develop, conduct and analyze customer surveys; establish program goals and measurable objectives and perform acceptable data collection, interpretation and evaluation to assess program performance; understand, interpret and apply Federal, State and local legislation, rules, regulations and ordinances and relate them to the program(s) goals and objectives; adapt currently accepted treatment and/or management philosophies and theories and apply them to program operations; communicate effectively by writing or by presenting formal and informal oral presentations; effectively manage and supervise the work of professional, technical and clerical employees; establish and maintain effective working relationships with County management personnel, employees, community based organizations, the public and others who have an interest in health services; work effectively with the medical and/or psychiatric professionals; use principles of inductive and deductive reasoning to validate recommendations; persuade, rationalize and project consequences of decisions and/or recommendations; analyze administrative problems, budgets, and a variety of program, systems, and procedures. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: BH HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/5/2024 11:59 PM Pacific
Introduction Information Systems Division (ISD) is looking for a seasoned IT project manager for its Project Management Officer (PMO) as a Information Systems Analyst IV Project Manager. The ISA IV Project Manager leads information system projects for ISD, other County departments, and countywide or interdepartmental implementations by following ISD-defined project management policies and processes in the performance of their duties. The ISA IV works independently and provides project oversight and reports to the ISA V PMO Lead. This examination is being given to fill one vacancy in the ISD department and to establish a selective eligible list to fill future ISA IV PMO vacancies. Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline. DEFINITION Under direction, performs highly advanced professional computer and related systems support work within the Information Systems Division; provides highly advanced support to one or more departments with very complex computer systems and programs; may perform database administration duties; and performs other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. CLASS CHARACTERISTICS This is the highly advanced journey level class in the Information Systems Analyst series. Incumbents perform work of a professional nature, utilizing skills that require an understanding of very complex analytical procedures and processes while working with a very high level of independent authority and judgment. As assigned, some positions may exercise direct, functional or technical supervision over lower level staff; however, these supervisory duties are ancillary in nature and are not considered to be the primary purpose of the class. The program assignment will determine the emphasis of an incumbent’s duties as described below. This class is distinguished from the Information Systems Analyst III by the fact that incumbents assume responsibility for providing highly advanced systems analysis, design and development support to one or more departments with highly complex systems and programs, or serve as systems database administrators. Employees at this level may also be assigned to serve as a project lead on components of systems development projects and may provide lead direction and training to assigned project staff. This class is distinguished from the Information Systems Analyst V in that the latter serves as the highest level within the series, and assumes responsibility for coordinating a major functional/operational program area within the County’s most complex and strategic systems, network and database areas of operation. TYPICAL DUTIES Provides highly advanced professional level support to one or more departments with highly complex systems and programs; areas of responsibility include the analysis, evaluation, design, development and testing of these strategic systems, networks, programs and applications across multiple platforms and technologies; serves as database administrator on assigned systems. Designs and develops current or new systems for large and complex systems; analyzes user operations and business requirements to design and develop technology solution; reviews, evaluates and recommends current and third party systems and applications; creates or oversees the development of data flow diagrams and other systems documentation to develop program specifications; designs optimum system configurations; develops and implements testing plan; ensures system quality assurance; determines whether new program meets the client’s business and technology requirements and adjusts as required. Provides highly complex support in planning, developing, integrating, testing and evaluating the County’s local and wide area networks; determines network system requirements; studies the integrity and security of data to establish system configuration; monitors systems to control and support network traffic; devises and implements strategies for connection of other systems through the use of routers, bridges and gateways. Participates in the evaluation of network protocols, hardware and software to determine their applicability to County network needs; evaluates new applications to determine integration with current systems and applications. Investigates, analyzes and resolves network-related problems; resolve compatibility problems across systems and networks; troubleshoots complex network failures, router problems and telecommunications problems; recommends and implements changes and improvements. Analyzes network security and performance issues; identifies potential security and utilization or performance issues; designs strategies and recommendations to improve security and network performance. Performs database analysis, administration and maintenance duties; provides support to information technology staff in planning, designing and implementing databases; designs and modifies database structure, tables, files, views, and indexes; manages and maintains database and file space allocation; develops methodologies to export data from mainframe environment to other platforms; plans future storage requirements. Ensures database availability to system users; provides and controls user access; maintains database security to ensure data integrity; monitors users to ensure compliance with operational and security procedures; monitors database performance; makes database tuning changes as required; makes recommendations on enhancements to optimize resources; conducts and maintains database systems back ups to ensure timely recovery of data; develops alternative strategies for data recovery. As assigned, serves as project leader on components of information systems projects; analyzes client information system needs; recommends solutions and appropriate technology to meet client needs; designs project and resource plans and schedules; develops proposals using cost/benefit analyses; coordinates the installation and evaluation of proposed hardware and software to ensure compatibility with existing systems; coordinates programming activities; controls, monitors and reports budget expenditures; directs members of the project team; provides written reports and presentations on project status. Performs technical writing duties in the development and production of complex system documentation, instructional and procedural manuals; identifies training issues and coordinates training sessions for client users on assigned systems or applications; develops training schedule; designs training manuals; conducts training sessions; trains assigned project staff in their areas of work including structured programming and development methods, procedures and techniques. Attends and participates in professional group meetings; stay abreast of new trends and innovations in the field of information technology. May exercise direct or technical and functional supervision over lower level staff; assists in selecting, training, motivating and evaluating assigned staff; provides or coordinates staff training; works with employees to correct deficiencies. MINIMUM QUALIFICATIONS The following special requirements were approved by the Director of Human Resources on March 22, 2024. Education : Graduation from an accredited four-year college or university with a major in computer science, information systems, mathematics, business administration or a related field. Experience : Three years of increasingly professional, analytical IT Project Management work in an information systems environment. Substitution #1 : Possession of an approved information systems technology certificate, or completion of an approved information systems training course may substitute for all or part of the above required education. A list of approved certificates and/or courses shall be maintained within the Human Resources Department. Substitution #2 : Additional qualifying experience may substitute for the above required education on a year-for-year basis to a maximum of two years. KNOWLEDGE Operations, services and activities of a comprehensive information systems program across multiple operating platforms; advanced principles and practices of system design, development, analysis, testing and security administration; methods and techniques of evaluating complex systems and business requirements and developing information systems solutions; advanced programming languages, methods and techniques including integrated database management applications; operations, services and activities of local and wide area network design, development and administration; local and wide area network protocols; methods and techniques of resolving complex network system compatibility and integration issues; principles, practices, methods and techniques of supporting a comprehensive database design, management and administration program; operational characteristics of a variety of database systems, tools and utilities; principles and practices of quality assurance, data security, integrity, backup and recovery processes in assigned systems area; principles of lead supervision and training; principles and practices of project leadership; pertinent Federal, State and local codes, laws and regulations. ABILITY Analyze department operations, procedures and data to recommend, design and develop logical solutions to complex systems problems; perform highly complex systems and applications programming and analysis duties; recommend and implement quality assurance and security procedures for assigned systems; provide advanced level technical systems support by identifying and resolving problems for highly complex systems and applications; provide complex support in the design, configuration, implementation and testing of wide area network operating systems, hardware and software; analyze and troubleshoot complex local and wide area network operating, hardware and software system problems; perform database administration and maintenance functions; evaluate and make recommendations to accommodate future data storage needs; develop and modify database models based on County information technology needs; prepare clear and concise technical reports and documentation; as assigned, lead, direct and review the work of project staff; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work. PHYSICAL/MENTAL REQUIREMENTS Mobility - Frequent use of keyboards; frequent sitting, standing or walking for long periods; occasional pushing/pulling, bending, squatting and crawling; driving. Lifting - frequently 5-30 pounds; occasionally 70 pounds or less. Vision - constant use of good overall vision; frequent reading/close-up work; occasional color, depth and peripheral vision. Dexterity - frequent repetitive motion; frequent writing; frequent grasping, holding, reaching. Hearing/Talking - frequent talking/hearing in person and on the telephone. Emotional/Psychological - frequent decision making and concentration; frequent public contact; occasional working alone, working nights and traveling. Environmental - frequent exposure to noise. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittalswill not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must besubmitted onlineto the Human Resources Division beforethe submission deadline. Resumes and paper applicationswill not be accepted in lieu of an online application. ( The County assumes no responsibility foronline applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
Mar 26, 2024
Full Time
Introduction Information Systems Division (ISD) is looking for a seasoned IT project manager for its Project Management Officer (PMO) as a Information Systems Analyst IV Project Manager. The ISA IV Project Manager leads information system projects for ISD, other County departments, and countywide or interdepartmental implementations by following ISD-defined project management policies and processes in the performance of their duties. The ISA IV works independently and provides project oversight and reports to the ISA V PMO Lead. This examination is being given to fill one vacancy in the ISD department and to establish a selective eligible list to fill future ISA IV PMO vacancies. Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline. DEFINITION Under direction, performs highly advanced professional computer and related systems support work within the Information Systems Division; provides highly advanced support to one or more departments with very complex computer systems and programs; may perform database administration duties; and performs other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. CLASS CHARACTERISTICS This is the highly advanced journey level class in the Information Systems Analyst series. Incumbents perform work of a professional nature, utilizing skills that require an understanding of very complex analytical procedures and processes while working with a very high level of independent authority and judgment. As assigned, some positions may exercise direct, functional or technical supervision over lower level staff; however, these supervisory duties are ancillary in nature and are not considered to be the primary purpose of the class. The program assignment will determine the emphasis of an incumbent’s duties as described below. This class is distinguished from the Information Systems Analyst III by the fact that incumbents assume responsibility for providing highly advanced systems analysis, design and development support to one or more departments with highly complex systems and programs, or serve as systems database administrators. Employees at this level may also be assigned to serve as a project lead on components of systems development projects and may provide lead direction and training to assigned project staff. This class is distinguished from the Information Systems Analyst V in that the latter serves as the highest level within the series, and assumes responsibility for coordinating a major functional/operational program area within the County’s most complex and strategic systems, network and database areas of operation. TYPICAL DUTIES Provides highly advanced professional level support to one or more departments with highly complex systems and programs; areas of responsibility include the analysis, evaluation, design, development and testing of these strategic systems, networks, programs and applications across multiple platforms and technologies; serves as database administrator on assigned systems. Designs and develops current or new systems for large and complex systems; analyzes user operations and business requirements to design and develop technology solution; reviews, evaluates and recommends current and third party systems and applications; creates or oversees the development of data flow diagrams and other systems documentation to develop program specifications; designs optimum system configurations; develops and implements testing plan; ensures system quality assurance; determines whether new program meets the client’s business and technology requirements and adjusts as required. Provides highly complex support in planning, developing, integrating, testing and evaluating the County’s local and wide area networks; determines network system requirements; studies the integrity and security of data to establish system configuration; monitors systems to control and support network traffic; devises and implements strategies for connection of other systems through the use of routers, bridges and gateways. Participates in the evaluation of network protocols, hardware and software to determine their applicability to County network needs; evaluates new applications to determine integration with current systems and applications. Investigates, analyzes and resolves network-related problems; resolve compatibility problems across systems and networks; troubleshoots complex network failures, router problems and telecommunications problems; recommends and implements changes and improvements. Analyzes network security and performance issues; identifies potential security and utilization or performance issues; designs strategies and recommendations to improve security and network performance. Performs database analysis, administration and maintenance duties; provides support to information technology staff in planning, designing and implementing databases; designs and modifies database structure, tables, files, views, and indexes; manages and maintains database and file space allocation; develops methodologies to export data from mainframe environment to other platforms; plans future storage requirements. Ensures database availability to system users; provides and controls user access; maintains database security to ensure data integrity; monitors users to ensure compliance with operational and security procedures; monitors database performance; makes database tuning changes as required; makes recommendations on enhancements to optimize resources; conducts and maintains database systems back ups to ensure timely recovery of data; develops alternative strategies for data recovery. As assigned, serves as project leader on components of information systems projects; analyzes client information system needs; recommends solutions and appropriate technology to meet client needs; designs project and resource plans and schedules; develops proposals using cost/benefit analyses; coordinates the installation and evaluation of proposed hardware and software to ensure compatibility with existing systems; coordinates programming activities; controls, monitors and reports budget expenditures; directs members of the project team; provides written reports and presentations on project status. Performs technical writing duties in the development and production of complex system documentation, instructional and procedural manuals; identifies training issues and coordinates training sessions for client users on assigned systems or applications; develops training schedule; designs training manuals; conducts training sessions; trains assigned project staff in their areas of work including structured programming and development methods, procedures and techniques. Attends and participates in professional group meetings; stay abreast of new trends and innovations in the field of information technology. May exercise direct or technical and functional supervision over lower level staff; assists in selecting, training, motivating and evaluating assigned staff; provides or coordinates staff training; works with employees to correct deficiencies. MINIMUM QUALIFICATIONS The following special requirements were approved by the Director of Human Resources on March 22, 2024. Education : Graduation from an accredited four-year college or university with a major in computer science, information systems, mathematics, business administration or a related field. Experience : Three years of increasingly professional, analytical IT Project Management work in an information systems environment. Substitution #1 : Possession of an approved information systems technology certificate, or completion of an approved information systems training course may substitute for all or part of the above required education. A list of approved certificates and/or courses shall be maintained within the Human Resources Department. Substitution #2 : Additional qualifying experience may substitute for the above required education on a year-for-year basis to a maximum of two years. KNOWLEDGE Operations, services and activities of a comprehensive information systems program across multiple operating platforms; advanced principles and practices of system design, development, analysis, testing and security administration; methods and techniques of evaluating complex systems and business requirements and developing information systems solutions; advanced programming languages, methods and techniques including integrated database management applications; operations, services and activities of local and wide area network design, development and administration; local and wide area network protocols; methods and techniques of resolving complex network system compatibility and integration issues; principles, practices, methods and techniques of supporting a comprehensive database design, management and administration program; operational characteristics of a variety of database systems, tools and utilities; principles and practices of quality assurance, data security, integrity, backup and recovery processes in assigned systems area; principles of lead supervision and training; principles and practices of project leadership; pertinent Federal, State and local codes, laws and regulations. ABILITY Analyze department operations, procedures and data to recommend, design and develop logical solutions to complex systems problems; perform highly complex systems and applications programming and analysis duties; recommend and implement quality assurance and security procedures for assigned systems; provide advanced level technical systems support by identifying and resolving problems for highly complex systems and applications; provide complex support in the design, configuration, implementation and testing of wide area network operating systems, hardware and software; analyze and troubleshoot complex local and wide area network operating, hardware and software system problems; perform database administration and maintenance functions; evaluate and make recommendations to accommodate future data storage needs; develop and modify database models based on County information technology needs; prepare clear and concise technical reports and documentation; as assigned, lead, direct and review the work of project staff; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work. PHYSICAL/MENTAL REQUIREMENTS Mobility - Frequent use of keyboards; frequent sitting, standing or walking for long periods; occasional pushing/pulling, bending, squatting and crawling; driving. Lifting - frequently 5-30 pounds; occasionally 70 pounds or less. Vision - constant use of good overall vision; frequent reading/close-up work; occasional color, depth and peripheral vision. Dexterity - frequent repetitive motion; frequent writing; frequent grasping, holding, reaching. Hearing/Talking - frequent talking/hearing in person and on the telephone. Emotional/Psychological - frequent decision making and concentration; frequent public contact; occasional working alone, working nights and traveling. Environmental - frequent exposure to noise. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittalswill not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must besubmitted onlineto the Human Resources Division beforethe submission deadline. Resumes and paper applicationswill not be accepted in lieu of an online application. ( The County assumes no responsibility foronline applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
Sacramento County, CA
Sacramento, California, United States
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a continuous filing exam with. The next filing cut-offs are at 5:00 pm on: 2/5/24, 4/2/24, 6/3/24, 8/5/24, 10/7/24, 12/2/24 Supervising Registered Nurse - Detention/Correctional Facility is the first level supervisory class in this series. Incumbents work under general administrative supervision of a higher level Health Program Manager or Facility Manager and receive medical direction as needed from a physician or higher level professional nurse such as a Nurse Practitioner or the designated head of detention facility nursing. The focus of duties is on supervising, planning, organizing and reviewing the operations, programs, personnel of a medical care unit staffed by Registered Nurses, Licenses Vocational Nurses and other support staff. Positions are typically assigned to a detention facility medical services unit. Examples of Knowledge and Abilities Knowledge Of Basic principles and practices of supervision and personnel management Professional registered nursing principles, procedures and techniques State of California laws and regulations on nursing practices Normal course of illnesses and disabilities and their treatment Family planning methods Pre-natal, pregnancy and post-natal medical care, infant and child care, growth and development, including common illnesses Substance abuse symptoms and medical intervention techniques Mental illness symptoms and intervention techniques Symptoms, prevention, reporting requirements and treatment of child and adult abuse and neglect Techniques of planning and conducting classes and training sessions on a variety of health subjects Individual and group counseling techniques Common public and community health care resources Social and economic factors influencing individual and community health Differing cultural, religious and social attitudes about hygiene, family planning, child care and health treatment Proper handling and administering of biologicals Detection and treatment of common communicable diseases, environmentally based illnesses, sexually transmitted diseases and food and water-borne illnesses Standard medical record keeping Common drugs and medications used for birth control, communicable diseases, immunizations, allergies, cardio-vascular conditions and substance overdoses, including their contra-indications and normal and abnormal results Ability To Supervise and train employees Effectively recommend employee selections, promotions, status changes and other personnel actions Plan, organize and control work of staff Develop and implement policies and procedures for work unit in accordance with department goals, policies and procedures Learn, comply with, and ensure staff compliance with laws, rules, regulations, protocols and procedures, including security requirements, applicable to the work unit Effectively communicate with and gain the cooperation of patients of various social, cultural, economic and educational background Work cooperatively with other health and social service providers and staff of other work units and departments Effectively plan, conduct and participate in in-service education and training programs Maintain patient confidentiality Employment Qualifications Minimum Qualifications : Possession of a current, valid Registered Nurse license issued by the State of California. Note : Failure to maintain such license may be cause for disciplinary action in accordance with Civil Service Commission Rules. And Either : One (1) year of experience in Sacramento County service as a Registered Nurse or any class requiring registered nurse license. Or : Two (2) years of experience as a registered nurse. Note: The word "experience" referenced in the minimum qualifications means full-time paid experience unless the job announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational, certificate/license requirement, applicants must submit proof of requirement (copy of diploma, transcripts, license, or certificate) with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. Document Required with Application : All applicants MUST record their RN license type, number, and expiration date in the space provided in the Experience and Training section of the application. Special Requirements - Person appointed to this class: May be required to regularly or periodically work evenings, nights, weekends and holidays. Will be subject to a confidential criminal history check and fingerprinting. Will be required to have, or obtain and maintain a valid CPR certificate. May be required to have or obtain a valid hearing testing certificate, emergency first aid certificate and/or other specialty training appropriate to registered nurses and necessary in their job assignment. Note : Some positions in these classes may require the ability to communicate fluently in language other than English in addition to English. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate or Credentials Screening Panel exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net Call (916) 874-5627 and you will be provided with a recorded message, accessible 24 hours a day. EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
Mar 05, 2024
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a continuous filing exam with. The next filing cut-offs are at 5:00 pm on: 2/5/24, 4/2/24, 6/3/24, 8/5/24, 10/7/24, 12/2/24 Supervising Registered Nurse - Detention/Correctional Facility is the first level supervisory class in this series. Incumbents work under general administrative supervision of a higher level Health Program Manager or Facility Manager and receive medical direction as needed from a physician or higher level professional nurse such as a Nurse Practitioner or the designated head of detention facility nursing. The focus of duties is on supervising, planning, organizing and reviewing the operations, programs, personnel of a medical care unit staffed by Registered Nurses, Licenses Vocational Nurses and other support staff. Positions are typically assigned to a detention facility medical services unit. Examples of Knowledge and Abilities Knowledge Of Basic principles and practices of supervision and personnel management Professional registered nursing principles, procedures and techniques State of California laws and regulations on nursing practices Normal course of illnesses and disabilities and their treatment Family planning methods Pre-natal, pregnancy and post-natal medical care, infant and child care, growth and development, including common illnesses Substance abuse symptoms and medical intervention techniques Mental illness symptoms and intervention techniques Symptoms, prevention, reporting requirements and treatment of child and adult abuse and neglect Techniques of planning and conducting classes and training sessions on a variety of health subjects Individual and group counseling techniques Common public and community health care resources Social and economic factors influencing individual and community health Differing cultural, religious and social attitudes about hygiene, family planning, child care and health treatment Proper handling and administering of biologicals Detection and treatment of common communicable diseases, environmentally based illnesses, sexually transmitted diseases and food and water-borne illnesses Standard medical record keeping Common drugs and medications used for birth control, communicable diseases, immunizations, allergies, cardio-vascular conditions and substance overdoses, including their contra-indications and normal and abnormal results Ability To Supervise and train employees Effectively recommend employee selections, promotions, status changes and other personnel actions Plan, organize and control work of staff Develop and implement policies and procedures for work unit in accordance with department goals, policies and procedures Learn, comply with, and ensure staff compliance with laws, rules, regulations, protocols and procedures, including security requirements, applicable to the work unit Effectively communicate with and gain the cooperation of patients of various social, cultural, economic and educational background Work cooperatively with other health and social service providers and staff of other work units and departments Effectively plan, conduct and participate in in-service education and training programs Maintain patient confidentiality Employment Qualifications Minimum Qualifications : Possession of a current, valid Registered Nurse license issued by the State of California. Note : Failure to maintain such license may be cause for disciplinary action in accordance with Civil Service Commission Rules. And Either : One (1) year of experience in Sacramento County service as a Registered Nurse or any class requiring registered nurse license. Or : Two (2) years of experience as a registered nurse. Note: The word "experience" referenced in the minimum qualifications means full-time paid experience unless the job announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational, certificate/license requirement, applicants must submit proof of requirement (copy of diploma, transcripts, license, or certificate) with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. Document Required with Application : All applicants MUST record their RN license type, number, and expiration date in the space provided in the Experience and Training section of the application. Special Requirements - Person appointed to this class: May be required to regularly or periodically work evenings, nights, weekends and holidays. Will be subject to a confidential criminal history check and fingerprinting. Will be required to have, or obtain and maintain a valid CPR certificate. May be required to have or obtain a valid hearing testing certificate, emergency first aid certificate and/or other specialty training appropriate to registered nurses and necessary in their job assignment. Note : Some positions in these classes may require the ability to communicate fluently in language other than English in addition to English. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate or Credentials Screening Panel exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net Call (916) 874-5627 and you will be provided with a recorded message, accessible 24 hours a day. EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
Sacramento County, CA
Sacramento, California, United States
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a limited continuous filing exam. Next filing cut-offs are at 5:00 pm on: 1/16/24, 2/13/24, 3/12/24, *4/9/24, *5/7/24, *6/11/24 (final) Supervising Registered Nurse is the first level supervisory class in this series. Incumbents work under general administrative supervision of a higher level health program manager or facility manager, and receive medical direction as needed from a physician or higher level professional nurse such as a nurse practitioner. The focus of duties is on supervising, planning, organizing and reviewing the operations, program, and personnel of a medical care unit staffed by register ed nurses, licensed vocational nurses, and other support staff. Positions are typically limited to facilities where the organizational structure, work shifts, and large number of staff necessitate a first-line nursing supervisor. Examples of Knowledge and Abilities Knowledge of Basic principles and practices of supervision and personnel management Professional registered nursing principles, procedures and techniques State of California laws and regulations on nursing practices Normal course of illnesses and disabilities, and their treatment Family planning methods Pre-natal, pregnancy and post-natal medical care, infant and child care, growth, and development, including common illnesses Substance abuse symptoms and medical intervention techniques Mental illness symptoms and intervention techniques Symptoms, prevention, reporting requirements and treatment of child and adult abuse and neglect Techniques of planning and conducting classes and training sessions on a variety of health subjects Individual and group counseling techniques Common public and community health care resources Social and economic factors influencing individual an community health Differing cultural, religious and social attitudes about hygiene, family planning, child care, and health treatment Proper handling and administering of biologicals Detection and treatment of common communicable diseases, environmentally based illnesses, sexually transmitted diseases, and food and water-borne illnesses Standard medical record-keeping Common drugs and medications used for birth control, communicable diseases, immunizations, allergies, cardio-vascular conditions, and substance overdoses, including their contra-indications and normal and abnormal results Ability to Supervise and train employees Effectively recommend employee selections, promotions, status changes and other personnel actions Plan, organize and control work of staff Develop and implement policies and procedures for work unit in accordance with department goals, policies and procedures Learn, comply with, and ensure staff compliance with laws, rules, regulations, protocols, and procedures, including security requirements, applicable to the work unit Effectively communicate with and gain the cooperation of patients of various social, cultural, economic and educational backgrounds Work cooperatively with other health and social service providers, and staff of other work units and departments Effectively plan, conduct, and participate in in-service education and training programs Maintain patient confidentiality Employment Qualifications Minimum Qualifications 1. Possession of a current valid Registered Nurse license issued by the State of California. (NOTE: Failure to maintain such license may be cause for disciplinary action in accordance with Civil Service Commission Rules.) AND 2. Either: One year of experience in Sacramento County service as a Registered Nurse or any class requiring registered nurse licensure. Or: Two years of experience as a registered nurse. Note: If the word “experience” is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. Notes: Experience requirements are stated as full-time work; to convert part-time to full-time equivalency: 173.6 hours = 21.7 days = 1 work month. Required experience may be paid or unpaid. Special Requirements Persons appointed to these classes may be required to regularly or periodically work evenings, nights, and weekends and holidays.Persons appointed to these classes may be subject to a confidential criminal history check and fingerprinting.Persons appointed to these classes will be required to have, or obtain, and maintain a valid CPR certificate.Persons appointed to these classes may be required to have or obtain a valid hearing testing certificate, emergency first aid certificate, and/or other specialty training appropriate to Registered Nurses and necessary in their job assignment. Probationary Period The probationary period for this classification is six (6) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 6/11/2024 5:00 PM Pacific
Mar 07, 2024
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a limited continuous filing exam. Next filing cut-offs are at 5:00 pm on: 1/16/24, 2/13/24, 3/12/24, *4/9/24, *5/7/24, *6/11/24 (final) Supervising Registered Nurse is the first level supervisory class in this series. Incumbents work under general administrative supervision of a higher level health program manager or facility manager, and receive medical direction as needed from a physician or higher level professional nurse such as a nurse practitioner. The focus of duties is on supervising, planning, organizing and reviewing the operations, program, and personnel of a medical care unit staffed by register ed nurses, licensed vocational nurses, and other support staff. Positions are typically limited to facilities where the organizational structure, work shifts, and large number of staff necessitate a first-line nursing supervisor. Examples of Knowledge and Abilities Knowledge of Basic principles and practices of supervision and personnel management Professional registered nursing principles, procedures and techniques State of California laws and regulations on nursing practices Normal course of illnesses and disabilities, and their treatment Family planning methods Pre-natal, pregnancy and post-natal medical care, infant and child care, growth, and development, including common illnesses Substance abuse symptoms and medical intervention techniques Mental illness symptoms and intervention techniques Symptoms, prevention, reporting requirements and treatment of child and adult abuse and neglect Techniques of planning and conducting classes and training sessions on a variety of health subjects Individual and group counseling techniques Common public and community health care resources Social and economic factors influencing individual an community health Differing cultural, religious and social attitudes about hygiene, family planning, child care, and health treatment Proper handling and administering of biologicals Detection and treatment of common communicable diseases, environmentally based illnesses, sexually transmitted diseases, and food and water-borne illnesses Standard medical record-keeping Common drugs and medications used for birth control, communicable diseases, immunizations, allergies, cardio-vascular conditions, and substance overdoses, including their contra-indications and normal and abnormal results Ability to Supervise and train employees Effectively recommend employee selections, promotions, status changes and other personnel actions Plan, organize and control work of staff Develop and implement policies and procedures for work unit in accordance with department goals, policies and procedures Learn, comply with, and ensure staff compliance with laws, rules, regulations, protocols, and procedures, including security requirements, applicable to the work unit Effectively communicate with and gain the cooperation of patients of various social, cultural, economic and educational backgrounds Work cooperatively with other health and social service providers, and staff of other work units and departments Effectively plan, conduct, and participate in in-service education and training programs Maintain patient confidentiality Employment Qualifications Minimum Qualifications 1. Possession of a current valid Registered Nurse license issued by the State of California. (NOTE: Failure to maintain such license may be cause for disciplinary action in accordance with Civil Service Commission Rules.) AND 2. Either: One year of experience in Sacramento County service as a Registered Nurse or any class requiring registered nurse licensure. Or: Two years of experience as a registered nurse. Note: If the word “experience” is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. Notes: Experience requirements are stated as full-time work; to convert part-time to full-time equivalency: 173.6 hours = 21.7 days = 1 work month. Required experience may be paid or unpaid. Special Requirements Persons appointed to these classes may be required to regularly or periodically work evenings, nights, and weekends and holidays.Persons appointed to these classes may be subject to a confidential criminal history check and fingerprinting.Persons appointed to these classes will be required to have, or obtain, and maintain a valid CPR certificate.Persons appointed to these classes may be required to have or obtain a valid hearing testing certificate, emergency first aid certificate, and/or other specialty training appropriate to Registered Nurses and necessary in their job assignment. Probationary Period The probationary period for this classification is six (6) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 6/11/2024 5:00 PM Pacific
Introduction The Hospital San Joaquin General Hospital (SJGH) , originally established in 1857, is a general acute care facility providing a full range of inpatient services including General Medical/Surgical Care, High-Risk Obstetrics and Neonatal Intensive Care, Pediatrics and Intensive Care. In addition to the 196-bed hospital, the medical campus includes multiple facilities dedicated to comprehensive outpatient services including Primary Care and Specialty Clinics. The Hospital's Ambulatory Care sites, including offices located at French Camp and Stockton provide over 1,340,000 outpatient clinic visits a year. In addition to providing direct medical services, the hospital is active in providing education for health professionals through post-graduate residency programs in General Surgery, Internal Medicine and Family Practice and has trained over 3,000 physicians since the residency programs were established in 1932. The hospital also participates in clinical affiliation agreements for training programs in a variety of health professions including Registered and Licensed Vocational nurses, Pharmacists, Radiology Technologies, Social Workers and Respiratory Therapists. About The Position The Pharmacy Supervisor supervisor pharmacists, paraprofessional, and clerical support staff at San Joaquin General Hospital. This key role will have significant responsibility in directing pharmacy personnel and coordinating the daily pharmacy operations and services. The ideal candidate will have at least two years of experience as a Registered Pharmacist or has completed an ASHP-credited Pharmacy Practice Residency. The ideal candidate will have excellent verbal and written communication skills and strong knowledge in pharmacology, the federal and state laws applicable to practicing pharmacy, and regulatory standards. Recruitment Thisrecruitment is beingconducted to fill one vacancy as a Pharmacy Supervisor at San Joaquin General Hospital's and tocreate areferral poolto fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. *Note: The first certification may be promotional* Pre-Employment Drug Screening and Background : Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process. The County pays for the initial drug screen. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Supervises the work of professional and paraprofessional staff performing and participating in: interpretation and filling of medication orders for patients written by authorized medical practitioners; review of orders to determine appropriate quantity, strength and frequency of medication and assurance of clinical, chemical and therapeutic compatibility; compounding of pharmaceuticals; counseling of patients regarding use of drugs, their effects and precautions to observe in their use. Provides a full scope of pharmacy services in accordance with applicable federal, state and local requirements; consults with medical staff, nursing staff, and ancillary professional staff regarding drug therapy regimens, pharmacy policies, and drug-related issues. Plans, organizes, directs and coordinates activities of assigned pharmacy personnel; supports the objectives of pharmacy management in accordance with federal, state and local requirements for control and accountability of drugs and pharmacy/pharmacist licensure; may register with the State Board of Pharmacy as the duly-recognized Pharmacist-in-Charge. Assists the department manager in personnel matters; recruits, selects, orients, trains, assigns and evaluates professional and paraprofessional pharmacy staff. Assists the department manager in developing, implementing, and maintaining pharmacy programs, policies and procedures; performs quality assurance, quality control and quality improvement audits, studies, and other analyses; analyzes daily work flow and provides for staffing adjustments as needed; ensures that staff are scheduled to meet the workload demands of the department; assists in the reporting of workload statistics. Assists the department manager in controlling expenditures, maintaining inventory, and implementing cost containment practices. As assigned, represents department at meetings; participates on various related committees; acts as liaison between the Pharmacy and other areas of the division, agency and outside agencies. Prepares and participates in staff development and in-service training programs for medical, nursing and other professional and paraprofessional staff on pharmacy matters; participates in training of student pharmacists. MINIMUM QUALIFICATIONS License : Possession of a valid license as a Registered Pharmacist issued by the California State Board of Pharmacy. Education : Possession of a Master's or Doctor of Pharmacy degree in Pharmacy from an accredited university. Experience : Two years experience as a Registered Pharmacist or completion of an ASHP-accredited Pharmacy Practice Residency. KNOWLEDGE Pharmacology; pharmacokinetics; drug interactions; patient monitoring techniques; drug information retrieval; quality initiative activities and processes; drug distribution systems; methods of sterile compounding; Title 22 and JCAHO, federal and state laws and applicable to the practice of pharmacy, and other pharmacy regulatory standards; legalities on procurement, storage, distribution, and sale of drugs; principles of management and supervision including the budgetary process and reimbursement requirements of common programs. ABILITY Organize the activities of personnel to ensure optimal pharmacy services; evaluate professional and paraprofessional staff; monitor and control departmental expenditures; plan and coordinate performance improvement activities; develop and implement policies and procedures; supervise professional and sub-professional staff; ensure safe distribution of drugs; communicate effectively, verbally and in writing; establish effective working relationships. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent operating of keyboard, sitting for long periods; Visual Requirements -Constant reading close-up, and frequent overall vision; Dexterity -Frequent writing; Hearing/Talking -Constant hearing normal speech, frequent hearing and talking on the telephone, talking in person; Emotional/Psychological -Constant decision-making and concentration; frequent public contact. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction The Hospital San Joaquin General Hospital (SJGH) , originally established in 1857, is a general acute care facility providing a full range of inpatient services including General Medical/Surgical Care, High-Risk Obstetrics and Neonatal Intensive Care, Pediatrics and Intensive Care. In addition to the 196-bed hospital, the medical campus includes multiple facilities dedicated to comprehensive outpatient services including Primary Care and Specialty Clinics. The Hospital's Ambulatory Care sites, including offices located at French Camp and Stockton provide over 1,340,000 outpatient clinic visits a year. In addition to providing direct medical services, the hospital is active in providing education for health professionals through post-graduate residency programs in General Surgery, Internal Medicine and Family Practice and has trained over 3,000 physicians since the residency programs were established in 1932. The hospital also participates in clinical affiliation agreements for training programs in a variety of health professions including Registered and Licensed Vocational nurses, Pharmacists, Radiology Technologies, Social Workers and Respiratory Therapists. About The Position The Pharmacy Supervisor supervisor pharmacists, paraprofessional, and clerical support staff at San Joaquin General Hospital. This key role will have significant responsibility in directing pharmacy personnel and coordinating the daily pharmacy operations and services. The ideal candidate will have at least two years of experience as a Registered Pharmacist or has completed an ASHP-credited Pharmacy Practice Residency. The ideal candidate will have excellent verbal and written communication skills and strong knowledge in pharmacology, the federal and state laws applicable to practicing pharmacy, and regulatory standards. Recruitment Thisrecruitment is beingconducted to fill one vacancy as a Pharmacy Supervisor at San Joaquin General Hospital's and tocreate areferral poolto fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. *Note: The first certification may be promotional* Pre-Employment Drug Screening and Background : Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process. The County pays for the initial drug screen. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Supervises the work of professional and paraprofessional staff performing and participating in: interpretation and filling of medication orders for patients written by authorized medical practitioners; review of orders to determine appropriate quantity, strength and frequency of medication and assurance of clinical, chemical and therapeutic compatibility; compounding of pharmaceuticals; counseling of patients regarding use of drugs, their effects and precautions to observe in their use. Provides a full scope of pharmacy services in accordance with applicable federal, state and local requirements; consults with medical staff, nursing staff, and ancillary professional staff regarding drug therapy regimens, pharmacy policies, and drug-related issues. Plans, organizes, directs and coordinates activities of assigned pharmacy personnel; supports the objectives of pharmacy management in accordance with federal, state and local requirements for control and accountability of drugs and pharmacy/pharmacist licensure; may register with the State Board of Pharmacy as the duly-recognized Pharmacist-in-Charge. Assists the department manager in personnel matters; recruits, selects, orients, trains, assigns and evaluates professional and paraprofessional pharmacy staff. Assists the department manager in developing, implementing, and maintaining pharmacy programs, policies and procedures; performs quality assurance, quality control and quality improvement audits, studies, and other analyses; analyzes daily work flow and provides for staffing adjustments as needed; ensures that staff are scheduled to meet the workload demands of the department; assists in the reporting of workload statistics. Assists the department manager in controlling expenditures, maintaining inventory, and implementing cost containment practices. As assigned, represents department at meetings; participates on various related committees; acts as liaison between the Pharmacy and other areas of the division, agency and outside agencies. Prepares and participates in staff development and in-service training programs for medical, nursing and other professional and paraprofessional staff on pharmacy matters; participates in training of student pharmacists. MINIMUM QUALIFICATIONS License : Possession of a valid license as a Registered Pharmacist issued by the California State Board of Pharmacy. Education : Possession of a Master's or Doctor of Pharmacy degree in Pharmacy from an accredited university. Experience : Two years experience as a Registered Pharmacist or completion of an ASHP-accredited Pharmacy Practice Residency. KNOWLEDGE Pharmacology; pharmacokinetics; drug interactions; patient monitoring techniques; drug information retrieval; quality initiative activities and processes; drug distribution systems; methods of sterile compounding; Title 22 and JCAHO, federal and state laws and applicable to the practice of pharmacy, and other pharmacy regulatory standards; legalities on procurement, storage, distribution, and sale of drugs; principles of management and supervision including the budgetary process and reimbursement requirements of common programs. ABILITY Organize the activities of personnel to ensure optimal pharmacy services; evaluate professional and paraprofessional staff; monitor and control departmental expenditures; plan and coordinate performance improvement activities; develop and implement policies and procedures; supervise professional and sub-professional staff; ensure safe distribution of drugs; communicate effectively, verbally and in writing; establish effective working relationships. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent operating of keyboard, sitting for long periods; Visual Requirements -Constant reading close-up, and frequent overall vision; Dexterity -Frequent writing; Hearing/Talking -Constant hearing normal speech, frequent hearing and talking on the telephone, talking in person; Emotional/Psychological -Constant decision-making and concentration; frequent public contact. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Introduction This examination is being given to fill one vacancy in the Behavioral Health Services department and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. The Staff Nurse V -Clinical Ambulatory is the advanced clinical-level class in the Staff Nurse series. The ideal candidate will be a knowledgeable clinical practitioner who can provide highly skilled, coordinated nursing care using a variety of interdisciplinary resources. The incumbent will serve as a role model and educator in relation to new and existing practices throughout the Clinics, and will develop and revise policy as services evolve. Pre-Employment Physical, Drug Screen and Background: Potential new hires into this classification are required to successfully pass a pre-employment physical examination, a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible candidate has passed the drug screen, physical and successfully completed the background process. The County pays for the initial drug screen and physical. INCENTIVES for HARD to RECRUIT/Retention The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources: •Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. •Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. •New Hire Retention Bonus: $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies; may supervise and participate in therapy groups, individual counseling and family conferences, as necessary; provides crisis intervention, stabilization and follow-up therapy; makes crisis referrals as required. Implements and interprets standards of care; communicates and records assessments, nursing diagnoses, interventions, and evaluations of patient’s progress using nursing care plans; maintains a safe, therapeutic environment for patients. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms; initiates and completes performance improvement and other studies in cooperation with the Nursing Department Manager. Assumes full responsibility for the supervision of a unit or shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; may represent the department to outside organizations. Participates in the identification of staff development needs for members of the nursing staff. Prepares and presents, within established guidelines, clinical projects as assigned; as applicable, consults and coordinates projects with Clinical Nurse Specialists, the Education and Training Division, or other divisions as appropriate for preparation of courses for Nursing and other staff. MINIMUM QUALIFICATIONS Experience: Three years of progressively responsible experience as a registered nurse in an acute care or mental health facility at a level equivalent to a San Joaquin County Staff Nurse III. Certification: Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. Substitution: Possession of a Bachelor’s Degree in Nursing, Health Science or closely related field may be substituted for one year of the required experience. Licenses and Certificates: Current registration as a nurse in the State of California. Special Requirements: (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptor-ships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training, experience and/or education may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing, particularly in area of specialization; new developments in patient care; skills specific to clinical scope of practice: the nursing process; nursing staffing patterns; basic supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of a technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans and teach classes; supervise and participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing;Frequency of Lifting-Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work;Dexterity-Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address;Emotional/Psychological Factors-Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime;Environmental Conditions-Frequent exposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: 4/2/2024 11:59:00 PM
Mar 21, 2024
Full Time
Introduction This examination is being given to fill one vacancy in the Behavioral Health Services department and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. The Staff Nurse V -Clinical Ambulatory is the advanced clinical-level class in the Staff Nurse series. The ideal candidate will be a knowledgeable clinical practitioner who can provide highly skilled, coordinated nursing care using a variety of interdisciplinary resources. The incumbent will serve as a role model and educator in relation to new and existing practices throughout the Clinics, and will develop and revise policy as services evolve. Pre-Employment Physical, Drug Screen and Background: Potential new hires into this classification are required to successfully pass a pre-employment physical examination, a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible candidate has passed the drug screen, physical and successfully completed the background process. The County pays for the initial drug screen and physical. INCENTIVES for HARD to RECRUIT/Retention The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources: •Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. •Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. •New Hire Retention Bonus: $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies; may supervise and participate in therapy groups, individual counseling and family conferences, as necessary; provides crisis intervention, stabilization and follow-up therapy; makes crisis referrals as required. Implements and interprets standards of care; communicates and records assessments, nursing diagnoses, interventions, and evaluations of patient’s progress using nursing care plans; maintains a safe, therapeutic environment for patients. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms; initiates and completes performance improvement and other studies in cooperation with the Nursing Department Manager. Assumes full responsibility for the supervision of a unit or shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; may represent the department to outside organizations. Participates in the identification of staff development needs for members of the nursing staff. Prepares and presents, within established guidelines, clinical projects as assigned; as applicable, consults and coordinates projects with Clinical Nurse Specialists, the Education and Training Division, or other divisions as appropriate for preparation of courses for Nursing and other staff. MINIMUM QUALIFICATIONS Experience: Three years of progressively responsible experience as a registered nurse in an acute care or mental health facility at a level equivalent to a San Joaquin County Staff Nurse III. Certification: Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. Substitution: Possession of a Bachelor’s Degree in Nursing, Health Science or closely related field may be substituted for one year of the required experience. Licenses and Certificates: Current registration as a nurse in the State of California. Special Requirements: (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptor-ships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training, experience and/or education may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing, particularly in area of specialization; new developments in patient care; skills specific to clinical scope of practice: the nursing process; nursing staffing patterns; basic supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of a technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans and teach classes; supervise and participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing;Frequency of Lifting-Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work;Dexterity-Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address;Emotional/Psychological Factors-Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime;Environmental Conditions-Frequent exposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: 4/2/2024 11:59:00 PM
Sacramento County, CA
Sacramento, California, United States
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a continuous filing exam. The next filing cut-offs are at 5:00pm on: 12/7/23, *2/1/24, 3/7/24, 6/7/24, 9/6/24, 12/6/24 Incumbents are responsible for a variety of civil engineering work in connection with the design, surveying, testing of materials and construction of public works projects. Public works projects include, but are not limited to roads and bridges; traffic control system design; drainage, water and wastewater collection, distribution and treatment; airports; new building construction and remodels; and other structures and projects. Senior Civil Engineer is characterized by the assignment of responsibility for a specific program, functioning either as a project/resident engineer or acting in a staff engineering capacity assisting major division chiefs in determining and fulfilling program responsibilities of the division. The position calls for the exercise of a high degree of initiative, technical proficiency, and judgment. Supervision over professional engineers, including one or more Associates, is normally required of this class, but assignments may be of a highly specialized and very responsible function that does not require supervision of others. In developmental programs, or programs which rely on the services of private consulting firms, this class may supervise few direct subordinates. The Senior is distinguished from the lower class of Associate by the level of responsibility and difficulty and variety of engineering work performed. A Senior is normally responsible for all phases of a major program, whereas an Associate is responsible for one or more individual projects within a program. Incumbent(s) receive general direction from a higher level manager and exercise(s) direct and indirect supervision over lower level professional staff, technical, and clerical personnel. Examples of Knowledge and Abilities Knowledge Of Applicable to All Options Principles and practices of civil engineering Methods and materials used in the design and construction of varied civil engineering projects Budget preparation Principles and techniques of personnel management and supervision Laws and regulations pertaining to public works construction and design General Option Civil engineering principles and practices applicable to construction, material testing administration, solid waste management Design of park facilities, parking lots and other miscellaneous civil engineering projects County surveyor and permit functions Laws and regulations pertaining to these programs Airport Option Engineering practices and principles applicable to planning and designing airfield and aircraft navigation facilities/equipment, roadways, traffic control and signaling, vehicle parking, sewer facilities, flood control and storm drainage, and water supply Federal, state and local laws ordinances and regulations pertaining to airport facilities Policies and procedures for coordinating airports projects with other Federal, State, County and other local agencies Financial management practices pertaining to the preparation and monitoring of capital improvement program project descriptions, and FAA grants Project management practices pertaining to the preparation of preliminary design and cost estimates for determining project budgetary needs, including other County departments' project support costs, and the identification of other branches' and/or departments' resource needs for design and construction projects Highway Engineering Option Specialized civil engineering principles and practices applicable to streets and highways Survey and construction practices related to highway projects Federal and state laws and regulations pertaining to highway and bridge construction and use Traffic control system design Traffic system management concepts Sanitary Engineering Option Specialized principles, practices, and methods of sanitary engineering Bacteriological, biological, physical, chemical, and other quality control processes involved in the treatment of wastewater Laws and regulations relating to wastewater treatment, collection, distribution and quality control requirements Water Resources Engineering Option Specialized knowledge of the principles, practices and methods of hydraulics, hydrology, water supply, hydraulic structures, drainage and flood control Laws and regulations pertaining to these subjects, as well as to ground and surface waters and water distributing agencies Ability To Plan, supervise and direct the work of professional and technical staff Analyze engineering and managerial problems and work out effective solutions Evaluate and perform difficult design work; perform feasibility and cost analysis studies Write reports, specifications, and contract documents Make written and verbal presentations to professional and civic groups work effectively with subordinates, superiors, official bodies, and the general public Employment Qualifications Minimum Qualifications Current registration as a civil engineer issued by the California State Board of Registration for Professional Engineers. AND Three years of full-time experience as a registered engineer performing duties which have included difficult and complex civil engineering projects with responsibilities comparable to those of a project, resident, or operations engineer for public works projects. Experience to be applied must be comparable to that of an Associate Civil Engineer within County of Sacramento service. Two years of this experience shall be in the option being tested. A Masters Degree in the option being tested may be substituted for one year of the experience. Note: The word "experience" referenced in the minimum qualifications means full-time paid experience unless the job announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. General Qualifications Driver's License: A valid California Driver's License, Class C or higher, is required prior to appointment to this class. Failure to maintain the appropriate California Driver's License, may constitute cause for termination from this class in accordance with Civil Service Rule 11.4. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Certification Requirements: Per Health and Safety Code, Sections 18949.25 - 18949.31, incumbents may be required to obtain a certification from a recognized state, national, or international association, as determined by the County, within two years of date of hire or assignment. Some positions in this class series require incumbents to complete one year of verifiable experience in the appropriate field and, within one year thereafter, to obtain certification from a recognized state, national, or international association, as determined by the County. Any person currently and continuously employed by the County as an inspector, plans examiner or building official, for not less than two years prior to January 1, 1996, is exempt from the certification requirements as outlined above. In addition, persons appointed to this class might be required to complete a minimum of 45 hours of continuing education every three years. The County may determine appropriate providers of continuing education such as community colleges or organizations affiliated with code enforcement. Note: Failure to meet the required certification requirements may constitute cause for termination from this class in accordance with Civil Service Rule 11.4. Physical Requirements: Sit for extended periods, frequently stand and walk Have manual dexterity and eye-hand coordination need to use a variety of office equipment such as computers, telephones, calculators, copiers, and drafting equipment Have corrected vision in order to review plans and specifications and perform other essential functions of the job Occasionally walk on uneven terrain at construction sites, etc. Individuals who are unable to pass some of the physical requirements due to physical disability will be reviewed on a case-by-case basis. Working Conditions: May be required to work in excess of 40 hours a week and/or work irregular hours, particularly during emergency situations. Criminal History Check: The County may access criminal history information on candidates who have accepted a conditional offer of appointment within this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedure B-5 and applicable federal and state law. The County shall not consider for employment any applicant who has been convicted of a felony or misdemeanor that relates to or impacts the applicant's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. Special Access: Some incumbents in this class must acquire and maintain an airport security badge allowing access to secure County airport locations. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
Mar 05, 2024
The Position Come join one of Forbes Magazine's Best Employers ! There is an additional 3.35% Management Differential which is added to the posted salary for this class. This is a continuous filing exam. The next filing cut-offs are at 5:00pm on: 12/7/23, *2/1/24, 3/7/24, 6/7/24, 9/6/24, 12/6/24 Incumbents are responsible for a variety of civil engineering work in connection with the design, surveying, testing of materials and construction of public works projects. Public works projects include, but are not limited to roads and bridges; traffic control system design; drainage, water and wastewater collection, distribution and treatment; airports; new building construction and remodels; and other structures and projects. Senior Civil Engineer is characterized by the assignment of responsibility for a specific program, functioning either as a project/resident engineer or acting in a staff engineering capacity assisting major division chiefs in determining and fulfilling program responsibilities of the division. The position calls for the exercise of a high degree of initiative, technical proficiency, and judgment. Supervision over professional engineers, including one or more Associates, is normally required of this class, but assignments may be of a highly specialized and very responsible function that does not require supervision of others. In developmental programs, or programs which rely on the services of private consulting firms, this class may supervise few direct subordinates. The Senior is distinguished from the lower class of Associate by the level of responsibility and difficulty and variety of engineering work performed. A Senior is normally responsible for all phases of a major program, whereas an Associate is responsible for one or more individual projects within a program. Incumbent(s) receive general direction from a higher level manager and exercise(s) direct and indirect supervision over lower level professional staff, technical, and clerical personnel. Examples of Knowledge and Abilities Knowledge Of Applicable to All Options Principles and practices of civil engineering Methods and materials used in the design and construction of varied civil engineering projects Budget preparation Principles and techniques of personnel management and supervision Laws and regulations pertaining to public works construction and design General Option Civil engineering principles and practices applicable to construction, material testing administration, solid waste management Design of park facilities, parking lots and other miscellaneous civil engineering projects County surveyor and permit functions Laws and regulations pertaining to these programs Airport Option Engineering practices and principles applicable to planning and designing airfield and aircraft navigation facilities/equipment, roadways, traffic control and signaling, vehicle parking, sewer facilities, flood control and storm drainage, and water supply Federal, state and local laws ordinances and regulations pertaining to airport facilities Policies and procedures for coordinating airports projects with other Federal, State, County and other local agencies Financial management practices pertaining to the preparation and monitoring of capital improvement program project descriptions, and FAA grants Project management practices pertaining to the preparation of preliminary design and cost estimates for determining project budgetary needs, including other County departments' project support costs, and the identification of other branches' and/or departments' resource needs for design and construction projects Highway Engineering Option Specialized civil engineering principles and practices applicable to streets and highways Survey and construction practices related to highway projects Federal and state laws and regulations pertaining to highway and bridge construction and use Traffic control system design Traffic system management concepts Sanitary Engineering Option Specialized principles, practices, and methods of sanitary engineering Bacteriological, biological, physical, chemical, and other quality control processes involved in the treatment of wastewater Laws and regulations relating to wastewater treatment, collection, distribution and quality control requirements Water Resources Engineering Option Specialized knowledge of the principles, practices and methods of hydraulics, hydrology, water supply, hydraulic structures, drainage and flood control Laws and regulations pertaining to these subjects, as well as to ground and surface waters and water distributing agencies Ability To Plan, supervise and direct the work of professional and technical staff Analyze engineering and managerial problems and work out effective solutions Evaluate and perform difficult design work; perform feasibility and cost analysis studies Write reports, specifications, and contract documents Make written and verbal presentations to professional and civic groups work effectively with subordinates, superiors, official bodies, and the general public Employment Qualifications Minimum Qualifications Current registration as a civil engineer issued by the California State Board of Registration for Professional Engineers. AND Three years of full-time experience as a registered engineer performing duties which have included difficult and complex civil engineering projects with responsibilities comparable to those of a project, resident, or operations engineer for public works projects. Experience to be applied must be comparable to that of an Associate Civil Engineer within County of Sacramento service. Two years of this experience shall be in the option being tested. A Masters Degree in the option being tested may be substituted for one year of the experience. Note: The word "experience" referenced in the minimum qualifications means full-time paid experience unless the job announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. General Qualifications Driver's License: A valid California Driver's License, Class C or higher, is required prior to appointment to this class. Failure to maintain the appropriate California Driver's License, may constitute cause for termination from this class in accordance with Civil Service Rule 11.4. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Certification Requirements: Per Health and Safety Code, Sections 18949.25 - 18949.31, incumbents may be required to obtain a certification from a recognized state, national, or international association, as determined by the County, within two years of date of hire or assignment. Some positions in this class series require incumbents to complete one year of verifiable experience in the appropriate field and, within one year thereafter, to obtain certification from a recognized state, national, or international association, as determined by the County. Any person currently and continuously employed by the County as an inspector, plans examiner or building official, for not less than two years prior to January 1, 1996, is exempt from the certification requirements as outlined above. In addition, persons appointed to this class might be required to complete a minimum of 45 hours of continuing education every three years. The County may determine appropriate providers of continuing education such as community colleges or organizations affiliated with code enforcement. Note: Failure to meet the required certification requirements may constitute cause for termination from this class in accordance with Civil Service Rule 11.4. Physical Requirements: Sit for extended periods, frequently stand and walk Have manual dexterity and eye-hand coordination need to use a variety of office equipment such as computers, telephones, calculators, copiers, and drafting equipment Have corrected vision in order to review plans and specifications and perform other essential functions of the job Occasionally walk on uneven terrain at construction sites, etc. Individuals who are unable to pass some of the physical requirements due to physical disability will be reviewed on a case-by-case basis. Working Conditions: May be required to work in excess of 40 hours a week and/or work irregular hours, particularly during emergency situations. Criminal History Check: The County may access criminal history information on candidates who have accepted a conditional offer of appointment within this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedure B-5 and applicable federal and state law. The County shall not consider for employment any applicant who has been convicted of a felony or misdemeanor that relates to or impacts the applicant's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. Special Access: Some incumbents in this class must acquire and maintain an airport security badge allowing access to secure County airport locations. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. FOR APPLICANTS WITH DISABILITIES ONLY: Every effort is made to provide reasonable accommodations to disabled applicants such as in the selection of test sites, aides, or other equipment which permits the disabled applicants to compete in the examination process. Applicants with disabilities requesting an applicable ADA testing accommodation must complete a Reasonable Accommodation Request Form filled out and signed by the applicant and their doctor. This form must be submitted to the Disability Compliance Office, 700 H Street, Room 5720, Sacramento, CA 95814, by the cut-off date or final filing date as listed in this job announcement. Download the Reasonable Accommodation Request Form by clicking here or contact by mail or in person the Sacramento County Employment Services Division or Disability Compliance Office. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586 . Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
Introduction Staff Nurse V - Cli Emergency Department by Employment Services Team TYPICAL DUTIES Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies; may supervise and participate in therapy groups, individual counseling and family conferences, as necessary; provides crisis intervention, stabilization and follow-up therapy; makes crisis referrals as required. Implements and interprets standards of care; communicates and records assessments, nursing diagnoses, interventions, and evaluations of patient's progress using nursing care plans; maintains a safe, therapeutic environment for patients. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Keeps records of patient's health care treatment and/or hospital stay; prepares reports and standard forms; initiates and completes performance improvement and other studies in cooperation with the Nursing Department Manager. Assumes full responsibility for the supervision of a unit or shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; may represent the department to outside organizations. Participates in the identification of staff development needs for members of the nursing staff. Prepares and presents, within established guidelines, clinical projects as assigned; as applicable, consults and coordinates projects with Clinical Nurse Specialists, the Education and Training Division, or other divisions as appropriate for preparation of courses for Nursing and other staff. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. Possession of ED Essentials or equivalent and MSE Triage and ACLS AND Preceptor class or equivalent, MICN-Code 3 Clearance, PALS AND EITHER I Education: Bachelor's degree in Nursing or related field. Experience: Three (3) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II Certification: Possession of National Certification (CEN or CCRN). Experience: Four (4) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR III Certification: Possession of international certification TNCC or ENPC. Experience: Four (4) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. Licenses and Certificates : Current registration as a nurse in the State of California. Special Requirements : (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptor-ships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training, experience and/or education may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing, particularly in area of specialization; new developments in patient care; skills specific to clinical scope of practice: the nursing process; nursing staffing patterns; basic supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of a technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans and teach classes; supervise and participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility - Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people ; Visual Requirements- Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity - Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequent exposure to assaultive behavior by clients; o ccasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction Staff Nurse V - Cli Emergency Department by Employment Services Team TYPICAL DUTIES Initiates the nursing process and performs highly skilled, clinical patient care including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies; may supervise and participate in therapy groups, individual counseling and family conferences, as necessary; provides crisis intervention, stabilization and follow-up therapy; makes crisis referrals as required. Implements and interprets standards of care; communicates and records assessments, nursing diagnoses, interventions, and evaluations of patient's progress using nursing care plans; maintains a safe, therapeutic environment for patients. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Keeps records of patient's health care treatment and/or hospital stay; prepares reports and standard forms; initiates and completes performance improvement and other studies in cooperation with the Nursing Department Manager. Assumes full responsibility for the supervision of a unit or shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; may represent the department to outside organizations. Participates in the identification of staff development needs for members of the nursing staff. Prepares and presents, within established guidelines, clinical projects as assigned; as applicable, consults and coordinates projects with Clinical Nurse Specialists, the Education and Training Division, or other divisions as appropriate for preparation of courses for Nursing and other staff. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. Possession of ED Essentials or equivalent and MSE Triage and ACLS AND Preceptor class or equivalent, MICN-Code 3 Clearance, PALS AND EITHER I Education: Bachelor's degree in Nursing or related field. Experience: Three (3) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II Certification: Possession of National Certification (CEN or CCRN). Experience: Four (4) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR III Certification: Possession of international certification TNCC or ENPC. Experience: Four (4) years of progressively responsible experience as a registered nurse in an acute care hospital Emergency Department, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. Licenses and Certificates : Current registration as a nurse in the State of California. Special Requirements : (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptor-ships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training, experience and/or education may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing, particularly in area of specialization; new developments in patient care; skills specific to clinical scope of practice: the nursing process; nursing staffing patterns; basic supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of a technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans and teach classes; supervise and participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility - Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people ; Visual Requirements- Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity - Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequent exposure to assaultive behavior by clients; o ccasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Introduction This examination is being given to fill one vacancy with San Joaquin Health Centers and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Offers of employment are contingent upon passing a background check, drug screen, and physical. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. May function as a first-level supervisor in an outpatient clinic or program over para-professional or clerical staff; may select, assign, train, direct, evaluate and discipline staff as appropriate; may participate in the development of unit policies and procedures; may assist with development and maintenance of the department budget; may provide crisis intervention, may consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Maintains record of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. May function as a charge nurse in an inpatient unit; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse V or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates in the identification of staff development needs for members of the Nursing staff. Participates on committees as assigned; may represent the Department of Health Care Services to outside agencies. Prepares and presents, within established guidelines, clinical projects as assigned. MINIMUM QUALIFICATIONS EITHER I Experience : Two years of progressively responsible experience as a registered nurse in an acute care setting at a level equivalent to a San Joaquin County Staff Nurse III. Certification : Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. OR II Education : Possession of a Bachelor’s Degree in Nursing, Health Science, or closely related field. Experience : One year of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. AND Licenses and Certificates : Current registration as a nurse in the State of California. Special Requirements : (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptorships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing; new developments in patient care, particularly in area of specialization; skills specific to clinical scope of practice; the nursing process; nursing staffing patterns; principles and practices of employee supervision; health care safety principles and practices. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials, frequent exposure emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequent exposure to assaultive behavior by clients. Occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
Mar 08, 2024
Full Time
Introduction This examination is being given to fill one vacancy with San Joaquin Health Centers and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Offers of employment are contingent upon passing a background check, drug screen, and physical. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. May function as a first-level supervisor in an outpatient clinic or program over para-professional or clerical staff; may select, assign, train, direct, evaluate and discipline staff as appropriate; may participate in the development of unit policies and procedures; may assist with development and maintenance of the department budget; may provide crisis intervention, may consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Maintains record of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. May function as a charge nurse in an inpatient unit; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse V or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates in the identification of staff development needs for members of the Nursing staff. Participates on committees as assigned; may represent the Department of Health Care Services to outside agencies. Prepares and presents, within established guidelines, clinical projects as assigned. MINIMUM QUALIFICATIONS EITHER I Experience : Two years of progressively responsible experience as a registered nurse in an acute care setting at a level equivalent to a San Joaquin County Staff Nurse III. Certification : Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. OR II Education : Possession of a Bachelor’s Degree in Nursing, Health Science, or closely related field. Experience : One year of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. AND Licenses and Certificates : Current registration as a nurse in the State of California. Special Requirements : (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptorships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, techniques, and practices of nursing; new developments in patient care, particularly in area of specialization; skills specific to clinical scope of practice; the nursing process; nursing staffing patterns; principles and practices of employee supervision; health care safety principles and practices. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials, frequent exposure emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequent exposure to assaultive behavior by clients. Occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
Introduction Staff Nurse IV by Employment Services Team Apply now for current and future opportunities in the following departments: Cardiac Catheter Lab/EKG Case Management Emergency Room Float Pool Unit GI/Short Stay Surgery Hemodialysis Intensive Care Unit Labor-Delivery-Recovery-PostPartum Medical Surgical Units Neonatal Intensive Care Unit (NICU/ICN) Nursing Education Post-Anesthesia Care Unit (PACU) Progressive Care Unit (PCU) Sexual Assault Forensic Examiner - SAFE Sterile Processing Services Unit Surgery/Recovery Trauma Other Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process. The County pays for the initial drug screen. Please note that candidates hired in the Medical/Surgical Unit and/or other units identified by Hospital Administration must successfully pass a California Department of Corrections (CDCR) background investigation conducted by CDCR. Once attained, candidates must maintain their CDCR clearance for continued employment. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing date. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. May function as a first-level supervisor in an outpatient clinic or program over para-professional or clerical staff; may select, assign, train, direct, evaluate and discipline staff as appropriate; may participate in the development of unit policies and procedures; may assist with development and maintenance of the department budget; may provide crisis intervention, may consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Maintains record of patient's health care treatment and/or hospital stay; prepares reports and standard forms. May function as a charge nurse in an inpatient unit; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse V or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates in the identification of staff development needs for members of the Nursing staff. Participates on committees as assigned; may represent the Department of Health Care Services to outside agencies. Prepares and presents, within established guidelines, clinical projects as assigned. MINIMUM QUALIFICATIONS EITHER I Experience: Two years of progressively responsible experience as a registered nurse in an acute care setting at a level equivalent to a San Joaquin County Staff Nurse III. Certification: Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. OR II Education: Possession of a Bachelor’s Degree in Nursing, Health Science, or closely related field. Experience: One year of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. AND Licenses and Certificates: Current registration as a nurse in the State of California. Special Requirements: (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptorships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. The following unitsrequire specific education, experience, and certifications as identified in the San Joaquin County CNA Career Ladder:Cardiac Catheter Lab/EKG, Emergency Room,Hemodialysis,Intensive Care Unit,Labor-Delivery-Recovery-Postpartum,Medical Surgical Units,Neonatal Intensive Care Unit (NICU/ICN),Post-Anesthesia Care Unit (PACU),Progressive Care Unit (PCU), andSurgery/Recovery. Career Ladder KNOWLEDGE Theory, techniques, and practices of nursing; new developments in patient care, particularly in area of specialization; skills specific to clinical scope of practice; the nursing process; nursing staffing patterns; principles and practices of employee supervision; health care safety principles and practices. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility - Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking - Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials, frequent exposure emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime ;Environmental Conditions -Frequent exposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction Staff Nurse IV by Employment Services Team Apply now for current and future opportunities in the following departments: Cardiac Catheter Lab/EKG Case Management Emergency Room Float Pool Unit GI/Short Stay Surgery Hemodialysis Intensive Care Unit Labor-Delivery-Recovery-PostPartum Medical Surgical Units Neonatal Intensive Care Unit (NICU/ICN) Nursing Education Post-Anesthesia Care Unit (PACU) Progressive Care Unit (PCU) Sexual Assault Forensic Examiner - SAFE Sterile Processing Services Unit Surgery/Recovery Trauma Other Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process. The County pays for the initial drug screen. Please note that candidates hired in the Medical/Surgical Unit and/or other units identified by Hospital Administration must successfully pass a California Department of Corrections (CDCR) background investigation conducted by CDCR. Once attained, candidates must maintain their CDCR clearance for continued employment. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing date. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs advanced level clinical patient care, including complex and difficult therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy; participates in preparation and implementation of written nursing care plans for individual patients. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients. May function as a first-level supervisor in an outpatient clinic or program over para-professional or clerical staff; may select, assign, train, direct, evaluate and discipline staff as appropriate; may participate in the development of unit policies and procedures; may assist with development and maintenance of the department budget; may provide crisis intervention, may consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. Serves as a preceptor for new employees by orienting, teaching, participating in the evaluation process, and by serving as a role model and resource person. Maintains record of patient's health care treatment and/or hospital stay; prepares reports and standard forms. May function as a charge nurse in an inpatient unit; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse V or Nursing Department Manager; supervises and assists nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates in the identification of staff development needs for members of the Nursing staff. Participates on committees as assigned; may represent the Department of Health Care Services to outside agencies. Prepares and presents, within established guidelines, clinical projects as assigned. MINIMUM QUALIFICATIONS EITHER I Experience: Two years of progressively responsible experience as a registered nurse in an acute care setting at a level equivalent to a San Joaquin County Staff Nurse III. Certification: Possession of a Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate or state, national, or other types of certification in area of specialty. All certifications must be approved by the Administration of the Department of Health Care Services. OR II Education: Possession of a Bachelor’s Degree in Nursing, Health Science, or closely related field. Experience: One year of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. AND Licenses and Certificates: Current registration as a nurse in the State of California. Special Requirements: (1) Successful completion of a San Joaquin General Hospital in-service or comparable training program in nursing preceptorships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. The following unitsrequire specific education, experience, and certifications as identified in the San Joaquin County CNA Career Ladder:Cardiac Catheter Lab/EKG, Emergency Room,Hemodialysis,Intensive Care Unit,Labor-Delivery-Recovery-Postpartum,Medical Surgical Units,Neonatal Intensive Care Unit (NICU/ICN),Post-Anesthesia Care Unit (PACU),Progressive Care Unit (PCU), andSurgery/Recovery. Career Ladder KNOWLEDGE Theory, techniques, and practices of nursing; new developments in patient care, particularly in area of specialization; skills specific to clinical scope of practice; the nursing process; nursing staffing patterns; principles and practices of employee supervision; health care safety principles and practices. ABILITY Supervise and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature in accurately; establish and maintain effective working relationships with others; establish and maintain effective customer service; maintain accurate records and prepare routine reports; develop and implement individualized care plans for patients; coordinate the several types of services which may be necessary for appropriate care; assist other staff in understanding current psycho-physiological aspects of illness; set priorities; work accurately under pressure; interpret policies and procedures; teach clinical skills; develop basic teaching plans; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility - Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking - Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials, frequent exposure emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime ;Environmental Conditions -Frequent exposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
California State Polytechnic University Pomona
3801 West Temple Avenue, Pomona, CA 91768, USA
Type of Appointment : Full-Time, Probationary Job Classification : Student Services Professional III Anticipated Hiring Range : $5,025 - $5,736 per month ($60,300 - $68,832 annually) Work Hours : Monday - Friday, 8am - 5pm Recruitment Closing Date : Open until filled First Application Review: March 25, 2024 About the Center for Transformative, Retention, Equity and Empowerment Cultural retention centers on college campuses make a powerful difference in student learning and retention and fosters an environment that promotes leadership development, critical thinking, a sense of belonging, cultural identity, and academic growth-all components for engagement in the learning process. This role will work with the Center for Transformation, Retention, Equity and Empowerment department in building and leading a standalone cultural retention center model and rooted in student success (critical learning and intersectional identity development, transformative justice, culturally relevant approaches to career readiness, coalition building, and social change). Job Responsibilities Student Retention & Support Provide personalized one-to-one strength-based academic coaching to Native American and Indigenous students to help achieve their educational and career goals, including identifying institutional obstacles, clarifying students' goals, and fostering a commitment to graduation. Enhance students' navigational capital by facilitating referrals to appropriate campus offices such as the Bronco Advising Center, Dean of Students Office, Financial Aid, Counseling & Psychological Services, and provide follow-up and advocacy to enhance their university experience as needed. Utilize CPP Connect (institutional student academic information system) to schedule coaching sessions, assess student academic progress, celebrate academic milestones, and align interests with career exploration opportunities such as internships and registered campus organizations. Collaborate with the CARE Center staff to refer and support students facing academic and personal challenges. Partner with campus resources (e.g., campus research opportunities, study abroad programs, leadership development) to develop pathways for students' participation in high-impact programs. Program Development, Marketing & Assessment Collaborate with campus partners to design and implement programs and initiatives that support the academic success Native American and Indigenous students. Provide personalized one-to-one strength-based academic coaching to Native American and Indigenous students, assisting them in identifying institutional obstacles, clarifying their goals, and fostering a commitment to graduation. Develop and produce marketing materials, including newsletters, promotional materials, websites, and social media platforms, while identifying center cultural archives. Identify and operationalize short- and long-term goals aligned with institutional and divisional priorities to increase the persistence, retention, and graduation rates of Native American and Indigenous students. Develop an assessment process to articulate the impact of programs, services, and events aimed at increasing the persistence, retention, and graduation rates of Native American and Indigenous undergraduate students. Program & Resource Coordination Demonstrate knowledge of and adherence to State, CPP, Division, and departmental policies and procedures that impact operational activities and services. Cultivate a welcoming, brave, and safe space while fostering a sense of community and belonging through center management. Oversee day-to-day operations, including supervision of student staff, part-time staff, and the center. Recruit, train, and evaluate student staff and part-time staff with a developmental approach. Manage State, Foundation, and Philanthropic funds in collaboration with the HEERA manager, including reconciliation of monthly purchasing procurement card statements. Department Liaison Identify, build, and maintain relationships with affinity Native American and Indigenous student groups, including recognized student organizations and interest groups, to enhance student experience and promote partnerships. Represent the department and/or unit through service on campus, in the community, and in professional development activities identified by the incumbent and agreed upon with the lead/supervisor. Minimum Requirements Bachelor’s degree in a related field Three (3) years of progressively responsible professional student services work experience. A master’s degree in Counseling, Clinical Psychology, Social Work, or a directly related field may be substituted for one year of experience. A doctorate degree and the appropriate internship or clinical training in counseling or guidance may be substituted for the three years of experience for positions with a major responsibility for professional career or personal counseling. Thorough knowledge of the principles of individual and group behavior. General knowledge of the principles, practices and trends of the Student Services field as well as general knowledge of the policies, procedures, and practices of the program area to which assigned; general knowledge of individual counseling techniques; general knowledge, or the ability to rapidly acquire such knowledge, of the organizational procedures and activities of the specific campus to which the position is assigned. Working knowledge of student services programs outside the program to which immediately assigned. Preferred Qualifications Experience working with a Native American and Indigenous student community. Master’s degree; preferably in student affairs, higher education administration, college student personnel, social work, counseling, or a related field. The ideal candidate will be experienced, creative, compassionate, and a proven leader who has solid operational knowledge of and demonstrated, documented success in leading and managing the major elements of this portfolio through an anti-racist, student ready, and culturally relevant retention framework. Highly desirable qualities include knowledge of and dedication towards best practices, as well as demonstrated leadership ability in working with a range of professional staff, faculty, parents and supporters, senior administrative colleagues, other campus constituents and external organizations. Benefits and Total Rewards Work-Life Balance - (15) Paid Holidays, Up to (24) Vacation Days, Unlimited Paid Sick Time accrual, (1) Paid Personal Holiday, and other Paid Leave Programs. Premier Health Coverage - An array of health plans (HMO & PPO) that include prescription drug coverage, and Dental and Vision insurance at no cost to you and dependents. Premier Pension Plan - CalPERS Retirement Plan. Employee Assistance Program - Free mental health counseling, childcare/eldercare support, financial consultation, legal advice, and more. Education Benefits - CSU Employee Fee Waiver Program for you and any qualifying dependent and eligibility for the Public Service Loan Forgiveness Program. Employee Wellness - TREE encourages staff members to openly communicate their individual wellness needs and strategies that align with departmental capacity and University policies. Oversight of student-center programming requires evening, night, and weekend hours. Our department offers work adjustments based on position and center needs. Professional Development Opportunities - We care and invest in the growth and development of our people. Our staff members are encouraged to look for opportunities that aligns and challenges their leadership development. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to https://calstate.policystat.com/policy/10899725/latest/ . Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to https://calstate.policystat.com/policy/13813878/latest/ . CSU Classification Salary Range This position is part of the Academic Professional California (APC) bargaining unit 4. The CSU Classification Standards for this position are located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/Classification-Standards.aspx . The CSU Salary Schedule is located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/salary-schedule-documents.aspx . The classification salary range for this position according to the respective skill level is: minimum $5,025 and maximum $7,159 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/ . Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf. Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona 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. For more information, see the Pay Transparency Nondiscrimination Provision poster . Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu . For more information, go to Employment Notices . Equal Employment Opportunity Cal Poly Pomona is an Equal Opportunity Employer, committed to promoting an inclusive and diverse workforce. The university subscribes to all state and federal regulations that prohibit discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and veteran or military status. We engage the talents of all qualified workers, regardless of their background. More information is available at Equal Employment Opportunity statement . Other Notices For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page. Advertised: Feb 23 2024 Pacific Standard Time Applications close: Closing Date/Time:
Mar 07, 2024
Type of Appointment : Full-Time, Probationary Job Classification : Student Services Professional III Anticipated Hiring Range : $5,025 - $5,736 per month ($60,300 - $68,832 annually) Work Hours : Monday - Friday, 8am - 5pm Recruitment Closing Date : Open until filled First Application Review: March 25, 2024 About the Center for Transformative, Retention, Equity and Empowerment Cultural retention centers on college campuses make a powerful difference in student learning and retention and fosters an environment that promotes leadership development, critical thinking, a sense of belonging, cultural identity, and academic growth-all components for engagement in the learning process. This role will work with the Center for Transformation, Retention, Equity and Empowerment department in building and leading a standalone cultural retention center model and rooted in student success (critical learning and intersectional identity development, transformative justice, culturally relevant approaches to career readiness, coalition building, and social change). Job Responsibilities Student Retention & Support Provide personalized one-to-one strength-based academic coaching to Native American and Indigenous students to help achieve their educational and career goals, including identifying institutional obstacles, clarifying students' goals, and fostering a commitment to graduation. Enhance students' navigational capital by facilitating referrals to appropriate campus offices such as the Bronco Advising Center, Dean of Students Office, Financial Aid, Counseling & Psychological Services, and provide follow-up and advocacy to enhance their university experience as needed. Utilize CPP Connect (institutional student academic information system) to schedule coaching sessions, assess student academic progress, celebrate academic milestones, and align interests with career exploration opportunities such as internships and registered campus organizations. Collaborate with the CARE Center staff to refer and support students facing academic and personal challenges. Partner with campus resources (e.g., campus research opportunities, study abroad programs, leadership development) to develop pathways for students' participation in high-impact programs. Program Development, Marketing & Assessment Collaborate with campus partners to design and implement programs and initiatives that support the academic success Native American and Indigenous students. Provide personalized one-to-one strength-based academic coaching to Native American and Indigenous students, assisting them in identifying institutional obstacles, clarifying their goals, and fostering a commitment to graduation. Develop and produce marketing materials, including newsletters, promotional materials, websites, and social media platforms, while identifying center cultural archives. Identify and operationalize short- and long-term goals aligned with institutional and divisional priorities to increase the persistence, retention, and graduation rates of Native American and Indigenous students. Develop an assessment process to articulate the impact of programs, services, and events aimed at increasing the persistence, retention, and graduation rates of Native American and Indigenous undergraduate students. Program & Resource Coordination Demonstrate knowledge of and adherence to State, CPP, Division, and departmental policies and procedures that impact operational activities and services. Cultivate a welcoming, brave, and safe space while fostering a sense of community and belonging through center management. Oversee day-to-day operations, including supervision of student staff, part-time staff, and the center. Recruit, train, and evaluate student staff and part-time staff with a developmental approach. Manage State, Foundation, and Philanthropic funds in collaboration with the HEERA manager, including reconciliation of monthly purchasing procurement card statements. Department Liaison Identify, build, and maintain relationships with affinity Native American and Indigenous student groups, including recognized student organizations and interest groups, to enhance student experience and promote partnerships. Represent the department and/or unit through service on campus, in the community, and in professional development activities identified by the incumbent and agreed upon with the lead/supervisor. Minimum Requirements Bachelor’s degree in a related field Three (3) years of progressively responsible professional student services work experience. A master’s degree in Counseling, Clinical Psychology, Social Work, or a directly related field may be substituted for one year of experience. A doctorate degree and the appropriate internship or clinical training in counseling or guidance may be substituted for the three years of experience for positions with a major responsibility for professional career or personal counseling. Thorough knowledge of the principles of individual and group behavior. General knowledge of the principles, practices and trends of the Student Services field as well as general knowledge of the policies, procedures, and practices of the program area to which assigned; general knowledge of individual counseling techniques; general knowledge, or the ability to rapidly acquire such knowledge, of the organizational procedures and activities of the specific campus to which the position is assigned. Working knowledge of student services programs outside the program to which immediately assigned. Preferred Qualifications Experience working with a Native American and Indigenous student community. Master’s degree; preferably in student affairs, higher education administration, college student personnel, social work, counseling, or a related field. The ideal candidate will be experienced, creative, compassionate, and a proven leader who has solid operational knowledge of and demonstrated, documented success in leading and managing the major elements of this portfolio through an anti-racist, student ready, and culturally relevant retention framework. Highly desirable qualities include knowledge of and dedication towards best practices, as well as demonstrated leadership ability in working with a range of professional staff, faculty, parents and supporters, senior administrative colleagues, other campus constituents and external organizations. Benefits and Total Rewards Work-Life Balance - (15) Paid Holidays, Up to (24) Vacation Days, Unlimited Paid Sick Time accrual, (1) Paid Personal Holiday, and other Paid Leave Programs. Premier Health Coverage - An array of health plans (HMO & PPO) that include prescription drug coverage, and Dental and Vision insurance at no cost to you and dependents. Premier Pension Plan - CalPERS Retirement Plan. Employee Assistance Program - Free mental health counseling, childcare/eldercare support, financial consultation, legal advice, and more. Education Benefits - CSU Employee Fee Waiver Program for you and any qualifying dependent and eligibility for the Public Service Loan Forgiveness Program. Employee Wellness - TREE encourages staff members to openly communicate their individual wellness needs and strategies that align with departmental capacity and University policies. Oversight of student-center programming requires evening, night, and weekend hours. Our department offers work adjustments based on position and center needs. Professional Development Opportunities - We care and invest in the growth and development of our people. Our staff members are encouraged to look for opportunities that aligns and challenges their leadership development. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to https://calstate.policystat.com/policy/10899725/latest/ . Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to https://calstate.policystat.com/policy/13813878/latest/ . CSU Classification Salary Range This position is part of the Academic Professional California (APC) bargaining unit 4. The CSU Classification Standards for this position are located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/Classification-Standards.aspx . The CSU Salary Schedule is located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/salary-schedule-documents.aspx . The classification salary range for this position according to the respective skill level is: minimum $5,025 and maximum $7,159 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/ . Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf. Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona 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. For more information, see the Pay Transparency Nondiscrimination Provision poster . Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu . For more information, go to Employment Notices . Equal Employment Opportunity Cal Poly Pomona is an Equal Opportunity Employer, committed to promoting an inclusive and diverse workforce. The university subscribes to all state and federal regulations that prohibit discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and veteran or military status. We engage the talents of all qualified workers, regardless of their background. More information is available at Equal Employment Opportunity statement . Other Notices For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page. Advertised: Feb 23 2024 Pacific Standard Time Applications close: Closing Date/Time:
Introduction Staff Nurse I/II/III FLEX Prior to employment, candidates must successfully pass a pre-employment background check, physical exam and drug screening. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs journey-level nursing care, including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients; may participate in or lead therapy groups. Participates in the orientation, teaching, leading and evaluating of assigned para-professional and/or technical personnel; participates in teaching patients the principles of health and self care. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. May consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May provide crisis intervention, crisis stabilization and follow-up therapy; may make crisis referrals as required. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. May function as a charge nurse; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse IV, Staff Nurse V or Nursing Department Manager; may supervise and assist nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; as assigned, may represent the Department of Health Care Services to outside agencies. MINIMUM QUALIFICATIONS Note : Supplemental application must be submitted with employment application. Failure to complete the application or supplemental questionnairein its entirety may delay the application process. Staff Nurse I Licenses & Certificates :Current registration as a nurse in the State of California or possession of an interim permit issued by the State of California Board of Registered Nursing. Staff Nurse II Licenses & Certificates : Current registration as a nurse in the State of California or possession of an interim permit issued by the State of California Board of Registered Nursing. Experience :Employment in the San Joaquin County Department of Health Care Services as a Student Nursing Assistant, Nursing Assistant or Licensed Vocational Nurse during enrollment in a registered nurse training program. Staff Nurse III Experience : Six months as a registered nurse in an acute care or mental health facility. Substitution : Possession of a Bachelor’s Degree in Nursing may be substituted for the required experience. Licenses and Certificates : Current registration as a nurse in the State of California; or possession of an interim permit issued by the State of California Board of Registered Nursing. Special Requirement : Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, practices and techniques of nursing; safety principles and practices, applicable Federal and State laws as related to patient care. ABILITY Lead and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature accurately; establish and maintain effective working relationships with others; maintain a safe facility environment; maintain cohesiveness and communication as a team during high stress; establish and maintain effective customer service; maintain accurate records and prepare routine reports; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequentexposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction Staff Nurse I/II/III FLEX Prior to employment, candidates must successfully pass a pre-employment background check, physical exam and drug screening. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs journey-level nursing care, including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients; may participate in or lead therapy groups. Participates in the orientation, teaching, leading and evaluating of assigned para-professional and/or technical personnel; participates in teaching patients the principles of health and self care. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. May consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May provide crisis intervention, crisis stabilization and follow-up therapy; may make crisis referrals as required. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. May function as a charge nurse; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse IV, Staff Nurse V or Nursing Department Manager; may supervise and assist nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; as assigned, may represent the Department of Health Care Services to outside agencies. MINIMUM QUALIFICATIONS Note : Supplemental application must be submitted with employment application. Failure to complete the application or supplemental questionnairein its entirety may delay the application process. Staff Nurse I Licenses & Certificates :Current registration as a nurse in the State of California or possession of an interim permit issued by the State of California Board of Registered Nursing. Staff Nurse II Licenses & Certificates : Current registration as a nurse in the State of California or possession of an interim permit issued by the State of California Board of Registered Nursing. Experience :Employment in the San Joaquin County Department of Health Care Services as a Student Nursing Assistant, Nursing Assistant or Licensed Vocational Nurse during enrollment in a registered nurse training program. Staff Nurse III Experience : Six months as a registered nurse in an acute care or mental health facility. Substitution : Possession of a Bachelor’s Degree in Nursing may be substituted for the required experience. Licenses and Certificates : Current registration as a nurse in the State of California; or possession of an interim permit issued by the State of California Board of Registered Nursing. Special Requirement : Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. KNOWLEDGE Theory, practices and techniques of nursing; safety principles and practices, applicable Federal and State laws as related to patient care. ABILITY Lead and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature accurately; establish and maintain effective working relationships with others; maintain a safe facility environment; maintain cohesiveness and communication as a team during high stress; establish and maintain effective customer service; maintain accurate records and prepare routine reports; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequentexposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year per fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Introduction This recruitment is being conductedto fill(1) vacancy in Correctional Health Services and may also be used to fill future vacancies. ***Experienced Nurses and new graduates welcome! Correctional Health Services provides health care to adult inmates at the San Joaquin County jail facility, located at 7000 Michael N. Canlis Blvd, French Camp, CA 95231. The care is mandated by Title 15, Division 1, Sub-Chapter IV of the California Regulatory Code. To work in the County jail facility, applicants must pass a rigorous security clearance which is a condition of employment. More information about the San Joaquin County jail facility and the mandatory security clearance is contained in the supplemental application which must be completed and submitted with the standard County employment application. * S upplemental Pay: Registered Nurses employed at Correctional Health Services shall receive a 5% Nurse Specialty Pay per C.N.A. MOU. Shift: Correctional Health Services shiftsare 12 hours per shift. Rotating Weekends: Candidates must be available to work every other weekend and be available on an as needed basis. Correctional health care (CHC) nurses are in charge of the medical care of inmates. The nurse is responsible for completing health assessments, conducting triage, accepting or refusing patients in booking, making appropriate medical, dental, and mental health referrals. CHC nurses work in multiple areas including a busy medical unit with the potential of 35 patients to one RN. Assessment and documentation skills are essential in a jail setting due to the legal responsibility and potential for lawsuit. The nurse is responsible for overseeing the work of LVN’s, psychiatric technicians, medical and dental assistants. The nurse must also have excellent skills in venipuncture, IV infusion including PICC line care, drug calculations, and medication administration. When needed, the RN provides emergency medical care. Duties are including but not limited to performing CPR, applying AED, infusing intravenous medications, wound care, and initiating standardized procedures. In addition, the RN must be able to identify drug and alcohol abuse and treat accordingly. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Amended 12/28/21 to reflect salary with 5% Correctional Health Facility pay supplement included. Recruitment and Retention Incentive Program for full-time Staff Nurses hired at Correctional Health Services (CHS). The San Joaquin County Board of Supervisors has authorized recruitment and retention incentives for full-time Staff Nurses hired at Correctional Health Services (CHS). The followingsign on bonuses for employees hired through June 30, 2024,are available for eligible new hires: FT Staff Nurse series New Hire Retention Bonus: Upon Hire $3,000 At the completion of 1 year $3,000 At the completion of 3 years $2,000 At the completion of 4 years $3,000 At the completion of 5 years $4,000 *Total potential bonus $15,000 One year = completion of 2,080 regular hours worked Once enrolled in the program, employees will remain eligible for the bonuses at the predetermined points, even after June 30, 2024, so long as they remain continuouslyemployed as a staff nurse at CHS. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs journey-level nursing care, including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients; may participate in or lead therapy groups. Participates in the orientation, teaching, leading and evaluating of assigned para-professional and/or technical personnel; participates in teaching patients the principles of health and self care. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. May consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May provide crisis intervention, crisis stabilization and follow-up therapy; may make crisis referrals as required. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. May function as a charge nurse; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse IV, Staff Nurse V or Nursing Department Manager; may supervise and assist nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; as assigned, may represent the Department of Health Care Services to outside agencies. MINIMUM QUALIFICATIONS Experience : Six months as a registered nurse in an acute care or mental health facility. Substitution : Possession of a Bachelor’s Degree in Nursing may be substituted for the required experience. Licenses and Certificates : Current registration as a nurse in the State of California; or possession of an interim permit issued by the State of California Board of Registered Nursing. Special Requirement : Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. Note: Supplemental application must be submitted with employment application. KNOWLEDGE Theory, practices and techniques of nursing; safety principles and practices, applicable Federal and State laws as related to patient care. ABILITY Lead and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature accurately; establish and maintain effective working relationships with others; maintain a safe facility environment; maintain cohesiveness and communication as a team during high stress; establish and maintain effective customer service; maintain accurate records and prepare routine reports; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequentexposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam : If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out : A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. OnlineWritten Exams : Written exams may be administered online. Candidates will be notified of the examination date and will be responsible to complete the written exam within a given period of time (typically within five calendar days). Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam. The link to the guide is here: Online Exam Guide For Test Takers PLEASE NOTE: Online exams must be completed in one sitting and can only be taken once Candidates will have access to an online exam within the allotted time only A steady internet connection is highly recommended The allotted time will still continue if a candidate closes the window or gets disconnected Once the allotted time expires, access to the exam will be unavailable Microsoft is no longer supporting Internet Explorer . Therefore, it is recommended that candidates do not use Internet Explorer to complete online written exams. Candidates that do not have access to a computer can contact the Human Resources office at (209)468-3370 for information on accommodations. Testing Accommodation : Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration.Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists : Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral :Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank :The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five : The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Physical Exam :Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam : Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives :Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility :If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittalswill not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must besubmitted onlineto the Human Resources Division beforethe submission deadline. Resumes and paper applicationswill not be accepted in lieu of an online application. ( The County assumes no responsibility foronline applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
Mar 08, 2024
Full Time
Introduction This recruitment is being conductedto fill(1) vacancy in Correctional Health Services and may also be used to fill future vacancies. ***Experienced Nurses and new graduates welcome! Correctional Health Services provides health care to adult inmates at the San Joaquin County jail facility, located at 7000 Michael N. Canlis Blvd, French Camp, CA 95231. The care is mandated by Title 15, Division 1, Sub-Chapter IV of the California Regulatory Code. To work in the County jail facility, applicants must pass a rigorous security clearance which is a condition of employment. More information about the San Joaquin County jail facility and the mandatory security clearance is contained in the supplemental application which must be completed and submitted with the standard County employment application. * S upplemental Pay: Registered Nurses employed at Correctional Health Services shall receive a 5% Nurse Specialty Pay per C.N.A. MOU. Shift: Correctional Health Services shiftsare 12 hours per shift. Rotating Weekends: Candidates must be available to work every other weekend and be available on an as needed basis. Correctional health care (CHC) nurses are in charge of the medical care of inmates. The nurse is responsible for completing health assessments, conducting triage, accepting or refusing patients in booking, making appropriate medical, dental, and mental health referrals. CHC nurses work in multiple areas including a busy medical unit with the potential of 35 patients to one RN. Assessment and documentation skills are essential in a jail setting due to the legal responsibility and potential for lawsuit. The nurse is responsible for overseeing the work of LVN’s, psychiatric technicians, medical and dental assistants. The nurse must also have excellent skills in venipuncture, IV infusion including PICC line care, drug calculations, and medication administration. When needed, the RN provides emergency medical care. Duties are including but not limited to performing CPR, applying AED, infusing intravenous medications, wound care, and initiating standardized procedures. In addition, the RN must be able to identify drug and alcohol abuse and treat accordingly. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Amended 12/28/21 to reflect salary with 5% Correctional Health Facility pay supplement included. Recruitment and Retention Incentive Program for full-time Staff Nurses hired at Correctional Health Services (CHS). The San Joaquin County Board of Supervisors has authorized recruitment and retention incentives for full-time Staff Nurses hired at Correctional Health Services (CHS). The followingsign on bonuses for employees hired through June 30, 2024,are available for eligible new hires: FT Staff Nurse series New Hire Retention Bonus: Upon Hire $3,000 At the completion of 1 year $3,000 At the completion of 3 years $2,000 At the completion of 4 years $3,000 At the completion of 5 years $4,000 *Total potential bonus $15,000 One year = completion of 2,080 regular hours worked Once enrolled in the program, employees will remain eligible for the bonuses at the predetermined points, even after June 30, 2024, so long as they remain continuouslyemployed as a staff nurse at CHS. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Initiates the nursing process and performs journey-level nursing care, including therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy. Evaluates the total nursing needs of the patient including physical, psychological, spiritual, cultural and socio-economic; participates in planning, coordinating and administering total patient care; evaluates symptoms, reactions, and progress; participates in preparation and implementation of written nursing care plans for individual patients; may participate in or lead therapy groups. Participates in the orientation, teaching, leading and evaluating of assigned para-professional and/or technical personnel; participates in teaching patients the principles of health and self care. May facilitate insurance billing and other reimbursement-related procedures by processing appropriate paperwork and making necessary internal and external contacts. May consult with therapeutic multi-disciplinary team in reviewing patient progress and success of treatment plans. May provide crisis intervention, crisis stabilization and follow-up therapy; may make crisis referrals as required. Keeps records of patient’s health care treatment and/or hospital stay; prepares reports and standard forms. Works with patients and families through teaching, counseling, and other methodology in order to help them understand, cope with, and accept illness, treatment, and therapy; assists in self care strategies. May function as a charge nurse; may assume full responsibility for the supervision of a shift in the absence of a Staff Nurse IV, Staff Nurse V or Nursing Department Manager; may supervise and assist nursing personnel in the performance of patient care. Maintains and updates knowledge base and nursing skills by reading literature, attending workshops, lectures, conferences, and classes as may be required by the Administration of the Department of Health Care Services. Participates on committees as assigned; as assigned, may represent the Department of Health Care Services to outside agencies. MINIMUM QUALIFICATIONS Experience : Six months as a registered nurse in an acute care or mental health facility. Substitution : Possession of a Bachelor’s Degree in Nursing may be substituted for the required experience. Licenses and Certificates : Current registration as a nurse in the State of California; or possession of an interim permit issued by the State of California Board of Registered Nursing. Special Requirement : Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units. Note: Supplemental application must be submitted with employment application. KNOWLEDGE Theory, practices and techniques of nursing; safety principles and practices, applicable Federal and State laws as related to patient care. ABILITY Lead and assist members of the health care team; maintain a high standard of care; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; follow oral and written instructions of technical and professional nature accurately; establish and maintain effective working relationships with others; maintain a safe facility environment; maintain cohesiveness and communication as a team during high stress; establish and maintain effective customer service; maintain accurate records and prepare routine reports; participate effectively in performance improvement processes; provide and promote a positive learning environment. PHYSICAL/MENTAL REQUIREMENTS Mobility -Constant walking; frequent operation of a keyboard; standing for long periods of time, pushing/pulling, bending and squatting; occasional sitting for long periods of time, running, climbing stairs and climbing; Frequency of Lifting -Frequent restraining lifting/turning of heavy objects or people; Visual Requirements -Constant need for overall vision, color and depth perception, hand/eye coordination, and field of vision/peripheral vision; frequent reading and close up work; Dexterity -Frequent holding, reaching, grasping, repetitive motion and writing; Hearing/Talking -Constant hearing of normal speech; frequent hearing and talking on telephone or radio; occasional hearing of faint sounds and talking over public address; Emotional/Psychological Factors -Constant concentration and public contact; occasional exposure to hazardous materials; frequent exposure to emergency situations, including trauma, grief and death, decision making, working weekends and nights; occasional work at heights, working alone and overtime; Environmental Conditions -Frequentexposure to assaultive behavior by clients; occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides full-time employees and part-time employees eligible for benefits with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premiums.Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Accrual rate is prorated for part-time employees eligible for benefits. Holiday : 14 paid holidays per year. Educational Leave : Each fiscal year, department heads grant 40 hours to full-time employees or 24 hours to part-time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range (1840 hours for part-time employees), they are eligible for a merit increase to the next step. Standby Pay : Employees designated by appointing authority to be in standby status is compensated at 33.33% of their regular hourly rate. Educational Supplement: Any bargaining unit nurse who meets at least one of the following criteria will receive an Educational Supplement equal to 5% of their base salary: For those classifications that require an Associate's Degree of Nursing, the nurse has a Bachelor's of Science in Nursing. (Nurses who work in Mental Health may substitute a Bachelor's Degree in Pyschology or Social Worker for a degree in Nursing.) For those classifications that require a Bachelor's of Science in Nursing, the nurse has a Master's of Science in Nursing. Possess National or approved International certification in the specialty area in which the nurse currently is assigned. Possess CCRN Certification and active ACLS Certificate. Provide proof of completion of a critical care class and active ACLS Certificate. License/Certificate Fees : The County provides reimbursement for specific classifications under the CNA MOU for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered. Pre-Employment Physical Exam : If required, will be conducted at San Joaquin County General Hospital at no cost to the employee. Job Sharing : Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : The County offers an Educational Reimbursement Program. Eligible employees (civil service and part-time eligible for benefits) may be reimbursed for career-related course work taken on the employee’s own time up to $850 per fiscal year; an employee enrolled in an approved degree program may be reimbursed up to$800 per semester for a maximum of $1600 per fiscal yearper fiscal year. Parking Supplemental Downtown Stockton : The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam : If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out : A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. OnlineWritten Exams : Written exams may be administered online. Candidates will be notified of the examination date and will be responsible to complete the written exam within a given period of time (typically within five calendar days). Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam. The link to the guide is here: Online Exam Guide For Test Takers PLEASE NOTE: Online exams must be completed in one sitting and can only be taken once Candidates will have access to an online exam within the allotted time only A steady internet connection is highly recommended The allotted time will still continue if a candidate closes the window or gets disconnected Once the allotted time expires, access to the exam will be unavailable Microsoft is no longer supporting Internet Explorer . Therefore, it is recommended that candidates do not use Internet Explorer to complete online written exams. Candidates that do not have access to a computer can contact the Human Resources office at (209)468-3370 for information on accommodations. Testing Accommodation : Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration.Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists : Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral :Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank :The top rank orranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When fillingnine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five : The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Physical Exam :Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam : Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives :Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility :If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittalswill not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For currentemployment opportunitiesplease callour 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must besubmitted onlineto the Human Resources Division beforethe submission deadline. Resumes and paper applicationswill not be accepted in lieu of an online application. ( The County assumes no responsibility foronline applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Open Until Filled
California State University, San Bernardino (CSUSB)
5500 University Parkway, San Bernardino, CA 92407, USA
Job Summary: Under general supervision, this position's primary role is to recruit international students. Duties include, but are not limited to, prospective student recruitment, advisement, attending recruitment fairs/activities, organizing meetings with partner universities, and promoting CSUSB programs. Major duties and responsibilities International Student Recruitment Under the general supervision of the Director of International Admissions and Student and Financial Services, serves as the primary staff person to advise and recruit prospective international undergraduate and graduate students to CSUSB. Communicate regularly with prospective students and student leads and provide them with knowledge about CSUSB, admission requirements, application process, immigration requirements, academic majors and programs, student life, and other pertinent information. Represent the University at higher education recruitment fairs/events and meetings hosted domestically and internationally, in-person and virtually. Generate reports on leads, inquiries, applications, enrollments, and immigration on international students utilizing the CRM, SEVIS, and PeopleSoft. Generate and follow up on student leads in order to meet or exceed individual/team recruitment goals. International and domestic travel. Conduct presentations on CSUSB to prospective students, university partners, and agents. Work collaboratively with departments and staff to identify programs of interest to international students; develop relationships with faculty and staff in the graduate programs; collaborate with domestic undergraduate admissions on how to direct international prospects they may meet on the road and provide domestic leads when collected by IA. Engage in approved social media to ensure CSUSB promotion internationally. Create communication pieces for the prospect communication plan in systems such as CRM. Enter all prospect info from all recruitment events/ fairs into the CRM. Implements admit to enrollment strategy that includes virtual and onsite events. Virtual webinars for admitted students preparing for a visa interview and arrival logistics. Develop and implement engagement and yield activities with admitted international students. Recruitment Plan Development The incumbent will work closely with the Director to create and implement international student recruitment and outreach plans that lead to increased applications and enrollments to the University. Analyze and present data on international students' enrollment trends (i.e., open doors). Diversify global regions/markets and programs of interest in recruitment plans. Collaborate closely with academic departments as a part of the recruitment pipeline. Monitor recruitment travel and expenditures to create reports that evaluate recruitment effectiveness. Calculate ROI from targeted outreach events; provide creative and cost-effective ideas to increase innovation in recruitment strategies. Assisting with updating, designing, and developing marketing promotional materials via print and online. Recruitment Partner Relationship Building Maintain and expand student recruitment agent and partner relationships/networks. Communicate timely and accurately with agents and partners (via email, telephone, social media, webinars, and onsite visits) about CSUSB programs, timelines, and admissions requirements. Conduct annual agent training for all existing agents and new agent onboarding training. Conduct onsite agent training when in the country for individual counseling offices and meet with prospective students at these offices. Collaborate with EducationUSA, IDP, Apply Board (and other) counselors in virtual and in-person presentations to students, onsite visits to centers, and campus updates/training to counselors. Institution Relationship Building Maintain and update a list of community colleges and their advisors. Provide university and admission updates to the counselors via digital and onsite communication. Organize and attend community College recruitment events. Maintain and update a list of domestic high schools and their advisors. Provide university and admission updates to the counselors via digital and onsite communication. Organize and attend domestic high school recruitment events targeting the recruitment of international students at those schools. Maintain and update a list of international high schools and their advisor's visa IACAC membership. Provide University and admissions updates to the counselors via digital and onsite communication. Serve as a Designated School Official (DSO) for issuing initial l-20s, transferring l-20s, tracking visa approval rates, etc. Contribute to the collegial, effective, and efficient work environment as a team member. Support and participate in initiatives, projects, and events supporting international student enrollment and retention, such as orientation programs, International Education Week, student workshops training, and other international programming as requested. Maintain effective working relationships with a wide range of students, faculty and the general public. Other classification-related duties as assigned. Minimum Qualifications: Equivalent to graduation from a four-year college or university in one of the behavioral sciences, public or business administration or a job-related field. Additional specialized experience during which the applicant has acquired and successfully applied the knowledge and abilities shown above may be substituted for the required education on a year-for-year basis. Possession of these knowledge and abilities is typically demonstrated through the equivalent of two years of professional experience in one of the student services program areas or in a related field; experience should give evidence of competence and indicate the potential for further growth. A master's degree in a job-related field may be substituted for one year of professional experience.. Required Qualifications: Working knowledge of the practices, procedures and activities of the program to which assigned. General knowledge of the methods and problems of organizational and program management. General knowledge of research and interview techniques; and of the principles of individual and group behavior. Ability to interpret and apply program rules and regulations. Use initiative and resourcefulness in planning work assignments and in implementing long-range program improvements. Obtain factual and interpretative information through interviews. Reason logically. Collect, compile, analyze, and evaluate data and make verbal or written presentations based on these data. Advise students individually and in groups on routine matters where required. Recognize multicultural, multisexed and multi-aged value systems and work accordingly. Establish and maintain cooperative working relationships with faculty, CSU administrators, student organizations, private and public agencies and others in committee work, and student advising and community contacts. Rapidly acquire a general knowledge of the overall operation, functions, and programs of the campus to which assigned. Demonstrated ability to make decisions and carry through actions having implications with regard to other programs or service areas Services Office. Preferred Qualifications: Master's degree in a related field. Experience in processing university admissions. Experience in living, working, or studying abroad for three months or longer. Experience in working for an international education department with students. Experience in serving as Designated School Official (DSO). Working knowledge of culture, government, and education in countries outside the U.S.A. Excellent oral and written communication skills in language(s) other than English. Experience with international student recruitment and with CRM systems such as Radius or other related software. Experience tracking student outreach efforts and linking ROI to outreach plans. Knowledge of best practices related to international student recruitment and outreach. Knowledge of and experience with CSUSB and CSU university admissions policies and procedures and Oracle/PeopleSoft. The ability to thrive in a fast-paced and dynamic environment while balancing time-sensitive tasks with attention to detail. Excellent organizational, time management, and attention to detail. Must be able to work independently, take initiative, and follow through on issues. Knowledge of SEVIS and visa policies and procedures. Flexible in working hours (time difference). Demonstrated outstanding customer/student service. Demonstrated interest and/or ability to work in a multicultural/multiethnic environment. Demonstrated experience in developing and conducting presentations. Excellent communication skills with the ability to effectively communicate and present ideas and concepts verbally and in writing to culturally diverse audiences. Experience in interpreting and ensuring compliance with policies and procedures. Demonstrated ability to maintain a high degree of confidentiality. Ability to travel domestically and internationally to support recruitment and program development and implementation. Ability to work additional hours, occasional holidays, and adjust working hours to meet recruitment needs. Compensation and Benefits: Anticipated Hiring Rate: $4,610 - $4,690 Per Month Classification Salary Range: $4,610 - $6,556 Per Month The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 14 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. The application deadline is May 3, 2024 As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Mandated Reporter The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact Nora Jean Fernandez, ADA Manager at Nora.Fernandez@csusb.edu Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Advertised: Mar 04 2024 Pacific Standard Time Applications close: May 03 2024 Pacific Daylight Time Closing Date/Time:
Mar 07, 2024
Job Summary: Under general supervision, this position's primary role is to recruit international students. Duties include, but are not limited to, prospective student recruitment, advisement, attending recruitment fairs/activities, organizing meetings with partner universities, and promoting CSUSB programs. Major duties and responsibilities International Student Recruitment Under the general supervision of the Director of International Admissions and Student and Financial Services, serves as the primary staff person to advise and recruit prospective international undergraduate and graduate students to CSUSB. Communicate regularly with prospective students and student leads and provide them with knowledge about CSUSB, admission requirements, application process, immigration requirements, academic majors and programs, student life, and other pertinent information. Represent the University at higher education recruitment fairs/events and meetings hosted domestically and internationally, in-person and virtually. Generate reports on leads, inquiries, applications, enrollments, and immigration on international students utilizing the CRM, SEVIS, and PeopleSoft. Generate and follow up on student leads in order to meet or exceed individual/team recruitment goals. International and domestic travel. Conduct presentations on CSUSB to prospective students, university partners, and agents. Work collaboratively with departments and staff to identify programs of interest to international students; develop relationships with faculty and staff in the graduate programs; collaborate with domestic undergraduate admissions on how to direct international prospects they may meet on the road and provide domestic leads when collected by IA. Engage in approved social media to ensure CSUSB promotion internationally. Create communication pieces for the prospect communication plan in systems such as CRM. Enter all prospect info from all recruitment events/ fairs into the CRM. Implements admit to enrollment strategy that includes virtual and onsite events. Virtual webinars for admitted students preparing for a visa interview and arrival logistics. Develop and implement engagement and yield activities with admitted international students. Recruitment Plan Development The incumbent will work closely with the Director to create and implement international student recruitment and outreach plans that lead to increased applications and enrollments to the University. Analyze and present data on international students' enrollment trends (i.e., open doors). Diversify global regions/markets and programs of interest in recruitment plans. Collaborate closely with academic departments as a part of the recruitment pipeline. Monitor recruitment travel and expenditures to create reports that evaluate recruitment effectiveness. Calculate ROI from targeted outreach events; provide creative and cost-effective ideas to increase innovation in recruitment strategies. Assisting with updating, designing, and developing marketing promotional materials via print and online. Recruitment Partner Relationship Building Maintain and expand student recruitment agent and partner relationships/networks. Communicate timely and accurately with agents and partners (via email, telephone, social media, webinars, and onsite visits) about CSUSB programs, timelines, and admissions requirements. Conduct annual agent training for all existing agents and new agent onboarding training. Conduct onsite agent training when in the country for individual counseling offices and meet with prospective students at these offices. Collaborate with EducationUSA, IDP, Apply Board (and other) counselors in virtual and in-person presentations to students, onsite visits to centers, and campus updates/training to counselors. Institution Relationship Building Maintain and update a list of community colleges and their advisors. Provide university and admission updates to the counselors via digital and onsite communication. Organize and attend community College recruitment events. Maintain and update a list of domestic high schools and their advisors. Provide university and admission updates to the counselors via digital and onsite communication. Organize and attend domestic high school recruitment events targeting the recruitment of international students at those schools. Maintain and update a list of international high schools and their advisor's visa IACAC membership. Provide University and admissions updates to the counselors via digital and onsite communication. Serve as a Designated School Official (DSO) for issuing initial l-20s, transferring l-20s, tracking visa approval rates, etc. Contribute to the collegial, effective, and efficient work environment as a team member. Support and participate in initiatives, projects, and events supporting international student enrollment and retention, such as orientation programs, International Education Week, student workshops training, and other international programming as requested. Maintain effective working relationships with a wide range of students, faculty and the general public. Other classification-related duties as assigned. Minimum Qualifications: Equivalent to graduation from a four-year college or university in one of the behavioral sciences, public or business administration or a job-related field. Additional specialized experience during which the applicant has acquired and successfully applied the knowledge and abilities shown above may be substituted for the required education on a year-for-year basis. Possession of these knowledge and abilities is typically demonstrated through the equivalent of two years of professional experience in one of the student services program areas or in a related field; experience should give evidence of competence and indicate the potential for further growth. A master's degree in a job-related field may be substituted for one year of professional experience.. Required Qualifications: Working knowledge of the practices, procedures and activities of the program to which assigned. General knowledge of the methods and problems of organizational and program management. General knowledge of research and interview techniques; and of the principles of individual and group behavior. Ability to interpret and apply program rules and regulations. Use initiative and resourcefulness in planning work assignments and in implementing long-range program improvements. Obtain factual and interpretative information through interviews. Reason logically. Collect, compile, analyze, and evaluate data and make verbal or written presentations based on these data. Advise students individually and in groups on routine matters where required. Recognize multicultural, multisexed and multi-aged value systems and work accordingly. Establish and maintain cooperative working relationships with faculty, CSU administrators, student organizations, private and public agencies and others in committee work, and student advising and community contacts. Rapidly acquire a general knowledge of the overall operation, functions, and programs of the campus to which assigned. Demonstrated ability to make decisions and carry through actions having implications with regard to other programs or service areas Services Office. Preferred Qualifications: Master's degree in a related field. Experience in processing university admissions. Experience in living, working, or studying abroad for three months or longer. Experience in working for an international education department with students. Experience in serving as Designated School Official (DSO). Working knowledge of culture, government, and education in countries outside the U.S.A. Excellent oral and written communication skills in language(s) other than English. Experience with international student recruitment and with CRM systems such as Radius or other related software. Experience tracking student outreach efforts and linking ROI to outreach plans. Knowledge of best practices related to international student recruitment and outreach. Knowledge of and experience with CSUSB and CSU university admissions policies and procedures and Oracle/PeopleSoft. The ability to thrive in a fast-paced and dynamic environment while balancing time-sensitive tasks with attention to detail. Excellent organizational, time management, and attention to detail. Must be able to work independently, take initiative, and follow through on issues. Knowledge of SEVIS and visa policies and procedures. Flexible in working hours (time difference). Demonstrated outstanding customer/student service. Demonstrated interest and/or ability to work in a multicultural/multiethnic environment. Demonstrated experience in developing and conducting presentations. Excellent communication skills with the ability to effectively communicate and present ideas and concepts verbally and in writing to culturally diverse audiences. Experience in interpreting and ensuring compliance with policies and procedures. Demonstrated ability to maintain a high degree of confidentiality. Ability to travel domestically and internationally to support recruitment and program development and implementation. Ability to work additional hours, occasional holidays, and adjust working hours to meet recruitment needs. Compensation and Benefits: Anticipated Hiring Rate: $4,610 - $4,690 Per Month Classification Salary Range: $4,610 - $6,556 Per Month The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 14 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. The application deadline is May 3, 2024 As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Mandated Reporter The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact Nora Jean Fernandez, ADA Manager at Nora.Fernandez@csusb.edu Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Advertised: Mar 04 2024 Pacific Standard Time Applications close: May 03 2024 Pacific Daylight Time Closing Date/Time: