SOUTH ORANGE COUNTY COMMUNITY COLLEGE DISTRICT (SOCCC)
Mission Viejo, California, United States
Title: Project Specialist (SC - Case Manager) Job Category: NBU Job Opening Date: March 20, 2024 Job Closing Date: June 30, 2024 Locations: Saddleback College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: Under the supervision of the department Director or Dean, and the day-to-day direction of the Program Coordinator, the Case Manager will assess, define, and promote early identification of students in need of basic needs resources. The Case Manager will assess, plan, implement, monitor, and evaluate the actions required to address barriers preventing academic, behavioral, attendance, and social-emotional success. The Case Manager will not serve in a clinical capacity (i.e., provide psychotherapy to students), but will perform case management duties, facilitate referral access and service utilization, and address any questions or concerns originating from student. The Case Manager will assist students who need resources to appropriate on- and off-campus programs. DISTINGUISHING CHARACTERISTICS The Basic Needs division at Saddleback College serves student populations that experience unique challenges accessing nuanced support. These students require specialized support navigating federal, state, county, and local eligibility criteria to access resources that are oftentimes beyond the capacity of traditional community college programs and personnel. Help-seeking behaviors amongst these student populations can be limited due to the sensitivity of their identities. The ever-changing nature of law and policy can lend itself to unclear eligibility criteria which can negatively impact these students. Thus, access to these resources and services, or lack thereof, often shape the experiences of students and impact their academic trajectory, motivation, sense of self-efficacy and hope. The Case Manager will be familiar with special student populations such as foster youth, undocumented/Dreamer, LGBTQ+, formally incarcerated, parenting student, Latinx, first generation Black or African American student populations to contribute to the overall aim of supporting the holistic well-being of students to foster their success. Common student referrals to the Case Manager may include, but are not limited to: • Students experiencing food/housing/clothing/hygiene insecurities. • Students experiencing other personal and/or emotional challenges. • Students experiencing a major life change (traumatic or otherwise) that may be affecting their academic achievement. • Any referral submitted by faculty/staff for a student requiring non-mental health services. REPRESENTATIVE DUTIES • Coordinate and provide case-management services that are safe, timely, effective, efficient, equitable, and client-centered to individual students. • Conduct non-clinical assessment and plan that includes, but is not limited to, facilitate steps, remove barriers, determine eligibility, and navigate through complicated organizational processes. • Learn about and establish connections with off-campus and on-campus resources and agencies that provide services to targeted student populations. Maintain and update a centralized repository of on-campus and off-campus resources and services. • Manage and evaluate crises by helping the student make informed decisions and act as their advocate regarding their status, housing, academic, health, well-being, and treatment options. • Facilitate multiple care-aspect (case coordination, information sharing, follow-up, monitoring). • Take the extra mile and interact with the student to keep track of their progress and to ensure satisfaction. • Maintain accurate and timely case records (forms, referrals, and follow-up). • Record and maintain data collection and assessment related to the development of case management plans, outcomes, and statistical reports. • Design and implement interventions that will help students meet academic and personal goals. • Participate in relevant community outreach and on-campus committees. • Provide in-service training to staff on related topics. • Help students achieve wellness, service utilization, and increase autonomy. • Adhere to professional standards as outlined by protocols, rules, and regulations. QUALIFICATIONS • Excellent knowledge of case management principles. • Effective communication skills. • Excellent time management skills, problem solving, and ability to multi-task. • Familiarity with professional and technical emerging knowledge. Knowledge of: • Operational characteristics, services, and activities of the functions, programs, and operations of the assigned project or program area. • Goals and objectives of the assigned project or program area. • Methods and techniques used in the performance of duties and responsibilities specific to the area of assignment. • Information and research resources available related to areas of assignment. • Work organization and office management principles and practices. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. • Interpersonal skills using tact, patience, and courtesy. • Principles and practices of providing training, work direction, and guidance to lower-level office staff and student workers. • English usage, grammar, spelling, punctuation, and vocabulary. • Oral and written communication skills. • South Orange County Community College District • District organization, operations, policies, and objectives. • Pertinent federal, state, and local laws, codes, and regulations. • Microsoft 365. Ability to: • Understand the organization and operation of the assigned program area as necessary to assume assigned responsibilities. • Understand, interpret, and apply administrative and office policies and procedures as well as pertinent laws, regulations, and ordinances. • Coordinate and participate in the management of assigned project, program, or program area functions and services. • Plan, organize, and administer assigned program activities. • Establish and maintain community relationships. • Understand the nature of partnerships and identify mutual interests. • Assess community needs to develop appropriate service partnerships for assigned programs. • Use technical concepts and project management tools and techniques to effectively coordinate a project or program area and solve complex problems in creative and effective ways. • Develop recommendations for problematic areas and implement and monitor changes. • Participate in the development and administration of policies and procedures. • Participate in the preparation and administration of assigned budgets. • Coordinate projects with multiple tasks and re-prioritize as needed. • Perform a full range of complex and responsible program support as well as difficult administrative duties involving the use of independent judgment and personal initiative. • Oversee and participate in the management of the administrative functions and operations of the assigned office. • Establish, review, and revise office work priorities. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Use sound judgment in recognizing scope of authority. • Exercise good judgment and maintain confidentiality in maintaining critical and sensitive information, records, and reports. • Respond to requests and inquiries from students, staff, or the public; effectively present information in person or on the telephone to students, staff, or the public. • Provide specialized information and assistance to students, staff, and the general public. • Research, compile, assemble, analyze, and interpret data from diverse sources. • Prepare a variety of clear and concise administrative and financial reports. • Independently compose and prepare correspondence and memoranda. • Maintain complex and varied files and records. • Select, train, evaluate and provide work direction to assigned staff and student workers. • Plan, organize, coordinate, prioritize, perform, and delegate work. • Plan and organize work to meet schedules and changing deadlines. • Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. • Adapt to changing technologies and learn functionality of new equipment and systems. • Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work. EDUCATION AND EXPERIENCE GUIDELINES Minimum: • The candidate will possess a minimum of a Bachelor's Degree from an accredited college or university, in an associated program, which may include health care, social work, psychology, sociology or a related field. • At least two (2) years of experience working in human services, social work, or a related field. • Preferred Qualification: Bachelor's in Social Work (BSW), Bilingual (Spanish language preferred) License or Certificate: • A valid California driver's license and proof of insurability may be required for some positions to drive a District or personal vehicle to attend meetings or pick up/deliver documents or other materials. PHYSICAL DEMANDS AND WORKING ENVIRONMENT Environment: Work is performed primarily in a standard office setting. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and to occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction. Additional Information: $27.50/hr Up to 25 hours per week. Schedule TBD On-site only REQUIRED APPLICATION MATERIALS Resume, cover letter, and unofficial transcripts. This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accommodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/23 through 02/14/23 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
Apr 17, 2024
Part Time
Title: Project Specialist (SC - Case Manager) Job Category: NBU Job Opening Date: March 20, 2024 Job Closing Date: June 30, 2024 Locations: Saddleback College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: Under the supervision of the department Director or Dean, and the day-to-day direction of the Program Coordinator, the Case Manager will assess, define, and promote early identification of students in need of basic needs resources. The Case Manager will assess, plan, implement, monitor, and evaluate the actions required to address barriers preventing academic, behavioral, attendance, and social-emotional success. The Case Manager will not serve in a clinical capacity (i.e., provide psychotherapy to students), but will perform case management duties, facilitate referral access and service utilization, and address any questions or concerns originating from student. The Case Manager will assist students who need resources to appropriate on- and off-campus programs. DISTINGUISHING CHARACTERISTICS The Basic Needs division at Saddleback College serves student populations that experience unique challenges accessing nuanced support. These students require specialized support navigating federal, state, county, and local eligibility criteria to access resources that are oftentimes beyond the capacity of traditional community college programs and personnel. Help-seeking behaviors amongst these student populations can be limited due to the sensitivity of their identities. The ever-changing nature of law and policy can lend itself to unclear eligibility criteria which can negatively impact these students. Thus, access to these resources and services, or lack thereof, often shape the experiences of students and impact their academic trajectory, motivation, sense of self-efficacy and hope. The Case Manager will be familiar with special student populations such as foster youth, undocumented/Dreamer, LGBTQ+, formally incarcerated, parenting student, Latinx, first generation Black or African American student populations to contribute to the overall aim of supporting the holistic well-being of students to foster their success. Common student referrals to the Case Manager may include, but are not limited to: • Students experiencing food/housing/clothing/hygiene insecurities. • Students experiencing other personal and/or emotional challenges. • Students experiencing a major life change (traumatic or otherwise) that may be affecting their academic achievement. • Any referral submitted by faculty/staff for a student requiring non-mental health services. REPRESENTATIVE DUTIES • Coordinate and provide case-management services that are safe, timely, effective, efficient, equitable, and client-centered to individual students. • Conduct non-clinical assessment and plan that includes, but is not limited to, facilitate steps, remove barriers, determine eligibility, and navigate through complicated organizational processes. • Learn about and establish connections with off-campus and on-campus resources and agencies that provide services to targeted student populations. Maintain and update a centralized repository of on-campus and off-campus resources and services. • Manage and evaluate crises by helping the student make informed decisions and act as their advocate regarding their status, housing, academic, health, well-being, and treatment options. • Facilitate multiple care-aspect (case coordination, information sharing, follow-up, monitoring). • Take the extra mile and interact with the student to keep track of their progress and to ensure satisfaction. • Maintain accurate and timely case records (forms, referrals, and follow-up). • Record and maintain data collection and assessment related to the development of case management plans, outcomes, and statistical reports. • Design and implement interventions that will help students meet academic and personal goals. • Participate in relevant community outreach and on-campus committees. • Provide in-service training to staff on related topics. • Help students achieve wellness, service utilization, and increase autonomy. • Adhere to professional standards as outlined by protocols, rules, and regulations. QUALIFICATIONS • Excellent knowledge of case management principles. • Effective communication skills. • Excellent time management skills, problem solving, and ability to multi-task. • Familiarity with professional and technical emerging knowledge. Knowledge of: • Operational characteristics, services, and activities of the functions, programs, and operations of the assigned project or program area. • Goals and objectives of the assigned project or program area. • Methods and techniques used in the performance of duties and responsibilities specific to the area of assignment. • Information and research resources available related to areas of assignment. • Work organization and office management principles and practices. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. • Interpersonal skills using tact, patience, and courtesy. • Principles and practices of providing training, work direction, and guidance to lower-level office staff and student workers. • English usage, grammar, spelling, punctuation, and vocabulary. • Oral and written communication skills. • South Orange County Community College District • District organization, operations, policies, and objectives. • Pertinent federal, state, and local laws, codes, and regulations. • Microsoft 365. Ability to: • Understand the organization and operation of the assigned program area as necessary to assume assigned responsibilities. • Understand, interpret, and apply administrative and office policies and procedures as well as pertinent laws, regulations, and ordinances. • Coordinate and participate in the management of assigned project, program, or program area functions and services. • Plan, organize, and administer assigned program activities. • Establish and maintain community relationships. • Understand the nature of partnerships and identify mutual interests. • Assess community needs to develop appropriate service partnerships for assigned programs. • Use technical concepts and project management tools and techniques to effectively coordinate a project or program area and solve complex problems in creative and effective ways. • Develop recommendations for problematic areas and implement and monitor changes. • Participate in the development and administration of policies and procedures. • Participate in the preparation and administration of assigned budgets. • Coordinate projects with multiple tasks and re-prioritize as needed. • Perform a full range of complex and responsible program support as well as difficult administrative duties involving the use of independent judgment and personal initiative. • Oversee and participate in the management of the administrative functions and operations of the assigned office. • Establish, review, and revise office work priorities. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Use sound judgment in recognizing scope of authority. • Exercise good judgment and maintain confidentiality in maintaining critical and sensitive information, records, and reports. • Respond to requests and inquiries from students, staff, or the public; effectively present information in person or on the telephone to students, staff, or the public. • Provide specialized information and assistance to students, staff, and the general public. • Research, compile, assemble, analyze, and interpret data from diverse sources. • Prepare a variety of clear and concise administrative and financial reports. • Independently compose and prepare correspondence and memoranda. • Maintain complex and varied files and records. • Select, train, evaluate and provide work direction to assigned staff and student workers. • Plan, organize, coordinate, prioritize, perform, and delegate work. • Plan and organize work to meet schedules and changing deadlines. • Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. • Adapt to changing technologies and learn functionality of new equipment and systems. • Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work. EDUCATION AND EXPERIENCE GUIDELINES Minimum: • The candidate will possess a minimum of a Bachelor's Degree from an accredited college or university, in an associated program, which may include health care, social work, psychology, sociology or a related field. • At least two (2) years of experience working in human services, social work, or a related field. • Preferred Qualification: Bachelor's in Social Work (BSW), Bilingual (Spanish language preferred) License or Certificate: • A valid California driver's license and proof of insurability may be required for some positions to drive a District or personal vehicle to attend meetings or pick up/deliver documents or other materials. PHYSICAL DEMANDS AND WORKING ENVIRONMENT Environment: Work is performed primarily in a standard office setting. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and to occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction. Additional Information: $27.50/hr Up to 25 hours per week. Schedule TBD On-site only REQUIRED APPLICATION MATERIALS Resume, cover letter, and unofficial transcripts. This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accommodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/23 through 02/14/23 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
SOUTH ORANGE COUNTY COMMUNITY COLLEGE DISTRICT (SOCCC)
Mission Viejo, California, United States
Title: Project Specialist (IVC Case Manager - Rising Scholars Program) Job Category: NBU Job Opening Date: February 29, 2024 Job Closing Date: June 30, 2024 Locations: Irvine Valley College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: This position is grant funded to support the Rising Scholars Program for justice system impacted students (including currently or formerly incarcerated students). Lived expertise and/or professional experience with system impact is highly desired for this position. The Case Manager will assess, plan, implement, monitor, and evaluate the actions required to address both academic and nonacademic barriers to student success for Rising Scholars students. This position will not serve in a clinical capacity (i.e., provide psychotherapy to students), but will perform case management duties, provide individual appointments with students, needs assessments, facilitate referral access and service utilization, follow up and track student progress, and work collaboratively with on and off campus partners for student support. This position will serve an integral role within the holistic care model for student success used for the Rising Scholars Program. The Rising Scholars Case Manager will work collaboratively with the Basic Needs Program, EOPS, CalWorks, Guardian Scholars & NextUp, Counseling Office, Health and Wellness Center, and other supportive services on campus. The Case Manager will also be knowledgeable of, and develop partnerships with, off campus community resources designed to support justice impacted community members. REPRESENTATIVE DUTIES • Coordinate and provide case-management services that are culturally informed, centered in care for the student, tailored to each students specific needs, and in collaboration with fellow care providers on campus. • Conduct needs assessments and plans that includes,to address and students specific needs • Conduct all interactions with students and colleagues with an air of collaboration, transparency, and safety • Learn about and establish connections with off-campus and on-campus resources and agencies that provide services to targeted student populations. Maintain and update a centralized repository of on-campus and off-campus resources and services. • Facilitate multiple care-aspect (case coordination, information sharing, follow-up, monitoring). • Maintain accurate and timely case records (forms, referrals, and follow-up). • Record and maintain data collection and assessment related to the development of case management plans, outcomes, and statistical reports. • Design and implement interventions that will help students meet academic and personal goals. • Participate in relevant community outreach and on-campus committees. • Provide in-service training to staff on related topics. • Help students achieve wellness, service utilization, and increase autonomy. • Adhere to professional standards as outlined by protocols, rules, and regulations. QUALIFICATIONS • Excellent knowledge of case management principles. • Effective communication skills. • Excellent time management skills, problem solving, and ability to multi-task. • Familiarity with professional and technical emerging knowledge. Knowledge of: • The impacts the justice system has on individuals and the inequities that exist within the justice system based on race, age, gender, sexual orientation, social economic status, and so on. • Trauma informed care and the ability to apply this lens in the work with students. • Operational characteristics, services, and activities of the functions, programs, and operations of the assigned project or program area. • Goals and objectives of the assigned project or program area. • Methods and techniques used in the performance of duties and responsibilities specific to the area of assignment. • Information and research resources available related to areas of assignment. • Work organization and office management principles and practices. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. • Interpersonal skills using tact, patience, and courtesy. • Principles and practices of providing training, work direction, and guidance to lower-level office staff and student workers. • English usage, grammar, spelling, punctuation, and vocabulary. • Oral and written communication skills. • South Orange County Community College District • District organization, operations, policies, and objectives. • Pertinent federal, state, and local laws, codes, and regulations. • Microsoft 365. Ability to: • Understand the organization and operation of the assigned program area as necessary to assume assigned responsibilities. • Understand, interpret, and apply administrative and office policies and procedures as well as pertinent laws, regulations, and ordinances. • Coordinate and participate in the management of assigned project, program, or program area functions and services. • Plan, organize, and administer assigned program activities. • Establish and maintain community relationships. • Understand the nature of partnerships and identify mutual interests. • Assess community needs to develop appropriate service partnerships for assigned programs. • Use technical concepts and project management tools and techniques to effectively coordinate a project or program area and solve complex problems in creative and effective ways. • Develop recommendations for problematic areas and implement and monitor changes. • Participate in the development and administration of policies and procedures. • Participate in the preparation and administration of assigned budgets. • Coordinate projects with multiple tasks and re-prioritize as needed. • Perform a full range of complex and responsible program support as well as difficult administrative duties involving the use of independent judgment and personal initiative. • Oversee and participate in the management of the administrative functions and operations of the assigned office. • Establish, review, and revise office work priorities. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Use sound judgment in recognizing scope of authority. • Exercise good judgment and maintain confidentiality in maintaining critical and sensitive information, records, and reports. • Respond to requests and inquiries from students, staff, or the public; effectively present information in person or on the telephone to students, staff, or the public. • Provide specialized information and assistance to students, staff, and the general public. • Research, compile, assemble, analyze, and interpret data from diverse sources. • Prepare a variety of clear and concise administrative and financial reports. • Independently compose and prepare correspondence and memoranda. • Maintain complex and varied files and records. • Select, train, evaluate and provide work direction to assigned staff and student workers. • Plan, organize, coordinate, prioritize, perform, and delegate work. • Plan and organize work to meet schedules and changing deadlines. • Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. • Adapt to changing technologies and learn functionality of new equipment and systems. • Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work. EDUCATION AND EXPERIENCE GUIDELINES Minimum: • The candidate will possess a minimum of a Bachelor's Degree from an accredited college or university, in an associated program, which may include health care, social work, psychology, sociology or a related field and at least two (2) years of experience working in human services, social work, or a related field. -OR- • Masters in Social Work (MSW) Preferred: Bilingual (Spanish language preferred) License or Certificate: • A valid California driver's license and proof of insurability may be required for some positions to drive a District or personal vehicle to attend meetings or pick up/deliver documents or other materials. PHYSICAL DEMANDS AND WORKING ENVIRONMENT Environment: Work is performed primarily in a standard office setting. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and to occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction. Additional Information: $30/hr Up to 20 hours per week Schedule TBD On-site only This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accommodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/23 through 02/14/23 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
Mar 07, 2024
Part Time
Title: Project Specialist (IVC Case Manager - Rising Scholars Program) Job Category: NBU Job Opening Date: February 29, 2024 Job Closing Date: June 30, 2024 Locations: Irvine Valley College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: This position is grant funded to support the Rising Scholars Program for justice system impacted students (including currently or formerly incarcerated students). Lived expertise and/or professional experience with system impact is highly desired for this position. The Case Manager will assess, plan, implement, monitor, and evaluate the actions required to address both academic and nonacademic barriers to student success for Rising Scholars students. This position will not serve in a clinical capacity (i.e., provide psychotherapy to students), but will perform case management duties, provide individual appointments with students, needs assessments, facilitate referral access and service utilization, follow up and track student progress, and work collaboratively with on and off campus partners for student support. This position will serve an integral role within the holistic care model for student success used for the Rising Scholars Program. The Rising Scholars Case Manager will work collaboratively with the Basic Needs Program, EOPS, CalWorks, Guardian Scholars & NextUp, Counseling Office, Health and Wellness Center, and other supportive services on campus. The Case Manager will also be knowledgeable of, and develop partnerships with, off campus community resources designed to support justice impacted community members. REPRESENTATIVE DUTIES • Coordinate and provide case-management services that are culturally informed, centered in care for the student, tailored to each students specific needs, and in collaboration with fellow care providers on campus. • Conduct needs assessments and plans that includes,to address and students specific needs • Conduct all interactions with students and colleagues with an air of collaboration, transparency, and safety • Learn about and establish connections with off-campus and on-campus resources and agencies that provide services to targeted student populations. Maintain and update a centralized repository of on-campus and off-campus resources and services. • Facilitate multiple care-aspect (case coordination, information sharing, follow-up, monitoring). • Maintain accurate and timely case records (forms, referrals, and follow-up). • Record and maintain data collection and assessment related to the development of case management plans, outcomes, and statistical reports. • Design and implement interventions that will help students meet academic and personal goals. • Participate in relevant community outreach and on-campus committees. • Provide in-service training to staff on related topics. • Help students achieve wellness, service utilization, and increase autonomy. • Adhere to professional standards as outlined by protocols, rules, and regulations. QUALIFICATIONS • Excellent knowledge of case management principles. • Effective communication skills. • Excellent time management skills, problem solving, and ability to multi-task. • Familiarity with professional and technical emerging knowledge. Knowledge of: • The impacts the justice system has on individuals and the inequities that exist within the justice system based on race, age, gender, sexual orientation, social economic status, and so on. • Trauma informed care and the ability to apply this lens in the work with students. • Operational characteristics, services, and activities of the functions, programs, and operations of the assigned project or program area. • Goals and objectives of the assigned project or program area. • Methods and techniques used in the performance of duties and responsibilities specific to the area of assignment. • Information and research resources available related to areas of assignment. • Work organization and office management principles and practices. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. • Interpersonal skills using tact, patience, and courtesy. • Principles and practices of providing training, work direction, and guidance to lower-level office staff and student workers. • English usage, grammar, spelling, punctuation, and vocabulary. • Oral and written communication skills. • South Orange County Community College District • District organization, operations, policies, and objectives. • Pertinent federal, state, and local laws, codes, and regulations. • Microsoft 365. Ability to: • Understand the organization and operation of the assigned program area as necessary to assume assigned responsibilities. • Understand, interpret, and apply administrative and office policies and procedures as well as pertinent laws, regulations, and ordinances. • Coordinate and participate in the management of assigned project, program, or program area functions and services. • Plan, organize, and administer assigned program activities. • Establish and maintain community relationships. • Understand the nature of partnerships and identify mutual interests. • Assess community needs to develop appropriate service partnerships for assigned programs. • Use technical concepts and project management tools and techniques to effectively coordinate a project or program area and solve complex problems in creative and effective ways. • Develop recommendations for problematic areas and implement and monitor changes. • Participate in the development and administration of policies and procedures. • Participate in the preparation and administration of assigned budgets. • Coordinate projects with multiple tasks and re-prioritize as needed. • Perform a full range of complex and responsible program support as well as difficult administrative duties involving the use of independent judgment and personal initiative. • Oversee and participate in the management of the administrative functions and operations of the assigned office. • Establish, review, and revise office work priorities. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Use sound judgment in recognizing scope of authority. • Exercise good judgment and maintain confidentiality in maintaining critical and sensitive information, records, and reports. • Respond to requests and inquiries from students, staff, or the public; effectively present information in person or on the telephone to students, staff, or the public. • Provide specialized information and assistance to students, staff, and the general public. • Research, compile, assemble, analyze, and interpret data from diverse sources. • Prepare a variety of clear and concise administrative and financial reports. • Independently compose and prepare correspondence and memoranda. • Maintain complex and varied files and records. • Select, train, evaluate and provide work direction to assigned staff and student workers. • Plan, organize, coordinate, prioritize, perform, and delegate work. • Plan and organize work to meet schedules and changing deadlines. • Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. • Adapt to changing technologies and learn functionality of new equipment and systems. • Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work. EDUCATION AND EXPERIENCE GUIDELINES Minimum: • The candidate will possess a minimum of a Bachelor's Degree from an accredited college or university, in an associated program, which may include health care, social work, psychology, sociology or a related field and at least two (2) years of experience working in human services, social work, or a related field. -OR- • Masters in Social Work (MSW) Preferred: Bilingual (Spanish language preferred) License or Certificate: • A valid California driver's license and proof of insurability may be required for some positions to drive a District or personal vehicle to attend meetings or pick up/deliver documents or other materials. PHYSICAL DEMANDS AND WORKING ENVIRONMENT Environment: Work is performed primarily in a standard office setting. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and to occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction. Additional Information: $30/hr Up to 20 hours per week Schedule TBD On-site only This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accommodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/23 through 02/14/23 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
Introduction This recruitment is being conducted to fill 2 full-time vacancies in San Joaquin General Hospital's Emergency 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-Assistant Nursing Department Manager is a supervisory level position and assists the Nursing Department Manager in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidates should possess advanced level professional nursing experience in an Emergency Department, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level III Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6,203 $132,704-$161,283 The following incentives and bonuses may be available for eligible full time 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. 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 required 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 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. AND Licenses and Certificates : Current registration as a nurse in the State of California. Please Note : Offer of employment is contingent upon passing a pre-employment physical exam and drug screening test. KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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 This recruitment is being conducted to fill 2 full-time vacancies in San Joaquin General Hospital's Emergency 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-Assistant Nursing Department Manager is a supervisory level position and assists the Nursing Department Manager in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidates should possess advanced level professional nursing experience in an Emergency Department, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level III Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6,203 $132,704-$161,283 The following incentives and bonuses may be available for eligible full time 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. 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 required 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 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. AND Licenses and Certificates : Current registration as a nurse in the State of California. Please Note : Offer of employment is contingent upon passing a pre-employment physical exam and drug screening test. KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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 full-time vacancy in the Surgery Unit of San Joaquin General Hospital Perioperative Services Department, and to establish an eligible list to fill future vacancies. The Staff Nurse V-Assistant Nursing Department Manager Inpatient is a supervisory level position and assists the Director of Perioperative Services in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidate should possess advanced level professional nursing experience in an acute care Surgery/Operating Room Unit, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department.. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6,203 $132,704-$161,283 The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU ) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Longevity Pay: • 7.5% of base salary after 10 years (20,800 regular paid hours) • 10% of base salary after 15 years (31,200 regular paid hours) Standby Pay: 33% of base salary The following incentives and bonuses may be available for eligible full time 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) 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. MINIMUM QUALIFICATIONS EITHER I Education : Bachelors Degree in Nursing or related field. Experience : Two (2) years of progressively responsible experience as a registered nurse in an acute care hospital Operating Room, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II Certification : Possession of National Certification. Experience : Two (2) years of progressively responsible experience as a registered nurse in an acute care hospital Operating Room, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. AND Licenses and Certificates : Current registration as a nurse in the State of California. Successful completion of Hemodynamic Monitoring Class, Preceptor Class (or adult learning equivalent) and ACLS Certification may be required. KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 or ranks 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 filling nine 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 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 current employment opportunities please call our 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 This examination is being given to fill one full-time vacancy in the Surgery Unit of San Joaquin General Hospital Perioperative Services Department, and to establish an eligible list to fill future vacancies. The Staff Nurse V-Assistant Nursing Department Manager Inpatient is a supervisory level position and assists the Director of Perioperative Services in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidate should possess advanced level professional nursing experience in an acute care Surgery/Operating Room Unit, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department.. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6,203 $132,704-$161,283 The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU ) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Longevity Pay: • 7.5% of base salary after 10 years (20,800 regular paid hours) • 10% of base salary after 15 years (31,200 regular paid hours) Standby Pay: 33% of base salary The following incentives and bonuses may be available for eligible full time 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) 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. MINIMUM QUALIFICATIONS EITHER I Education : Bachelors Degree in Nursing or related field. Experience : Two (2) years of progressively responsible experience as a registered nurse in an acute care hospital Operating Room, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II Certification : Possession of National Certification. Experience : Two (2) years of progressively responsible experience as a registered nurse in an acute care hospital Operating Room, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. AND Licenses and Certificates : Current registration as a nurse in the State of California. Successful completion of Hemodynamic Monitoring Class, Preceptor Class (or adult learning equivalent) and ACLS Certification may be required. KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 or ranks 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 filling nine 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 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 current employment opportunities please call our 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 full-time vacancy in San Joaquin General Hospital's Medical Surgical 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-Assistant Nursing Department Manager is a supervisory level position and assists the Nursing Department Manager in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidates should possess advanced level professional nursing experience in an acute care hospital, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6203 $132,704-$161,283 The following incentives and bonuses may be available for eligible full time 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. MINIMUM QUALIFICATIONS . Supplemental Application must be submitted with the employment application. EITHER I: Education : Bachelor's Degree in Nursing or related field. Experience : Two years of progressively responsible experience as a registered nurse in a Medical Surgical Unit including one year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II: Certification: Possession of National Certification. Experience : Two years of progressively responsible experience as a registered nurse in a Medical Surgical Unit including one year at a level equivalent to a San Joaquin County Staff Nurse IV. AND Licenses and Certificates : Current registration as a nurse in the State of California. Possession of Chemotherapy Certification or a course acceptable to the Director of Nursing Services and Preceptor Class or equivalent KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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 This examination is being given to fill one full-time vacancy in San Joaquin General Hospital's Medical Surgical 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-Assistant Nursing Department Manager is a supervisory level position and assists the Nursing Department Manager in assessing total patient needs, evaluates performance of staff, and coordinates the unit with other hospital divisions or services. The ideal candidates should possess advanced level professional nursing experience in an acute care hospital, possess excellent communication skills, demonstrate a strong work ethic, leadership skills, and an ability to work in a fast-paced, team-oriented environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment will rely on you to make a difference as a team player on a high functioning multi-disciplinary team. To learn more about San Joaquin General Hospital visit www.sjgeneral.org The work schedule may include AM, Nights, or PM shifts as well as weekends and holidays depending upon the operational needs of the department. A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more . Salary Information (base salary): Job Title Hourly Biweekly Annual (approx.) Staff Nurse V ADM $63.80-$77.54 $5,104-$6203 $132,704-$161,283 The following incentives and bonuses may be available for eligible full time 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 Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Supervises staff and assists with management of the unit or units; assists in planning and implementing staff schedules; assists in assigning work to professional, para-professional and technical staff in order to best utilize the skills of personnel and to maintain a high quality of patient care; evaluates performance of and disciplines assigned personnel, including subordinate supervisory staff; participates in the selection of new employees. Participates in formulating, interpreting and implementing policies, procedures, and standards of nursing care; assists in coordinating the services of the unit with other hospital divisions; may oversee and coordinate insurance billing and reimbursement-related procedures for the unit; may develop and implement various quality control measures; assists with development and maintenance of the department budget. Participates in initiating the nursing process and performing 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 with clinical staff in working 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; 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; initiates and completes performance improvement and other studies in cooperation with management. 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 as assigned. MINIMUM QUALIFICATIONS . Supplemental Application must be submitted with the employment application. EITHER I: Education : Bachelor's Degree in Nursing or related field. Experience : Two years of progressively responsible experience as a registered nurse in a Medical Surgical Unit including one year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II: Certification: Possession of National Certification. Experience : Two years of progressively responsible experience as a registered nurse in a Medical Surgical Unit including one year at a level equivalent to a San Joaquin County Staff Nurse IV. AND Licenses and Certificates : Current registration as a nurse in the State of California. Possession of Chemotherapy Certification or a course acceptable to the Director of Nursing Services and Preceptor Class or equivalent KNOWLEDGE Theory, practices and techniques of nursing, particularly in area of specialty; current trends and developments in the practice of nursing; goals of patient care; current medical treatment methods, standards, equipment and supplies; nursing staffing patterns; basic principles of management and supervision; leadership skills; safety principles and practices; applicable Federal and State laws as related to patient care. ABILITY Assign, supervise, train, assist and evaluate members of a nursing service unit; prepare and maintain records, charts, reports, and statistical data; deal with patients empathetically and respectfully while performing treatments prescribed; instruct patients in self care and preventative health strategies; 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; 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 effectively under pressure; supervise and participate effectively in performance improvement processes; provides and promotes 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. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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
City of Santa Clara, CA
Santa Clara, California, United States
Description The Department: As a community owned, not for profit municipal electric utility, Silicon Valley Power (SVP) has provided dependable electric service for over 125 years. SVP is the only full service, vertically integrated publicly owned utility in Silicon Valley owning generation, transmission and distribution assets. As a Public Electric Utility, Santa Clara’s Silicon Valley Power is not driven by profits, as reflected in its significantly lower utility rates when compared to other private sector utilities. Silicon Valley Power is community and policy driven, which is reflected in the many green policies that it promotes, reduced rates and its strategic plan. Silicon Valley Power is one of few public electric utilities in California with an upward trajectory of growth. Today, SVP owns, operates and participates in more than 1,200 MW of electric generating resources and serves a peak load of approximately 700 MW. SVP's expansion plan will double our system capacity over the next ten years. This includes over 30 strategic initiatives in four distinct areas: Utility Performance Excellence, Customer Engagement and Satisfaction, Progress and Innovation Focus, and Community and Environmental Stewardship. High-profile customers include large corporations such as Intel, Applied Materials, Amazon Web Services (AWS), and NVIDIA. The Position: This is a professional position in the unclassified service, responsible for managing the one or more of the Engineering Divisions of the Electric Department relating to transmission planning, distribution engineering, capital improvement project delivery (design & construction), system expansion program, and environmental compliance. The position requires a demonstrated ability to work well with management, professional and administrative support employees in the Department and with customers, professionals, managers and all City Departments. *** The position may have the option to work from Northern California Power Agency’s Satellite Office in Citrus Heights in Sacramento County *** MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills; sets a good example; and correctly applies the tenets of the City's Code of Ethics and values. Typical Duties Duties include but are not limited to the following: Under general direction: • Plan, develop, coordinate, perform, and direct the activities of the Engineering Division of the Electric Utility Department; • Provide management and supervision for all activities of Engineering in the planning, engineering and design of individual system extensions, revisions and improvements; • Provide recommendations on a broad spectrum of division-related issues; • Manage assigned staff, provide technical instructions and assistance as necessary; develop, perform and manage the implementation of utility plans based upon applicable State and Federal laws; • May be responsible for directing the activities of consultants and contractors; • Attend meetings and work with engineers, contractors, specialists and City staff to ensure that City guidelines are met in the determination of requirements of projects; • Represent the City at industry meetings, management groups, professional organizations, and other meetings; • Make periodic and special reports, which describe the current Engineering Division activities and conduct special studies and prepare reports, including findings and recommendations, as required; • Direct or conduct studies and analysis related to the reliability of the electric system to ensure compliance with appropriate Federal Energy Regulatory Commission/North American Electric Reliability Corporation (FERC/NERC) and industry reliability standards; • Prepare or direct the preparation of purchase specifications required to implement Electric Utility Department purchases in connection with system expansion and improvements; • Conduct review and analysis of new equipment, methods and materials pertinent to the design, construction, operation and maintenance of the electric system, and make recommendations to appropriate Managers; • Confer with and assist the Director of Electric Utility in the development of long-range plans, goals and objectives, and budgets; • Manage, schedule and evaluate the work of Engineering Division staff, and develop processes designed to support a continuous learning environment; • Analyze Engineering Division operations to determine the most efficient and effective assignment of staff; • Prepare the Engineering Division budget, recommend allocation of division funds within guidelines; monitor expenditures to ensure adherence to the approved budget, manage contractual services; • Administer and assist in the staffing, administrative and financial matters of the Engineering Division; and • Perform other related duties as assigned. Minimum Qualifications EDUCATION AND EXPERIENCE • Education or experience equivalent to graduation from an accredited college or university with a bachelor's degree in electrical engineering or closely related field; and • Four (4) years experience at a responsible level in engineering in the electric utility industry or closely related field is required. DESIRABLE EXPERIENCE • One (1) year of experience managing staff, and with responsibility for division budget planning and administration is desirable. DESIRABLE QUALIFICATIONS • Possession of a certificate of registration as a Professional Engineer in the State of California is desirable. POSSIBLE SUBSTITUTION • Possession of a valid certificate of registration as an Electrical Engineer issued by the California State Board of Registration for Civil and Professional Engineers may be substituted in lieu of a bachelor’s degree in electrical engineering or closely related field. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. Knowledge, Skills, and Abilities Knowledge of: • Principles of electrical utility planning and engineering involved in the development, construction, production, operational methods in interconnected utility areas, principles of program evaluation, forecasting and planning, probability and energy analysis and formulation; customer service; telecommunications and controls; and information technology; • Principles of engineering economics, statistical analysis and forecasting; • Principles of management, supervision, personnel administration, training and performance evaluation; • Principles of organization and management, effective leadership and municipal budgeting and administration; • Regulatory laws, standards and requirements including FERC/NERC Reliability Standards; • Research methods and statistical analysis; • Problem solving and conflict resolution practices and techniques; • Complex spreadsheets and database applications; • Preparation and administration of contracts and fiscal planning; • Project and workload planning; and • Environmental and safety practices, procedures and standards. Ability to: • Analyze complex data; resolve applicable problems; evaluate alternatives and recommend an appropriate course of action; • Effectively negotiate contracts and customer business relations; • Manage contractor activities; • Manage project development and operations management; • Identify, research and gather relevant information from a variety of sources; • Exercise sound and independent judgment, conduct independent analyses and make recommendations on difficult and sensitive issues; • Anticipate potential problems, develop contingency plans when needed and solve concurrent problems; • Provide the leadership and management of the division through coaching, empowering and facilitating employees working in a team environment; • Create a culture that is conducive to change and one that is able to select, recruit, retain, develop and motivate a skilled and talented workforce where everyone knows their mission, role, and job expectations; • Establish clear goals and objectives in order to create an organization that delivers excellent customer service through ethical leadership standards, and establishes an atmosphere of respect for employees consistent with the City’s Code of Ethics and Values; • Build constructive relationships by promoting collaborative partnerships with department peers, bargaining units, employees, citizens, and others contacted in the course of work; • Represent and speak for the department and its work, e.g., presenting, explaining, promoting, defining, and negotiating to those within and outside the department by making clear and convincing oral presentations to individuals and groups, by listening effectively and clarifying information and by facilitating an open exchange of ideas; • Prepare and present highly technical and complex written and oral reports using multi-media to large groups and City staff; • Work effectively as a member of the department’s management team to achieve common goals and be able to deliver excellent customer service to both internal and external City clients; • Plan, organize, direct, and coordinate organization activities and effectively manage the work of Engineering Division staff; • Work effectively and coordinate multiple projects and complex tasks simultaneously in time-sensitive situations and meet deadlines; • Communicate logically and clearly, both orally and in writing; follow oral and written instructions; • Understand and carry out highly complex technical tasks; • Use computer applications to prepare memos and procedural documentation; • Create, manage and maintain complex filing and record systems; • Walk or stand for extended periods of time and bend, stoop, crawl, climb, lift or any other physical requirement as necessitated by the position to perform assigned duties. Additional Information: You must answer all job-specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter and, 2) Resume. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . *** The position may have the option to work from Northern California Power Agency’s Satellite Office in Citrus Heights in Sacramento County *** This position is open until filled: Applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. A first review of applications will be on Friday, June 7, 2024 . The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime. Closing Date/Time: Continuous
May 04, 2024
Full Time
Description The Department: As a community owned, not for profit municipal electric utility, Silicon Valley Power (SVP) has provided dependable electric service for over 125 years. SVP is the only full service, vertically integrated publicly owned utility in Silicon Valley owning generation, transmission and distribution assets. As a Public Electric Utility, Santa Clara’s Silicon Valley Power is not driven by profits, as reflected in its significantly lower utility rates when compared to other private sector utilities. Silicon Valley Power is community and policy driven, which is reflected in the many green policies that it promotes, reduced rates and its strategic plan. Silicon Valley Power is one of few public electric utilities in California with an upward trajectory of growth. Today, SVP owns, operates and participates in more than 1,200 MW of electric generating resources and serves a peak load of approximately 700 MW. SVP's expansion plan will double our system capacity over the next ten years. This includes over 30 strategic initiatives in four distinct areas: Utility Performance Excellence, Customer Engagement and Satisfaction, Progress and Innovation Focus, and Community and Environmental Stewardship. High-profile customers include large corporations such as Intel, Applied Materials, Amazon Web Services (AWS), and NVIDIA. The Position: This is a professional position in the unclassified service, responsible for managing the one or more of the Engineering Divisions of the Electric Department relating to transmission planning, distribution engineering, capital improvement project delivery (design & construction), system expansion program, and environmental compliance. The position requires a demonstrated ability to work well with management, professional and administrative support employees in the Department and with customers, professionals, managers and all City Departments. *** The position may have the option to work from Northern California Power Agency’s Satellite Office in Citrus Heights in Sacramento County *** MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills; sets a good example; and correctly applies the tenets of the City's Code of Ethics and values. Typical Duties Duties include but are not limited to the following: Under general direction: • Plan, develop, coordinate, perform, and direct the activities of the Engineering Division of the Electric Utility Department; • Provide management and supervision for all activities of Engineering in the planning, engineering and design of individual system extensions, revisions and improvements; • Provide recommendations on a broad spectrum of division-related issues; • Manage assigned staff, provide technical instructions and assistance as necessary; develop, perform and manage the implementation of utility plans based upon applicable State and Federal laws; • May be responsible for directing the activities of consultants and contractors; • Attend meetings and work with engineers, contractors, specialists and City staff to ensure that City guidelines are met in the determination of requirements of projects; • Represent the City at industry meetings, management groups, professional organizations, and other meetings; • Make periodic and special reports, which describe the current Engineering Division activities and conduct special studies and prepare reports, including findings and recommendations, as required; • Direct or conduct studies and analysis related to the reliability of the electric system to ensure compliance with appropriate Federal Energy Regulatory Commission/North American Electric Reliability Corporation (FERC/NERC) and industry reliability standards; • Prepare or direct the preparation of purchase specifications required to implement Electric Utility Department purchases in connection with system expansion and improvements; • Conduct review and analysis of new equipment, methods and materials pertinent to the design, construction, operation and maintenance of the electric system, and make recommendations to appropriate Managers; • Confer with and assist the Director of Electric Utility in the development of long-range plans, goals and objectives, and budgets; • Manage, schedule and evaluate the work of Engineering Division staff, and develop processes designed to support a continuous learning environment; • Analyze Engineering Division operations to determine the most efficient and effective assignment of staff; • Prepare the Engineering Division budget, recommend allocation of division funds within guidelines; monitor expenditures to ensure adherence to the approved budget, manage contractual services; • Administer and assist in the staffing, administrative and financial matters of the Engineering Division; and • Perform other related duties as assigned. Minimum Qualifications EDUCATION AND EXPERIENCE • Education or experience equivalent to graduation from an accredited college or university with a bachelor's degree in electrical engineering or closely related field; and • Four (4) years experience at a responsible level in engineering in the electric utility industry or closely related field is required. DESIRABLE EXPERIENCE • One (1) year of experience managing staff, and with responsibility for division budget planning and administration is desirable. DESIRABLE QUALIFICATIONS • Possession of a certificate of registration as a Professional Engineer in the State of California is desirable. POSSIBLE SUBSTITUTION • Possession of a valid certificate of registration as an Electrical Engineer issued by the California State Board of Registration for Civil and Professional Engineers may be substituted in lieu of a bachelor’s degree in electrical engineering or closely related field. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. Knowledge, Skills, and Abilities Knowledge of: • Principles of electrical utility planning and engineering involved in the development, construction, production, operational methods in interconnected utility areas, principles of program evaluation, forecasting and planning, probability and energy analysis and formulation; customer service; telecommunications and controls; and information technology; • Principles of engineering economics, statistical analysis and forecasting; • Principles of management, supervision, personnel administration, training and performance evaluation; • Principles of organization and management, effective leadership and municipal budgeting and administration; • Regulatory laws, standards and requirements including FERC/NERC Reliability Standards; • Research methods and statistical analysis; • Problem solving and conflict resolution practices and techniques; • Complex spreadsheets and database applications; • Preparation and administration of contracts and fiscal planning; • Project and workload planning; and • Environmental and safety practices, procedures and standards. Ability to: • Analyze complex data; resolve applicable problems; evaluate alternatives and recommend an appropriate course of action; • Effectively negotiate contracts and customer business relations; • Manage contractor activities; • Manage project development and operations management; • Identify, research and gather relevant information from a variety of sources; • Exercise sound and independent judgment, conduct independent analyses and make recommendations on difficult and sensitive issues; • Anticipate potential problems, develop contingency plans when needed and solve concurrent problems; • Provide the leadership and management of the division through coaching, empowering and facilitating employees working in a team environment; • Create a culture that is conducive to change and one that is able to select, recruit, retain, develop and motivate a skilled and talented workforce where everyone knows their mission, role, and job expectations; • Establish clear goals and objectives in order to create an organization that delivers excellent customer service through ethical leadership standards, and establishes an atmosphere of respect for employees consistent with the City’s Code of Ethics and Values; • Build constructive relationships by promoting collaborative partnerships with department peers, bargaining units, employees, citizens, and others contacted in the course of work; • Represent and speak for the department and its work, e.g., presenting, explaining, promoting, defining, and negotiating to those within and outside the department by making clear and convincing oral presentations to individuals and groups, by listening effectively and clarifying information and by facilitating an open exchange of ideas; • Prepare and present highly technical and complex written and oral reports using multi-media to large groups and City staff; • Work effectively as a member of the department’s management team to achieve common goals and be able to deliver excellent customer service to both internal and external City clients; • Plan, organize, direct, and coordinate organization activities and effectively manage the work of Engineering Division staff; • Work effectively and coordinate multiple projects and complex tasks simultaneously in time-sensitive situations and meet deadlines; • Communicate logically and clearly, both orally and in writing; follow oral and written instructions; • Understand and carry out highly complex technical tasks; • Use computer applications to prepare memos and procedural documentation; • Create, manage and maintain complex filing and record systems; • Walk or stand for extended periods of time and bend, stoop, crawl, climb, lift or any other physical requirement as necessitated by the position to perform assigned duties. Additional Information: You must answer all job-specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter and, 2) Resume. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . *** The position may have the option to work from Northern California Power Agency’s Satellite Office in Citrus Heights in Sacramento County *** This position is open until filled: Applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. A first review of applications will be on Friday, June 7, 2024 . The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime. Closing Date/Time: Continuous
City of Santa Clara, CA
Santa Clara, California, United States
Description The Departments: The City of Santa Clara is recruiting for two Compliance Manager positions: one (1) position in the Electric Utility Department, and one (1) position in the Water and Sewer Utilities Department. The Electric Department, doing business as “Silicon Valley Power,” (SVP) currently provides over 600 Megawatts of power to residential and business customers within Santa Clara, of which 40 percent of comes from carbon-free renewable resources. In addition to operating several in-town generation plants, SVP owns and operates Santa Clara’s transmission and distribution electric system. It is the mission of Silicon Valley Power to be a progressive, service-oriented utility, offering reliable, competitively priced services for the benefit of Santa Clara and its customers. Being competitive in the marketplace with a continuous focus on customer service, SVP can provide economic value to the City of Santa Clara and its customers while maintaining low residential rates and offering competitive rates for all customers. The Water and Sewer Utilities Department is a utility enterprise that provides planning, design, construction, maintenance, and operation of the City's water distribution system, sewer collection system, and recycled water system. For more information about Water and Sewer Utilities please visit the department website . The Positions: Electric Utility Department: The Compliance Manager for the Electric Utility (SVP) will lead the department’s North American Electric Reliability Corporation (NERC) Compliance Program. Based on SVP’s NERC Registrations as a Transmission Owner, Transmission Operator, Distribution Provider, Transmission Planner, Generation Owner, and Generation Operator, the Compliance Manager monitors NERC Reliability Standard projects and works with business units across the utility to plan a strategy for meeting compliance with upcoming regulatory changes. This position also performs ongoing reviews of the utility’s current practices, and operational events for compliance with existing reliability standards. The NERC Compliance Manager interfaces with the Western Electric Coordinating Council (SVP’s Compliance Enforcement Authority) for compliance spot checks, annual self-certifications, and the triennial NERC/WECC Audit. The Compliance Manager will prepare the utility for upcoming audits, coordinate compliance with SVP’s neighboring utility as needed, manage contracts as well as contractors and support staff. The ideal candidate will have: a good grasp of vertically integrated utility operations, strong analytical and writing skills, excellent organizational and record-keeping skills, experience with SharePoint, and experience organizing and leading teams. The Compliance Manager (NERC) for the Electric Utility must pass a criminal history background check that meets the requirements of NERC Standard CIP-004 prior to employment and every 7 years thereafter. Water and Sewer Utilities Department: The Compliance Manager for the Water and Sewer Utilities position oversees the Code Enforcement, Water Resources Specialist and administrative staff. This is a critical position with the responsibilities that include managing the City's water quality monitoring program to ensure the protection of the public and compliance with all applicable drinking water regulations as promulgated by the California Department of Health Services, California Environmental Protection Agency, and the U.S. Environmental Protection Agency; managing all State and Federal regulatory programs and issues for the protection of the public and employees from industrial accidents, and occupational and environmental health hazards. Also managing all ongoing water and sewer utility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, California Department of Health Services, State Water Resource Control Board, the Regional Water Quality Control Board and any other Federal, State, and local regulatory agency and when necessary, direct corrective action that may include halting an operation. Due to the level and day-to-day responsibility of the Compliance Manager, this position is integral to the Water and Sewer Utilities. The Compliance Manager is a key leadership position in the unclassified service with assigned responsibility for ensuring compliance with all Federal, State and local laws, regulations, permits for City of Santa Clara within the Electric Utility, Water & Sewer Utilities and Public Works Departments. The employee will provide the leadership of all employees through coaching, enabling and facilitating a team environment and working collaboratively with internal and external customers. Individual is responsible for initiating actions up to and including stopping an operation when necessary to assure full compliance. As a member of the City's Unclassified Service Compliance Manager is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example; and correctly applies the tenets of the City's Code of Ethics and Values. Additional Information: You must answer all job specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter 2) Resume and (3) Answers to Supplemental Questions. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . This position is open until filled: Applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. . Typical Duties Duties include, but are not limited to the following: Under general direction: For the Electric Utility and Water and Sewer Utilities Departments: • Works with all personnel ensuring an injury free work place; • Develops the programs and procedures necessary to be in compliance with all Federal, State and local environmental, health and safety and security laws, regulations and permits; • Maintains water quality, environmental, health, safety and security files and compliance with State and Federal regulations; • Develops and provides training for employees through coaching, enabling, and facilitating techniques and ensures that effective training programs are in place; • Utilizes continuous improvement tools like benchmarking, and establishes key process measures that meet the organization's needs; • Develops and implements incident investigation and reporting programs, and takes appropriate preventive actions; • Maintains the Material Safety Data Sheet System to ensure it is complete and up-to-date; • Reviews and revises all pertinent materials l for content, comprehension level, and clarity; • Maintains current information on applicable laws, regulations and permits with Federal and State agencies; • Provides necessary budgeting , communication, contracting, , agency relations with Federal, State and local regulatory bodies • Ensures that performance standards and records management requirements are met to achieve outcomes and expectations; • Assists in the preparation of material and evidence for the organization's use in hearings, lawsuits, and insurance investigations; • Ensures maintenance of applicable professional certifications required for employees; and • Performs other related duties as assigned. For the Electric Utility Department: • Manages all environmental, health, safety, reliability and security programs and issues to ensure employee safety; • Manages and directs all facility environmental programs including hazardous and non-hazardous waste, air and water permitting and all facility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, NFPA, DOT, BAAQMD, CEC, FERC, WECC, and any other Federal, State and local regulatory agencies; • Conducts health & safety, health, physical security, environmental and behavioral based management system audits to identify existing and potential deficiencies and monitors corrective actions identified, and to assess compliance with standards and assure implementation of required changes; • Develops and implements the medical surveillance program, including hazardous materials exposure, hearing conservation, respiratory protection and any others as needed; • Coordinates all activities associated with Worker's Compensation with the Human Resources Department; and • Maintains the Material Safety Data Sheet System to ensure it is complete and up to date. For the Water and Sewer Utilities Department: • Manages the City's water quality monitoring program to ensure the protection of the public and compliance with all applicable drinking water regulations as promulgated by the State Water Resources Control Board (SWRCB) - Division of Drinking Water, California Environmental Protection Agency, and U.S. Environmental Protection Agency; • Manages the City's demand side management programs to promote water conservation and the efficient use of water within the City; • Manages all State and Federal regulatory programs and issues to ensure the protection of the public and employees safety; • Manages and directs all facility environmental programs including hazardous and non-hazardous wastes, air and water permitting; and all ongoing water and sewer utility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, State Water Resources Control Board (SWRCB) - Division of Drinking Water and other applicable divisions, the Regional Water Quality Control Board and any other Federal, State and local regulatory agencies. Minimum Qualifications EDUCATION AND EXPERIENCE For all departments: • Education and experience equivalent to graduation from an accredited college or university with a Bachelor's degree in Chemistry, Environmental Studies or closely related field; and • Three (3) years of experience at a responsible level in regulatory compliance in the electric utility, water and sewer utility industry, or storm water pollution prevention program. Desirable Qualifications • An additional two (2) years' experience in hazardous materials, management regulatory compliance in the electric or water resource planning in the water utility industry; • A Master's degree in Chemistry, Environmental Studies, Engineering or Public Administration for positions in the Water & Sewer Utilities Department and Public Works Department. LICENSE Possession of a valid California Class C driver's license is required at the time of appointment and for duration of employment. For Water & Sewer Utilities Department: • Possession of a valid Water Distribution Operators Certificate (Grade D2, or above) or the ability to obtain that certificate within 12 months of appointment; • Possession of a valid Collection System Maintenance certificate (Grade 2 or above) issued by the California Water Environment Association or the ability to obtain that certificate within 12 months of appointment. OTHER REQUIREMENTS • Must be able to perform all of the essential functions of the job. • May be required to work unusual hours in emergency situations. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict-of-Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Knowledge, Skills, and Abilities Knowledge of: For all departments: • Principles of leadership and management through coaching, enabling and facilitating employees working in a team environment and working collaboratively with internal and external (Federal, State and local) customers and agencies; • Principles and practices of Electric Utility or Water & Sewer Utilities or Public Works environmental, health and safety and regulatory compliance methods; • Applicable laws, regulations and permits, including Environmental Protection Agency, air emissions, clean water and hazardous waste; • Applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, CPUC; • Principles and practices of budgeting, communication, contracting, performance standards, records management, and resource management to achieve outcomes and expectations in implementing compliance programs to be consistent with environmental, health, safety, security laws, regulations and permits; • Modern office equipment, and computer software programs including but not limited to current windows applications, Word, Excel (advanced user) and PowerPoint; • Effective leadership, supervision, training and project management principles and practices; • Research methods and statistical analysis; and • Familiarity with service request management platforms and other applicable technologies to provide oversight and monitoring. For the Electric Utility Department: • Applicable regulations/standards/policies governed by FERC, NERC and WECC. For the Water and Sewer Utilities Department: • Applicable laws, regulations and permits affecting the water and sewer utility industry, including Environmental Protection Agency, air emissions, and State Water Resources Control Board (SWRCB) - Division of Drinking Water and the City's Rules and Regulations for Sewers and Sewage Disposal; and • Principles of water resource planning. Ability to: • Prepare, analyze and forecast complex sets of data and prepare necessary memorandums, reports, and charts as assigned; • Identify requirements to ensure a safe, effective and efficient operation of the Electric Utility, Water & Sewer Utilities or Public Works Departments; • Evaluate situations, identify problems, make logical decisions and follow through on resolution; • Conduct research and analysis of complex technical issues; evaluate options and make recommendations for action; prepare staff reports and recommendations; • Manage consultants and contractors to meet contract requirements; • Interpret Federal, State and local regulations and assess impacts on City departments and the utilities' or public works customers; • Communicate clearly and effectively verbally, and in writing, and make presentations to management and regulatory agencies; • Establish and maintain effective working relationships with those contacted in the course of work including but not limited to supervisors, subordinates and customers; • Work in a team-based environment and achieve common goals; • Effectively handle multiple priorities, organize workload and meet strict deadlines; and • Walk or stand for extended periods of time and bend, stoop, crawl, reach, carry, climb, and lift as necessary to perform assigned duties. City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime.
Mar 08, 2024
Full Time
Description The Departments: The City of Santa Clara is recruiting for two Compliance Manager positions: one (1) position in the Electric Utility Department, and one (1) position in the Water and Sewer Utilities Department. The Electric Department, doing business as “Silicon Valley Power,” (SVP) currently provides over 600 Megawatts of power to residential and business customers within Santa Clara, of which 40 percent of comes from carbon-free renewable resources. In addition to operating several in-town generation plants, SVP owns and operates Santa Clara’s transmission and distribution electric system. It is the mission of Silicon Valley Power to be a progressive, service-oriented utility, offering reliable, competitively priced services for the benefit of Santa Clara and its customers. Being competitive in the marketplace with a continuous focus on customer service, SVP can provide economic value to the City of Santa Clara and its customers while maintaining low residential rates and offering competitive rates for all customers. The Water and Sewer Utilities Department is a utility enterprise that provides planning, design, construction, maintenance, and operation of the City's water distribution system, sewer collection system, and recycled water system. For more information about Water and Sewer Utilities please visit the department website . The Positions: Electric Utility Department: The Compliance Manager for the Electric Utility (SVP) will lead the department’s North American Electric Reliability Corporation (NERC) Compliance Program. Based on SVP’s NERC Registrations as a Transmission Owner, Transmission Operator, Distribution Provider, Transmission Planner, Generation Owner, and Generation Operator, the Compliance Manager monitors NERC Reliability Standard projects and works with business units across the utility to plan a strategy for meeting compliance with upcoming regulatory changes. This position also performs ongoing reviews of the utility’s current practices, and operational events for compliance with existing reliability standards. The NERC Compliance Manager interfaces with the Western Electric Coordinating Council (SVP’s Compliance Enforcement Authority) for compliance spot checks, annual self-certifications, and the triennial NERC/WECC Audit. The Compliance Manager will prepare the utility for upcoming audits, coordinate compliance with SVP’s neighboring utility as needed, manage contracts as well as contractors and support staff. The ideal candidate will have: a good grasp of vertically integrated utility operations, strong analytical and writing skills, excellent organizational and record-keeping skills, experience with SharePoint, and experience organizing and leading teams. The Compliance Manager (NERC) for the Electric Utility must pass a criminal history background check that meets the requirements of NERC Standard CIP-004 prior to employment and every 7 years thereafter. Water and Sewer Utilities Department: The Compliance Manager for the Water and Sewer Utilities position oversees the Code Enforcement, Water Resources Specialist and administrative staff. This is a critical position with the responsibilities that include managing the City's water quality monitoring program to ensure the protection of the public and compliance with all applicable drinking water regulations as promulgated by the California Department of Health Services, California Environmental Protection Agency, and the U.S. Environmental Protection Agency; managing all State and Federal regulatory programs and issues for the protection of the public and employees from industrial accidents, and occupational and environmental health hazards. Also managing all ongoing water and sewer utility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, California Department of Health Services, State Water Resource Control Board, the Regional Water Quality Control Board and any other Federal, State, and local regulatory agency and when necessary, direct corrective action that may include halting an operation. Due to the level and day-to-day responsibility of the Compliance Manager, this position is integral to the Water and Sewer Utilities. The Compliance Manager is a key leadership position in the unclassified service with assigned responsibility for ensuring compliance with all Federal, State and local laws, regulations, permits for City of Santa Clara within the Electric Utility, Water & Sewer Utilities and Public Works Departments. The employee will provide the leadership of all employees through coaching, enabling and facilitating a team environment and working collaboratively with internal and external customers. Individual is responsible for initiating actions up to and including stopping an operation when necessary to assure full compliance. As a member of the City's Unclassified Service Compliance Manager is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example; and correctly applies the tenets of the City's Code of Ethics and Values. Additional Information: You must answer all job specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter 2) Resume and (3) Answers to Supplemental Questions. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . This position is open until filled: Applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. . Typical Duties Duties include, but are not limited to the following: Under general direction: For the Electric Utility and Water and Sewer Utilities Departments: • Works with all personnel ensuring an injury free work place; • Develops the programs and procedures necessary to be in compliance with all Federal, State and local environmental, health and safety and security laws, regulations and permits; • Maintains water quality, environmental, health, safety and security files and compliance with State and Federal regulations; • Develops and provides training for employees through coaching, enabling, and facilitating techniques and ensures that effective training programs are in place; • Utilizes continuous improvement tools like benchmarking, and establishes key process measures that meet the organization's needs; • Develops and implements incident investigation and reporting programs, and takes appropriate preventive actions; • Maintains the Material Safety Data Sheet System to ensure it is complete and up-to-date; • Reviews and revises all pertinent materials l for content, comprehension level, and clarity; • Maintains current information on applicable laws, regulations and permits with Federal and State agencies; • Provides necessary budgeting , communication, contracting, , agency relations with Federal, State and local regulatory bodies • Ensures that performance standards and records management requirements are met to achieve outcomes and expectations; • Assists in the preparation of material and evidence for the organization's use in hearings, lawsuits, and insurance investigations; • Ensures maintenance of applicable professional certifications required for employees; and • Performs other related duties as assigned. For the Electric Utility Department: • Manages all environmental, health, safety, reliability and security programs and issues to ensure employee safety; • Manages and directs all facility environmental programs including hazardous and non-hazardous waste, air and water permitting and all facility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, NFPA, DOT, BAAQMD, CEC, FERC, WECC, and any other Federal, State and local regulatory agencies; • Conducts health & safety, health, physical security, environmental and behavioral based management system audits to identify existing and potential deficiencies and monitors corrective actions identified, and to assess compliance with standards and assure implementation of required changes; • Develops and implements the medical surveillance program, including hazardous materials exposure, hearing conservation, respiratory protection and any others as needed; • Coordinates all activities associated with Worker's Compensation with the Human Resources Department; and • Maintains the Material Safety Data Sheet System to ensure it is complete and up to date. For the Water and Sewer Utilities Department: • Manages the City's water quality monitoring program to ensure the protection of the public and compliance with all applicable drinking water regulations as promulgated by the State Water Resources Control Board (SWRCB) - Division of Drinking Water, California Environmental Protection Agency, and U.S. Environmental Protection Agency; • Manages the City's demand side management programs to promote water conservation and the efficient use of water within the City; • Manages all State and Federal regulatory programs and issues to ensure the protection of the public and employees safety; • Manages and directs all facility environmental programs including hazardous and non-hazardous wastes, air and water permitting; and all ongoing water and sewer utility compliance with applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, State Water Resources Control Board (SWRCB) - Division of Drinking Water and other applicable divisions, the Regional Water Quality Control Board and any other Federal, State and local regulatory agencies. Minimum Qualifications EDUCATION AND EXPERIENCE For all departments: • Education and experience equivalent to graduation from an accredited college or university with a Bachelor's degree in Chemistry, Environmental Studies or closely related field; and • Three (3) years of experience at a responsible level in regulatory compliance in the electric utility, water and sewer utility industry, or storm water pollution prevention program. Desirable Qualifications • An additional two (2) years' experience in hazardous materials, management regulatory compliance in the electric or water resource planning in the water utility industry; • A Master's degree in Chemistry, Environmental Studies, Engineering or Public Administration for positions in the Water & Sewer Utilities Department and Public Works Department. LICENSE Possession of a valid California Class C driver's license is required at the time of appointment and for duration of employment. For Water & Sewer Utilities Department: • Possession of a valid Water Distribution Operators Certificate (Grade D2, or above) or the ability to obtain that certificate within 12 months of appointment; • Possession of a valid Collection System Maintenance certificate (Grade 2 or above) issued by the California Water Environment Association or the ability to obtain that certificate within 12 months of appointment. OTHER REQUIREMENTS • Must be able to perform all of the essential functions of the job. • May be required to work unusual hours in emergency situations. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict-of-Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Knowledge, Skills, and Abilities Knowledge of: For all departments: • Principles of leadership and management through coaching, enabling and facilitating employees working in a team environment and working collaboratively with internal and external (Federal, State and local) customers and agencies; • Principles and practices of Electric Utility or Water & Sewer Utilities or Public Works environmental, health and safety and regulatory compliance methods; • Applicable laws, regulations and permits, including Environmental Protection Agency, air emissions, clean water and hazardous waste; • Applicable regulations/standards/policies governed by OSHA, Cal OSHA, EPA, DOT, CPUC; • Principles and practices of budgeting, communication, contracting, performance standards, records management, and resource management to achieve outcomes and expectations in implementing compliance programs to be consistent with environmental, health, safety, security laws, regulations and permits; • Modern office equipment, and computer software programs including but not limited to current windows applications, Word, Excel (advanced user) and PowerPoint; • Effective leadership, supervision, training and project management principles and practices; • Research methods and statistical analysis; and • Familiarity with service request management platforms and other applicable technologies to provide oversight and monitoring. For the Electric Utility Department: • Applicable regulations/standards/policies governed by FERC, NERC and WECC. For the Water and Sewer Utilities Department: • Applicable laws, regulations and permits affecting the water and sewer utility industry, including Environmental Protection Agency, air emissions, and State Water Resources Control Board (SWRCB) - Division of Drinking Water and the City's Rules and Regulations for Sewers and Sewage Disposal; and • Principles of water resource planning. Ability to: • Prepare, analyze and forecast complex sets of data and prepare necessary memorandums, reports, and charts as assigned; • Identify requirements to ensure a safe, effective and efficient operation of the Electric Utility, Water & Sewer Utilities or Public Works Departments; • Evaluate situations, identify problems, make logical decisions and follow through on resolution; • Conduct research and analysis of complex technical issues; evaluate options and make recommendations for action; prepare staff reports and recommendations; • Manage consultants and contractors to meet contract requirements; • Interpret Federal, State and local regulations and assess impacts on City departments and the utilities' or public works customers; • Communicate clearly and effectively verbally, and in writing, and make presentations to management and regulatory agencies; • Establish and maintain effective working relationships with those contacted in the course of work including but not limited to supervisors, subordinates and customers; • Work in a team-based environment and achieve common goals; • Effectively handle multiple priorities, organize workload and meet strict deadlines; and • Walk or stand for extended periods of time and bend, stoop, crawl, reach, carry, climb, and lift as necessary to perform assigned duties. City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime.
CITY OF FRESNO, CA
Fresno, California, United States
Position Description Come and join the City of Fresno in achieving our mission of Building a Better Fresno! Reporting directly to the Airports Facilities Manager, the Airports Landside Superintendent is responsible for the day-to-day administration and operation of the landside maintenance components of the Operations Section. Incumbent will oversee landside maintenance operations to assure compliance with Federal, State, and local requirements. Participates in the initiation of construction programs; coordinates and serves as a liaison with contractors working on the airport; oversees the repair and alteration of landside facilities to ensure the airport complies with FAA Part 139 and other regulatory guidelines; coordinates preventative maintenance, inspection, and repairs of the various Airport-owned buildings, building systems, and related equipment including baggage belts and conveyors, passenger boarding bridges, etc. Incumbents use independent judgment to assign, supervise, inspect, and evaluate the work of custodial and maintenance crews as well as contract work and/or skilled trades work related to the landside areas. One current vacancy exists in the Airports Department, Operations Division/Landside. Immediate and future vacancies will be filled from this eligible list for a period of three (3) months from the date the eligible list is created, with the option of extending that period for up to a maximum of two (2) years at the City's discretion. Should the competitive process be suspended for this recruitment, the eligibility list may be limited to three (3) months. Pay,Benefits, & Work Schedule UNIT 13 Classification: City of Fresno Professional Employees Association (CFPEA) HEALTH INSURANCE: The City contributes toward monthly premiums for PPO medical, dental and vision for employee and dependents. FLEXIBLE SPENDING ACCOUNT: IRS 125 Plan for health and dependent care expenses. DEFERRED COMPENSATION: Voluntary 457 plan with Fidelity Investments to increase your retirement savings. MANAGEMENT LEAVE: 60 hours per fiscal year for exempt employees. ANNUAL LEAVE: Accrue 15.5 hours per month with cash out provisions. SUPPLEMENTAL SICK- 40 hours per fiscal year. 80 hours lifetime maximum HOLIDAYS: Ten (10) City-observed annual holidays plus birthday and two (2) personal days. LIFE INSURANCE: Benefit equal to annual salary; premium paid by the City. LONG-TERM DISABILITY: Benefit equal to 66.66% of monthly salary up to $7,500 per month after 30 days of disability; premium paid by the City. BILINGUAL PREMIUM: PAY: $100 per month HEALTH REIMBURSEMENT ARRANGEMENT: Eligible retirees can use remaining Sick Leave balance at 80% of hourly rate and other leave balances, if applicable, to reimburse medical insurance and qualified medical expenses, tax free. RETIREMENT: City of Fresno Retirement Systems, one of the best funded public systems in the state. Reciprocity with other CA public agencies. Vested in Retirement benefits after 5 years of service. City employees do not participate in Social Security. DROP (Deferred Retirement Option Program): an optional, voluntary program that allows an employee to deposit retirement benefits in a special savings account within the Retirement System while continuing to work for the City of Fresno for up to 10 years. Participation minimum is age 50 and vested. Benefits includes ownership of accumulated funds, compound interest earnings, and alternative distribution options. Additional information regarding the City of Fresno benefits is available at https://www.fresno.gov/personnel/human-resources-support/#tab-1 The Requirements Applicants must meet the minimum qualifications on or before the posted filing deadline in order to qualify for the examination and does not assure a place on the eligibility list. Graduation from an accredited college or university with a Bachelor's Degree in Public Administration, Business Administration, Airport Management or a closely related field, -AND- Three (3) years of progressive experience in airside/landside maintenance and/or commercial building maintenance performing electrical, plumbing, mechanical, painting or carpentry repairs, two years of which included, or is supplemented by, lead or supervisory work. Additional qualifying experience may be substituted for the education on a year-for-year basis. Five (5) years progressive experience at a Federal Aviation Administration FAR 139 certificated airport and accreditation from the American Association of Airport Executives (AAAE) are desirable. Additional Requirements Eligibles certified for consideration for hire will be required to successfully pass an extensive background investigation and Department of Justice fingerprinting process before being eligible for hire. Possession of a valid driver's license will be required at the time of appointment. Possession and continued maintenance of a valid California Driver's License is required within sixty (60) days of appointment. Recruitment may be limited to a specific area of expertise as required by operational needs. The specific areas of expertise are listed below: 1. Airside Operations 2. Landside Operations 3. Chandler How To Apply APPLICANTS MUST COMPLETE AN ON-LINE APPLICATION. PLEASE VISIT WWW.FRESNO.GOV/JOBS TO APPLY. For information on how to complete an on-line application, please view "Instruction Guide" on the City's website, Personnel Services Career Opportunities page, or call (559) 621-6950 for assistance. Resumes will not be accepted in lieu of a completed employment application. ALL CORRESPONDENCE regarding this recruitment and exam process will be sent via e-mail. All applicants will acknowledge such understanding when they complete their on-line application. Verify we have your correct e-mail address before you submit your application. It is an applicant's responsibility to check their email frequently to ensure they receive all pertinent communication from the Personnel Services Department on a timely basis. Applicants will receive an automatically generated confirmation e-mail upon a successful application submittal. The e-mail is the only proof of submittal. It is an applicant's responsibility to check their email account and to ensure it is set up to accept emails from the City of Fresno. Dependent upon your settings, notices from the City of Fresno may be directed to the "junk mail" or "spam" folders. It is the applicant's responsibility to check these folders. Applications must be submitted by midnight on the filing deadline or they will not be accepted for any reason. FOR THIS RECRUITMENT, IT IS RECOMMENDED THAT PERMANENT FRESNO CITY EMPLOYEES APPLY THROUGH PEOPLESOFT SELF SERVICE. Selection Process The examination process may consist of the following: Oral Examination 100% - A panel of subject matter experts will conduct a job-related panel interview to evaluate each candidate's knowledge of State and Federal Airport safety, operations and maintenance regulations; skill to operated computer and software applications; ability to plan supervise, and instruct subordinates, establish effective relationships and organize work, set priorities and establish goals and objectives. Candidates must achieve a passing score to qualify for the eligible list. The oral exam is tentatively scheduled for the week of May 27, 2024. Veteran Preference Regulations Candidates applying for veteran's preference are required to submit a copy of their DD214 with their application during the specified filing period. Evidence must be presented to indicate that the candidate was discharged honorably from the military service. Veterans, including City employees, must resubmit proof of honorable service for every examination for which veteran's preference credit is requested. Qualified veterans who pass the examination will have five (5) points added to their final score. Equal Opportunity Employer The City of Fresno is an Equal Opportunity Employer. Should you need a special accommodation due to a qualifying disability, please contact the Personnel Service Department at (559) 621-6950 in advance of the examination. Closing Date/Time: 05/09/2024
Apr 12, 2024
Full Time
Position Description Come and join the City of Fresno in achieving our mission of Building a Better Fresno! Reporting directly to the Airports Facilities Manager, the Airports Landside Superintendent is responsible for the day-to-day administration and operation of the landside maintenance components of the Operations Section. Incumbent will oversee landside maintenance operations to assure compliance with Federal, State, and local requirements. Participates in the initiation of construction programs; coordinates and serves as a liaison with contractors working on the airport; oversees the repair and alteration of landside facilities to ensure the airport complies with FAA Part 139 and other regulatory guidelines; coordinates preventative maintenance, inspection, and repairs of the various Airport-owned buildings, building systems, and related equipment including baggage belts and conveyors, passenger boarding bridges, etc. Incumbents use independent judgment to assign, supervise, inspect, and evaluate the work of custodial and maintenance crews as well as contract work and/or skilled trades work related to the landside areas. One current vacancy exists in the Airports Department, Operations Division/Landside. Immediate and future vacancies will be filled from this eligible list for a period of three (3) months from the date the eligible list is created, with the option of extending that period for up to a maximum of two (2) years at the City's discretion. Should the competitive process be suspended for this recruitment, the eligibility list may be limited to three (3) months. Pay,Benefits, & Work Schedule UNIT 13 Classification: City of Fresno Professional Employees Association (CFPEA) HEALTH INSURANCE: The City contributes toward monthly premiums for PPO medical, dental and vision for employee and dependents. FLEXIBLE SPENDING ACCOUNT: IRS 125 Plan for health and dependent care expenses. DEFERRED COMPENSATION: Voluntary 457 plan with Fidelity Investments to increase your retirement savings. MANAGEMENT LEAVE: 60 hours per fiscal year for exempt employees. ANNUAL LEAVE: Accrue 15.5 hours per month with cash out provisions. SUPPLEMENTAL SICK- 40 hours per fiscal year. 80 hours lifetime maximum HOLIDAYS: Ten (10) City-observed annual holidays plus birthday and two (2) personal days. LIFE INSURANCE: Benefit equal to annual salary; premium paid by the City. LONG-TERM DISABILITY: Benefit equal to 66.66% of monthly salary up to $7,500 per month after 30 days of disability; premium paid by the City. BILINGUAL PREMIUM: PAY: $100 per month HEALTH REIMBURSEMENT ARRANGEMENT: Eligible retirees can use remaining Sick Leave balance at 80% of hourly rate and other leave balances, if applicable, to reimburse medical insurance and qualified medical expenses, tax free. RETIREMENT: City of Fresno Retirement Systems, one of the best funded public systems in the state. Reciprocity with other CA public agencies. Vested in Retirement benefits after 5 years of service. City employees do not participate in Social Security. DROP (Deferred Retirement Option Program): an optional, voluntary program that allows an employee to deposit retirement benefits in a special savings account within the Retirement System while continuing to work for the City of Fresno for up to 10 years. Participation minimum is age 50 and vested. Benefits includes ownership of accumulated funds, compound interest earnings, and alternative distribution options. Additional information regarding the City of Fresno benefits is available at https://www.fresno.gov/personnel/human-resources-support/#tab-1 The Requirements Applicants must meet the minimum qualifications on or before the posted filing deadline in order to qualify for the examination and does not assure a place on the eligibility list. Graduation from an accredited college or university with a Bachelor's Degree in Public Administration, Business Administration, Airport Management or a closely related field, -AND- Three (3) years of progressive experience in airside/landside maintenance and/or commercial building maintenance performing electrical, plumbing, mechanical, painting or carpentry repairs, two years of which included, or is supplemented by, lead or supervisory work. Additional qualifying experience may be substituted for the education on a year-for-year basis. Five (5) years progressive experience at a Federal Aviation Administration FAR 139 certificated airport and accreditation from the American Association of Airport Executives (AAAE) are desirable. Additional Requirements Eligibles certified for consideration for hire will be required to successfully pass an extensive background investigation and Department of Justice fingerprinting process before being eligible for hire. Possession of a valid driver's license will be required at the time of appointment. Possession and continued maintenance of a valid California Driver's License is required within sixty (60) days of appointment. Recruitment may be limited to a specific area of expertise as required by operational needs. The specific areas of expertise are listed below: 1. Airside Operations 2. Landside Operations 3. Chandler How To Apply APPLICANTS MUST COMPLETE AN ON-LINE APPLICATION. PLEASE VISIT WWW.FRESNO.GOV/JOBS TO APPLY. For information on how to complete an on-line application, please view "Instruction Guide" on the City's website, Personnel Services Career Opportunities page, or call (559) 621-6950 for assistance. Resumes will not be accepted in lieu of a completed employment application. ALL CORRESPONDENCE regarding this recruitment and exam process will be sent via e-mail. All applicants will acknowledge such understanding when they complete their on-line application. Verify we have your correct e-mail address before you submit your application. It is an applicant's responsibility to check their email frequently to ensure they receive all pertinent communication from the Personnel Services Department on a timely basis. Applicants will receive an automatically generated confirmation e-mail upon a successful application submittal. The e-mail is the only proof of submittal. It is an applicant's responsibility to check their email account and to ensure it is set up to accept emails from the City of Fresno. Dependent upon your settings, notices from the City of Fresno may be directed to the "junk mail" or "spam" folders. It is the applicant's responsibility to check these folders. Applications must be submitted by midnight on the filing deadline or they will not be accepted for any reason. FOR THIS RECRUITMENT, IT IS RECOMMENDED THAT PERMANENT FRESNO CITY EMPLOYEES APPLY THROUGH PEOPLESOFT SELF SERVICE. Selection Process The examination process may consist of the following: Oral Examination 100% - A panel of subject matter experts will conduct a job-related panel interview to evaluate each candidate's knowledge of State and Federal Airport safety, operations and maintenance regulations; skill to operated computer and software applications; ability to plan supervise, and instruct subordinates, establish effective relationships and organize work, set priorities and establish goals and objectives. Candidates must achieve a passing score to qualify for the eligible list. The oral exam is tentatively scheduled for the week of May 27, 2024. Veteran Preference Regulations Candidates applying for veteran's preference are required to submit a copy of their DD214 with their application during the specified filing period. Evidence must be presented to indicate that the candidate was discharged honorably from the military service. Veterans, including City employees, must resubmit proof of honorable service for every examination for which veteran's preference credit is requested. Qualified veterans who pass the examination will have five (5) points added to their final score. Equal Opportunity Employer The City of Fresno is an Equal Opportunity Employer. Should you need a special accommodation due to a qualifying disability, please contact the Personnel Service Department at (559) 621-6950 in advance of the examination. Closing Date/Time: 05/09/2024
CITY OF ORLANDO, FL
Orlando, Florida, United States
Description Who We Are Orlando, The City Beautiful For most of Orlando’s history we’ve been the place everyone wants to visit. Today, we’re also the place where everyone wants to live and do business. List after list has Orlando as one of the fastest growing cities in America. We’re transitioning from our role as the young upstart to a more mature, global city. This didn’t happen by accident. Together as a community, we developed a shared vision for our city focused on creating partnerships and we’ve transformed Orlando from a place that was packed with potential into a city on the rise. Our vision ensures we are an inclusive, compassionate community that is generating jobs, becoming the most sustainable city in the nation, keeping our community safe, making it easier to get around, and increasing the quality of life. Together, we can continue realizing all our city’s potential. Come be part of our community with the City of Orlando. NATURE OF WORK: This position will perform professional accounting and fiscal management services for the Public Works Division. The work will include organizing, maintaining and reviewing financial records and preparing reports along with processing accounts payable invoices and accounts receivable billings. Monitors and ensures compliance requirements for projects funded by Federal, State, and Interlocal programs such as, but not limited to, FDOT Local Agency Program, FDEP State Revolving Fund Program, and Joint Participation Agreements, which will require additional training and certifications. This position reports to the Public Works Business Operations Manager. Work is performed under general supervision and is reviewed through reports, conferences, and periodic audits. Examples of Duties Job Duties Communicates with City staff, consultants, vendors, and other government agencies. Keeps accurate records and maintains filing systems. Prepares miscellaneous reports for other City Departments. Coordinates annual budget process for the Division. Performs highly responsible complex financial work. Performs a variety of complex administrative tasks, which require independent judgment and action, including making administrative decisions in accordance with organizational policies and practices. Performs tasks that require familiarity with the terminology used in the assigned area, in addition to extensive knowledge of the programs, policies, and procedures of the assigned area as well as general knowledge of other City programs and procedures. Plans, develops, and completes work assignments with minimum supervision. Plans work routine, determines priority of assignments, and adjusts schedule as needed to accomplish objectives. Monitors and coordinates progress of various assignments, in order to facilitate accomplishment of objectives. Assists in the development and monitoring of annual budgets and capital improvement projects for Public Works Department. Collects, selects, and organizes data from various sources and prepares periodic or special reports; computes totals and/or verifies figures as needed. Composes correspondence to reply, provide information, or route to appropriate person. Process and approves requisitions, vouchers, and other office documents for supervisor. KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of business English, composition, modern office practices, procedures, and equipment. Knowledge of organizational operations and procedures. Knowledge of computer applications and various spreadsheet packages. Ability to effectively communicate with employees, officials, and the public, orally and in writing. Ability to work independently on complex and confidential tasks and to make decisions based on policies, procedures, and regulations. Ability to operate a personal computer and related equipment for extended periods of time. Ability to concentrate and pay considerable attention to detail. Minimum Requirements Bachelor’s Degree in Business, Accounting, or related field and two (2) years experience in a professional office; or an equivalent combination of education, training, and experience. Experience with Microsoft Office, Workday, and Kronos are required. Experience with eBuilder system or other project management system is desired. IMPORTANT: To be eligible to proceed forward in the application process, applicants must meet the minimum qualifications listed in the position description. Please ensure your application provides details of all relevant experience related to the position. If you have questions or need clarification concerning the position or application process, please contact Human Resources at jobs@orlando.gov or 407.246.2062. Supplemental Information City of Orlando Benefits If this posting indicates a degree is required, the following experience will apply in lieu of any degree as follows: Two (2) years of direct experience for an associate degree; Four (4) years of direct experience for a bachelor's degree; Six (6) years of direct experience for a master's degree; or Nine (9) years of direct experience for a doctoral degree Closing Date/Time: Continuous
Mar 23, 2024
Temporary
Description Who We Are Orlando, The City Beautiful For most of Orlando’s history we’ve been the place everyone wants to visit. Today, we’re also the place where everyone wants to live and do business. List after list has Orlando as one of the fastest growing cities in America. We’re transitioning from our role as the young upstart to a more mature, global city. This didn’t happen by accident. Together as a community, we developed a shared vision for our city focused on creating partnerships and we’ve transformed Orlando from a place that was packed with potential into a city on the rise. Our vision ensures we are an inclusive, compassionate community that is generating jobs, becoming the most sustainable city in the nation, keeping our community safe, making it easier to get around, and increasing the quality of life. Together, we can continue realizing all our city’s potential. Come be part of our community with the City of Orlando. NATURE OF WORK: This position will perform professional accounting and fiscal management services for the Public Works Division. The work will include organizing, maintaining and reviewing financial records and preparing reports along with processing accounts payable invoices and accounts receivable billings. Monitors and ensures compliance requirements for projects funded by Federal, State, and Interlocal programs such as, but not limited to, FDOT Local Agency Program, FDEP State Revolving Fund Program, and Joint Participation Agreements, which will require additional training and certifications. This position reports to the Public Works Business Operations Manager. Work is performed under general supervision and is reviewed through reports, conferences, and periodic audits. Examples of Duties Job Duties Communicates with City staff, consultants, vendors, and other government agencies. Keeps accurate records and maintains filing systems. Prepares miscellaneous reports for other City Departments. Coordinates annual budget process for the Division. Performs highly responsible complex financial work. Performs a variety of complex administrative tasks, which require independent judgment and action, including making administrative decisions in accordance with organizational policies and practices. Performs tasks that require familiarity with the terminology used in the assigned area, in addition to extensive knowledge of the programs, policies, and procedures of the assigned area as well as general knowledge of other City programs and procedures. Plans, develops, and completes work assignments with minimum supervision. Plans work routine, determines priority of assignments, and adjusts schedule as needed to accomplish objectives. Monitors and coordinates progress of various assignments, in order to facilitate accomplishment of objectives. Assists in the development and monitoring of annual budgets and capital improvement projects for Public Works Department. Collects, selects, and organizes data from various sources and prepares periodic or special reports; computes totals and/or verifies figures as needed. Composes correspondence to reply, provide information, or route to appropriate person. Process and approves requisitions, vouchers, and other office documents for supervisor. KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of business English, composition, modern office practices, procedures, and equipment. Knowledge of organizational operations and procedures. Knowledge of computer applications and various spreadsheet packages. Ability to effectively communicate with employees, officials, and the public, orally and in writing. Ability to work independently on complex and confidential tasks and to make decisions based on policies, procedures, and regulations. Ability to operate a personal computer and related equipment for extended periods of time. Ability to concentrate and pay considerable attention to detail. Minimum Requirements Bachelor’s Degree in Business, Accounting, or related field and two (2) years experience in a professional office; or an equivalent combination of education, training, and experience. Experience with Microsoft Office, Workday, and Kronos are required. Experience with eBuilder system or other project management system is desired. IMPORTANT: To be eligible to proceed forward in the application process, applicants must meet the minimum qualifications listed in the position description. Please ensure your application provides details of all relevant experience related to the position. If you have questions or need clarification concerning the position or application process, please contact Human Resources at jobs@orlando.gov or 407.246.2062. Supplemental Information City of Orlando Benefits If this posting indicates a degree is required, the following experience will apply in lieu of any degree as follows: Two (2) years of direct experience for an associate degree; Four (4) years of direct experience for a bachelor's degree; Six (6) years of direct experience for a master's degree; or Nine (9) years of direct experience for a doctoral degree Closing Date/Time: Continuous
STATE BAR OF CALIFORNIA
San Francisco, CA, United States
Job Description Office of Access and Inclusion Annual Salary Range for Program Manager I: $120,729 - $160,952 Annual Salary Range for Program Director I: $156,242 - $208,323 FLSA Exempt / Non-Union Represented This position allows for up to four days of remote work per week. About the Office The Office of Access & Inclusion brings together grantmaking of the Legal Services Trust Fund, policymaking of the Center on Access to Justice, and the State Bar's diversity work. The Office seeks a Principal Program Analyst or a Program Manager I to manage the grantmaking and Interest on Lawyers' Trust Fund Accounts (IOLTA) programs of the Office of Access & Inclusion (OAI). The IOLTA program ensures that eligible IOLTA-banking institutions comply with program requirements and the revenue generated from the interest on these IOLTA accounts is collected and distributed as legal aid grants. Approximately $150 million is distributed annually in IOLTA and other legal aid grants to nonprofits providing free civil legal services in California. About the Job The Office of Access & Inclusion is seeking a Program Director I or a Program Manager I who will be responsible for managing the distribution of over $190 million annually in legal funding to over 110 legal aid nonprofit organizations. The incumbent will be tasked with developing and overseeing all policy and operational decisions related to the administration of over eight distinct grant programs, including $120 million worth of homelessness prevention grants as well as IOLTA, Equal Access Funds, consumer debt legal assistance, foreclosure prevention, partnership, and CARE court grants. Additional responsibilities include: Designing and implementing new grant programs Oversee the IOLTA compliance team, ensuring that banks are remitting at the appropriate interest rates and evaluating whether current rules and policies meet the current needs of the State Bar and the Legal Services Trust Fund Commission. Establishing benchmarks and office goals related to grants administration, including streamlining processes and enhancing monitoring of grantees. Engaging in legislative advocacy to increase funding for legal aid, including determining priorities and strategies as well as drafting budget proposals. Represent the State Bar with a variety of high-profile stakeholders, including interfacing with representatives from other state agencies and legislative staff. This position will oversee approximately 20 staff, including at least four direct reports. About this Recruitment The Office of Access and Inclusion, is seeking to fill one position at either Program Manager I or Program Director I level. After completion of the selection process, an offer will be extended to the selected candidate at the level that is commensurate with the candidate's experience. Definition for the Program Manager I Under administrative direction, the Program Manager is responsible for the design, organization, administration, supervision, evaluation, marketing, and/or fiscal management of an operational program or function. A Program Manager performs work of significant responsibility, complexity, and oversight. This includes responsibility for the strategic development and administration of policies, procedures, budgets, and plans, as well as, managing the day-to-day operations of the assigned functional areas. Definition for the Program Director I The Program Director (I, II, and III) is a member of the State Bar's Executive Management Team and creates the mission and long-term vision of an assigned department, or broad-based, program consistent with the policy parameters established by the Board of Trustees and defined in the Business & Professions Code. Incumbents make policy decisions of critical impact affecting the State Bar of California and assume ultimate responsibility for all programs and activities of the assigned department. The Program Director is responsible for overseeing, planning, organizing and directing the administration of State Bar programs based on effective responsiveness to the public and/or other client needs; oversees the development of strategic plans and interim goals; establishes policies and determines priorities; adjusts plans to respond to emerging and/or urgent issues; directs the allocation of resources to achieve timely outcomes and measurable goals within budget guidelines; serves as the appointing authority; and performs related duties as required. Distinguishing Characteristics for the Program Manager I While specific duties of individual positions vary, there are common factors of supervision; responsibility for preparation, analysis, and control of the program's budget and expenditures; and liaison activities with other units in coordinating business and service functions. The determination of the specific classification level is based upon the relative size, complexity, and visibility of the program involved as well as the scope of supervisory responsibility and level of technical expertise and qualifications necessary to manage the program. This class level has the responsibility for managing day-to-day operations of a smaller sized program function that provides support to a larger program or executive and does not typically require a Juris Doctorate and/or specialized qualifications to appropriately perform the essential duties. Incumbents report to a Program Director. Distinguishing Characteristics of the Program Director I Levels in the Program Director classes are generally based on, but are not limited to, the department's organizational complexity and size, nature and number of functions and programs, and classification level or types of positions managed. Consideration may also be given to any legally mandated minimum qualifications for a specific position. Classification levels: Program Director I: This class level has the responsibility for the direction of a small-sized program function which provides support to a larger program or executive (Director, Programs III or above) Program activities are typically carried out by administrative or clerical support staff (guide: Executive, Professional Competence, and Client Security Fund). Examples Of Essential Duties of the Program Manager I Duties may include, but are not limited to the following: Plans, implements, directs, and evaluates all components of a division or operation within the organization. Establishes and executes operational policies, procedures, strategic goals, and plans, and/or standards pertinent to initiatives that fall under the scope of the assigned program. Trains, supervises, and evaluates the performance of assigned staff, including prioritizing, delegating, and reviewing work assignments, monitoring performance, and providing coaching for performance improvement and development; takes disciplinary action, up to and including termination, to address performance deficiencies. Prepares and disseminates information to the public and staff regarding the assigned operational program, including information pertaining to initiatives and events and targeted community outreach; disseminates information via social media campaigns, and manages website content for the State Bar. Develops and administers program and/or operating budgets, including establishing and maintaining expenditure controls, analyzing, and evaluating budget proposals and expenditures, and ensuring that expenditures and operations remain within established budget limitations and comply with organization and contract requirements; may manage program finances to ensure effective revenue collection. Designs and administers comprehensive mechanisms to monitor and evaluate programs, data, and measure performance to ensure organizational resources are wisely invested; may develop, validate, and administer various psychometric testing programs which are reliable, defensible, and highly predictive. Ensures that program decisions are made in accordance with statutory, case law and/or other applicable rules, policies, and procedures. Conducts extensive studies related to budgets, administrative analysis, financial projections, staffing, operations, systems analysis and/or general administrative matters and prepares recommendations using qualitative and quantitative data. Develops and maintains strong collaborative relationships with staff, governing boards, elected officials, community representatives and all other stakeholders to ensure open communication, the sharing of information, and implementation of program specific changes and improvements. Plans, organizes, oversees, manages, and evaluates projects and cases related to the assigned program. Performs compliance monitoring, including the oversight of audits and implementation of corrective action necessary to meet all requirements for government and regulatory bodies who oversee functions pertaining to the assigned program. Prepares reports, correspondence, and other information pertinent to the assigned program; may report and provide public presentations to a governing body, give presentations to the public and/or large audiences, or serve as official spokesperson to the media. Reviews, edits, and approves (in conjunction with the Office of General Counsel) certain custom and template contracts and prepares purchase requisitions; administers contracts for goods and/or services and may negotiate contract costs as well as terms and conditions with multiple vendors to maximize value and minimize cost of services to the State Bar. May prepare and manage the process of preparing agenda items for governing body meetings; may make presentations and defend recommendations. May provide direct legal advice to the State Bar on professional standards and other program related issues. May participate as member, chairperson and/or assist committees and task forces as assigned and represent the division/unit throughout the State Bar. May perform a number of other similar or related duties which may not be specifically included within this position description, but which are consistent with the general level of the job and the responsibilities described. Examples of Essential Duties of the Program Director I Duties may include, but are not limited to the following: Serves as a member of the Executive Management Team and establishes and maintains effective working 2 relationships with colleagues within the State Bar and professional relationships with external constituencies of the State Bar. Directs the development and timely implementation of departmental goals, policies, and strategic plans; manages the allocation of resources and service levels to meet client needs. Directs program administration in accordance with applicable rules, policies, regulation, laws, procedures, and other authorities. Determines and prioritizes, staff assignments, service levels and administrative systems required to accomplish a department's mission in an effective and efficient manner. Acts as the appointing authority for staff positions and trains and evaluates in accordance with procedures, and requirements pertaining to their positions. Oversees the development and implementation of operational policies, procedures, strategic plans, systems and related initiatives consistent with the established mission and operational standards of the State Bar. Oversees and initiates as appropriate, inter-office projects, programs and activities. Provides policy guidance and staff assistance to the Board of Trustees and its Discipline System Oversight Committee. Provides timely responses to inquiries from the public, Board Members, the Judiciary, the Legislature, the Governor's Office, and other constituencies in coordination with the Executive Director/CEO. Oversees the preparation and administration of the budget and oversees the management of the resources and program personnel within institutional parameters and consistent with Business and Professions Code Section 6079.1(d), subject to the general oversight of the DCEO. Employment Standards of the Program Manager I Knowledge of: Legal and technical expertise pertinent to the assigned program area. Principles and techniques of public relations. Principles of effective project management. Methods and techniques of conflict resolution and negotiation. Principles and practices of budget preparation and administration. Methods and techniques of research, analysis, and data-driven decision making. Principles and practices of program development, administration, and evaluation. Federal, state, and local, laws, rules, regulations, policies, processes, and trends pertinent to the assigned program area. Principles and practices of management and supervision, including planning, organizing, assigning, and reviewing work, performance appraisal and discipline, and employee selection and development. Modern office procedures, methods, and equipment, including various software programs such as database, spreadsheet, word processing, project management software, and other computer applications and hardware pertaining to the assigned program area. Working knowledge of the State Bar Offices and their functions and a general knowledge of other agencies and their interface with the State Bar. Ability to: Receive and relay detailed information through verbal and written communication. Communicate clearly and effectively in person, by telephone, by computer and in writing. Speak publicly to large groups of people. Perform under stress and adopt effective courses of action. Effectively interact with others. Effectively address conflict. Manage multiple, simultaneous assignments, to independently plan and prioritize day to day work, and to meet deadlines. Lead others to accomplish program and project implementation. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts, and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs, and adopt and effectively implement courses of action. Employment Standards of the Program Director I Knowledge of: Federal, state, and local rules and regulations pertaining to activities and programs of a specific department. Advanced principles of administration in a government, legal, judicial or related environment. Advance survey techniques and statistical methods. Advanced principles of strategic planning, operations, policy development and implementation. Advanced principles of office management, budgeting, administration and supervision. Advanced principles of problem identification, analysis and resolution. Principles of computerized data and word processing systems including Internet and website usage. Principles of centralized information and data-based record keeping systems. Advanced principles of effective writing and verbal presentation including public speaking. Advanced principles of media communication. Advanced principles of public relations/customer service. Advanced principles of board and committee administration. Advanced principles of organizational behavior and conflict resolution. Advanced principles of public policy research and analysis. Advanced principles of effective institutional communication in dealing with diverse constituencies. Advanced principles of effective personnel management in a union environment. Advanced principles of the administration of justice in California. Principles of the legislative process and government relations. Functional expertise associated with a department's mission. Ability to: Provide leadership direction and develop staff and programs to meet evolving strategic initiatives. Communicate clearly, effectively and professionally in person, by telephone, by computer and in writing. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs to and adopt and effectively implement courses of action. Effectively interact with others in an interactive office. Effectively address conflict. Minimum Qualifications of the Program Manager I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum five (5) years of experience at and/or above the journey-level that included responsibility for such professional-level activities such as budgeting, administrative analysis, program development, marketing, evaluation, human resources management, and/or work contributing to the development of operational procedures or plans. Minimum three (3) years' management/supervisory experience administering personnel and budget requirements. Master's degree in a relevant field may substitute for up to two (2) years of experience. Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. Minimum Qualifications of the Program Director I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum eight (8) years' progressively responsible experience in related program administration. Minimum four (4) years' senior management/supervisory experience in administering personnel and budget requirements. Master's degree is preferred and may substitute for up to two years of experience. Applicants meet who the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special Qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.
Mar 08, 2024
Full Time
Job Description Office of Access and Inclusion Annual Salary Range for Program Manager I: $120,729 - $160,952 Annual Salary Range for Program Director I: $156,242 - $208,323 FLSA Exempt / Non-Union Represented This position allows for up to four days of remote work per week. About the Office The Office of Access & Inclusion brings together grantmaking of the Legal Services Trust Fund, policymaking of the Center on Access to Justice, and the State Bar's diversity work. The Office seeks a Principal Program Analyst or a Program Manager I to manage the grantmaking and Interest on Lawyers' Trust Fund Accounts (IOLTA) programs of the Office of Access & Inclusion (OAI). The IOLTA program ensures that eligible IOLTA-banking institutions comply with program requirements and the revenue generated from the interest on these IOLTA accounts is collected and distributed as legal aid grants. Approximately $150 million is distributed annually in IOLTA and other legal aid grants to nonprofits providing free civil legal services in California. About the Job The Office of Access & Inclusion is seeking a Program Director I or a Program Manager I who will be responsible for managing the distribution of over $190 million annually in legal funding to over 110 legal aid nonprofit organizations. The incumbent will be tasked with developing and overseeing all policy and operational decisions related to the administration of over eight distinct grant programs, including $120 million worth of homelessness prevention grants as well as IOLTA, Equal Access Funds, consumer debt legal assistance, foreclosure prevention, partnership, and CARE court grants. Additional responsibilities include: Designing and implementing new grant programs Oversee the IOLTA compliance team, ensuring that banks are remitting at the appropriate interest rates and evaluating whether current rules and policies meet the current needs of the State Bar and the Legal Services Trust Fund Commission. Establishing benchmarks and office goals related to grants administration, including streamlining processes and enhancing monitoring of grantees. Engaging in legislative advocacy to increase funding for legal aid, including determining priorities and strategies as well as drafting budget proposals. Represent the State Bar with a variety of high-profile stakeholders, including interfacing with representatives from other state agencies and legislative staff. This position will oversee approximately 20 staff, including at least four direct reports. About this Recruitment The Office of Access and Inclusion, is seeking to fill one position at either Program Manager I or Program Director I level. After completion of the selection process, an offer will be extended to the selected candidate at the level that is commensurate with the candidate's experience. Definition for the Program Manager I Under administrative direction, the Program Manager is responsible for the design, organization, administration, supervision, evaluation, marketing, and/or fiscal management of an operational program or function. A Program Manager performs work of significant responsibility, complexity, and oversight. This includes responsibility for the strategic development and administration of policies, procedures, budgets, and plans, as well as, managing the day-to-day operations of the assigned functional areas. Definition for the Program Director I The Program Director (I, II, and III) is a member of the State Bar's Executive Management Team and creates the mission and long-term vision of an assigned department, or broad-based, program consistent with the policy parameters established by the Board of Trustees and defined in the Business & Professions Code. Incumbents make policy decisions of critical impact affecting the State Bar of California and assume ultimate responsibility for all programs and activities of the assigned department. The Program Director is responsible for overseeing, planning, organizing and directing the administration of State Bar programs based on effective responsiveness to the public and/or other client needs; oversees the development of strategic plans and interim goals; establishes policies and determines priorities; adjusts plans to respond to emerging and/or urgent issues; directs the allocation of resources to achieve timely outcomes and measurable goals within budget guidelines; serves as the appointing authority; and performs related duties as required. Distinguishing Characteristics for the Program Manager I While specific duties of individual positions vary, there are common factors of supervision; responsibility for preparation, analysis, and control of the program's budget and expenditures; and liaison activities with other units in coordinating business and service functions. The determination of the specific classification level is based upon the relative size, complexity, and visibility of the program involved as well as the scope of supervisory responsibility and level of technical expertise and qualifications necessary to manage the program. This class level has the responsibility for managing day-to-day operations of a smaller sized program function that provides support to a larger program or executive and does not typically require a Juris Doctorate and/or specialized qualifications to appropriately perform the essential duties. Incumbents report to a Program Director. Distinguishing Characteristics of the Program Director I Levels in the Program Director classes are generally based on, but are not limited to, the department's organizational complexity and size, nature and number of functions and programs, and classification level or types of positions managed. Consideration may also be given to any legally mandated minimum qualifications for a specific position. Classification levels: Program Director I: This class level has the responsibility for the direction of a small-sized program function which provides support to a larger program or executive (Director, Programs III or above) Program activities are typically carried out by administrative or clerical support staff (guide: Executive, Professional Competence, and Client Security Fund). Examples Of Essential Duties of the Program Manager I Duties may include, but are not limited to the following: Plans, implements, directs, and evaluates all components of a division or operation within the organization. Establishes and executes operational policies, procedures, strategic goals, and plans, and/or standards pertinent to initiatives that fall under the scope of the assigned program. Trains, supervises, and evaluates the performance of assigned staff, including prioritizing, delegating, and reviewing work assignments, monitoring performance, and providing coaching for performance improvement and development; takes disciplinary action, up to and including termination, to address performance deficiencies. Prepares and disseminates information to the public and staff regarding the assigned operational program, including information pertaining to initiatives and events and targeted community outreach; disseminates information via social media campaigns, and manages website content for the State Bar. Develops and administers program and/or operating budgets, including establishing and maintaining expenditure controls, analyzing, and evaluating budget proposals and expenditures, and ensuring that expenditures and operations remain within established budget limitations and comply with organization and contract requirements; may manage program finances to ensure effective revenue collection. Designs and administers comprehensive mechanisms to monitor and evaluate programs, data, and measure performance to ensure organizational resources are wisely invested; may develop, validate, and administer various psychometric testing programs which are reliable, defensible, and highly predictive. Ensures that program decisions are made in accordance with statutory, case law and/or other applicable rules, policies, and procedures. Conducts extensive studies related to budgets, administrative analysis, financial projections, staffing, operations, systems analysis and/or general administrative matters and prepares recommendations using qualitative and quantitative data. Develops and maintains strong collaborative relationships with staff, governing boards, elected officials, community representatives and all other stakeholders to ensure open communication, the sharing of information, and implementation of program specific changes and improvements. Plans, organizes, oversees, manages, and evaluates projects and cases related to the assigned program. Performs compliance monitoring, including the oversight of audits and implementation of corrective action necessary to meet all requirements for government and regulatory bodies who oversee functions pertaining to the assigned program. Prepares reports, correspondence, and other information pertinent to the assigned program; may report and provide public presentations to a governing body, give presentations to the public and/or large audiences, or serve as official spokesperson to the media. Reviews, edits, and approves (in conjunction with the Office of General Counsel) certain custom and template contracts and prepares purchase requisitions; administers contracts for goods and/or services and may negotiate contract costs as well as terms and conditions with multiple vendors to maximize value and minimize cost of services to the State Bar. May prepare and manage the process of preparing agenda items for governing body meetings; may make presentations and defend recommendations. May provide direct legal advice to the State Bar on professional standards and other program related issues. May participate as member, chairperson and/or assist committees and task forces as assigned and represent the division/unit throughout the State Bar. May perform a number of other similar or related duties which may not be specifically included within this position description, but which are consistent with the general level of the job and the responsibilities described. Examples of Essential Duties of the Program Director I Duties may include, but are not limited to the following: Serves as a member of the Executive Management Team and establishes and maintains effective working 2 relationships with colleagues within the State Bar and professional relationships with external constituencies of the State Bar. Directs the development and timely implementation of departmental goals, policies, and strategic plans; manages the allocation of resources and service levels to meet client needs. Directs program administration in accordance with applicable rules, policies, regulation, laws, procedures, and other authorities. Determines and prioritizes, staff assignments, service levels and administrative systems required to accomplish a department's mission in an effective and efficient manner. Acts as the appointing authority for staff positions and trains and evaluates in accordance with procedures, and requirements pertaining to their positions. Oversees the development and implementation of operational policies, procedures, strategic plans, systems and related initiatives consistent with the established mission and operational standards of the State Bar. Oversees and initiates as appropriate, inter-office projects, programs and activities. Provides policy guidance and staff assistance to the Board of Trustees and its Discipline System Oversight Committee. Provides timely responses to inquiries from the public, Board Members, the Judiciary, the Legislature, the Governor's Office, and other constituencies in coordination with the Executive Director/CEO. Oversees the preparation and administration of the budget and oversees the management of the resources and program personnel within institutional parameters and consistent with Business and Professions Code Section 6079.1(d), subject to the general oversight of the DCEO. Employment Standards of the Program Manager I Knowledge of: Legal and technical expertise pertinent to the assigned program area. Principles and techniques of public relations. Principles of effective project management. Methods and techniques of conflict resolution and negotiation. Principles and practices of budget preparation and administration. Methods and techniques of research, analysis, and data-driven decision making. Principles and practices of program development, administration, and evaluation. Federal, state, and local, laws, rules, regulations, policies, processes, and trends pertinent to the assigned program area. Principles and practices of management and supervision, including planning, organizing, assigning, and reviewing work, performance appraisal and discipline, and employee selection and development. Modern office procedures, methods, and equipment, including various software programs such as database, spreadsheet, word processing, project management software, and other computer applications and hardware pertaining to the assigned program area. Working knowledge of the State Bar Offices and their functions and a general knowledge of other agencies and their interface with the State Bar. Ability to: Receive and relay detailed information through verbal and written communication. Communicate clearly and effectively in person, by telephone, by computer and in writing. Speak publicly to large groups of people. Perform under stress and adopt effective courses of action. Effectively interact with others. Effectively address conflict. Manage multiple, simultaneous assignments, to independently plan and prioritize day to day work, and to meet deadlines. Lead others to accomplish program and project implementation. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts, and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs, and adopt and effectively implement courses of action. Employment Standards of the Program Director I Knowledge of: Federal, state, and local rules and regulations pertaining to activities and programs of a specific department. Advanced principles of administration in a government, legal, judicial or related environment. Advance survey techniques and statistical methods. Advanced principles of strategic planning, operations, policy development and implementation. Advanced principles of office management, budgeting, administration and supervision. Advanced principles of problem identification, analysis and resolution. Principles of computerized data and word processing systems including Internet and website usage. Principles of centralized information and data-based record keeping systems. Advanced principles of effective writing and verbal presentation including public speaking. Advanced principles of media communication. Advanced principles of public relations/customer service. Advanced principles of board and committee administration. Advanced principles of organizational behavior and conflict resolution. Advanced principles of public policy research and analysis. Advanced principles of effective institutional communication in dealing with diverse constituencies. Advanced principles of effective personnel management in a union environment. Advanced principles of the administration of justice in California. Principles of the legislative process and government relations. Functional expertise associated with a department's mission. Ability to: Provide leadership direction and develop staff and programs to meet evolving strategic initiatives. Communicate clearly, effectively and professionally in person, by telephone, by computer and in writing. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs to and adopt and effectively implement courses of action. Effectively interact with others in an interactive office. Effectively address conflict. Minimum Qualifications of the Program Manager I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum five (5) years of experience at and/or above the journey-level that included responsibility for such professional-level activities such as budgeting, administrative analysis, program development, marketing, evaluation, human resources management, and/or work contributing to the development of operational procedures or plans. Minimum three (3) years' management/supervisory experience administering personnel and budget requirements. Master's degree in a relevant field may substitute for up to two (2) years of experience. Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. Minimum Qualifications of the Program Director I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum eight (8) years' progressively responsible experience in related program administration. Minimum four (4) years' senior management/supervisory experience in administering personnel and budget requirements. Master's degree is preferred and may substitute for up to two years of experience. Applicants meet who the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special Qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.
STATE BAR OF CALIFORNIA
San Francisco, CA, United States
Job Description Office of Access and Inclusion Annual Salary Range for Program Manager I: $120,729 - $160,952 Annual Salary Range for Program Director I: $156,242 - $208,323 FLSA Exempt / Non-Union Represented This position allows for up to four days of remote work per week. About the Office The Office of Access & Inclusion brings together grantmaking of the Legal Services Trust Fund, policymaking of the Center on Access to Justice, and the State Bar's diversity work. The Office seeks a Principal Program Analyst or a Program Manager I to manage the grantmaking and Interest on Lawyers' Trust Fund Accounts (IOLTA) programs of the Office of Access & Inclusion (OAI). The IOLTA program ensures that eligible IOLTA-banking institutions comply with program requirements and the revenue generated from the interest on these IOLTA accounts is collected and distributed as legal aid grants. Approximately $150 million is distributed annually in IOLTA and other legal aid grants to nonprofits providing free civil legal services in California. About the Job The Office of Access & Inclusion is seeking a Program Director I or a Program Manager I who will be responsible for managing the distribution of over $190 million annually in legal funding to over 110 legal aid nonprofit organizations. The incumbent will be tasked with developing and overseeing all policy and operational decisions related to the administration of over eight distinct grant programs, including $120 million worth of homelessness prevention grants as well as IOLTA, Equal Access Funds, consumer debt legal assistance, foreclosure prevention, partnership, and CARE court grants. Additional responsibilities include: Designing and implementing new grant programs Oversee the IOLTA compliance team, ensuring that banks are remitting at the appropriate interest rates and evaluating whether current rules and policies meet the current needs of the State Bar and the Legal Services Trust Fund Commission. Establishing benchmarks and office goals related to grants administration, including streamlining processes and enhancing monitoring of grantees. Engaging in legislative advocacy to increase funding for legal aid, including determining priorities and strategies as well as drafting budget proposals. Represent the State Bar with a variety of high-profile stakeholders, including interfacing with representatives from other state agencies and legislative staff. This position will oversee approximately 20 staff, including at least four direct reports. About this Recruitment The Office of Access and Inclusion, is seeking to fill one position at either Program Manager I or Program Director I level. After completion of the selection process, an offer will be extended to the selected candidate at the level that is commensurate with the candidate's experience. Definition for the Program Manager I Under administrative direction, the Program Manager is responsible for the design, organization, administration, supervision, evaluation, marketing, and/or fiscal management of an operational program or function. A Program Manager performs work of significant responsibility, complexity, and oversight. This includes responsibility for the strategic development and administration of policies, procedures, budgets, and plans, as well as, managing the day-to-day operations of the assigned functional areas. Definition for the Program Director I The Program Director (I, II, and III) is a member of the State Bar's Executive Management Team and creates the mission and long-term vision of an assigned department, or broad-based, program consistent with the policy parameters established by the Board of Trustees and defined in the Business & Professions Code. Incumbents make policy decisions of critical impact affecting the State Bar of California and assume ultimate responsibility for all programs and activities of the assigned department. The Program Director is responsible for overseeing, planning, organizing and directing the administration of State Bar programs based on effective responsiveness to the public and/or other client needs; oversees the development of strategic plans and interim goals; establishes policies and determines priorities; adjusts plans to respond to emerging and/or urgent issues; directs the allocation of resources to achieve timely outcomes and measurable goals within budget guidelines; serves as the appointing authority; and performs related duties as required. Distinguishing Characteristics for the Program Manager I While specific duties of individual positions vary, there are common factors of supervision; responsibility for preparation, analysis, and control of the program's budget and expenditures; and liaison activities with other units in coordinating business and service functions. The determination of the specific classification level is based upon the relative size, complexity, and visibility of the program involved as well as the scope of supervisory responsibility and level of technical expertise and qualifications necessary to manage the program. This class level has the responsibility for managing day-to-day operations of a smaller sized program function that provides support to a larger program or executive and does not typically require a Juris Doctorate and/or specialized qualifications to appropriately perform the essential duties. Incumbents report to a Program Director. Distinguishing Characteristics of the Program Director I Levels in the Program Director classes are generally based on, but are not limited to, the department's organizational complexity and size, nature and number of functions and programs, and classification level or types of positions managed. Consideration may also be given to any legally mandated minimum qualifications for a specific position. Classification levels: Program Director I: This class level has the responsibility for the direction of a small-sized program function which provides support to a larger program or executive (Director, Programs III or above) Program activities are typically carried out by administrative or clerical support staff (guide: Executive, Professional Competence, and Client Security Fund). Examples Of Essential Duties of the Program Manager I Duties may include, but are not limited to the following: Plans, implements, directs, and evaluates all components of a division or operation within the organization. Establishes and executes operational policies, procedures, strategic goals, and plans, and/or standards pertinent to initiatives that fall under the scope of the assigned program. Trains, supervises, and evaluates the performance of assigned staff, including prioritizing, delegating, and reviewing work assignments, monitoring performance, and providing coaching for performance improvement and development; takes disciplinary action, up to and including termination, to address performance deficiencies. Prepares and disseminates information to the public and staff regarding the assigned operational program, including information pertaining to initiatives and events and targeted community outreach; disseminates information via social media campaigns, and manages website content for the State Bar. Develops and administers program and/or operating budgets, including establishing and maintaining expenditure controls, analyzing, and evaluating budget proposals and expenditures, and ensuring that expenditures and operations remain within established budget limitations and comply with organization and contract requirements; may manage program finances to ensure effective revenue collection. Designs and administers comprehensive mechanisms to monitor and evaluate programs, data, and measure performance to ensure organizational resources are wisely invested; may develop, validate, and administer various psychometric testing programs which are reliable, defensible, and highly predictive. Ensures that program decisions are made in accordance with statutory, case law and/or other applicable rules, policies, and procedures. Conducts extensive studies related to budgets, administrative analysis, financial projections, staffing, operations, systems analysis and/or general administrative matters and prepares recommendations using qualitative and quantitative data. Develops and maintains strong collaborative relationships with staff, governing boards, elected officials, community representatives and all other stakeholders to ensure open communication, the sharing of information, and implementation of program specific changes and improvements. Plans, organizes, oversees, manages, and evaluates projects and cases related to the assigned program. Performs compliance monitoring, including the oversight of audits and implementation of corrective action necessary to meet all requirements for government and regulatory bodies who oversee functions pertaining to the assigned program. Prepares reports, correspondence, and other information pertinent to the assigned program; may report and provide public presentations to a governing body, give presentations to the public and/or large audiences, or serve as official spokesperson to the media. Reviews, edits, and approves (in conjunction with the Office of General Counsel) certain custom and template contracts and prepares purchase requisitions; administers contracts for goods and/or services and may negotiate contract costs as well as terms and conditions with multiple vendors to maximize value and minimize cost of services to the State Bar. May prepare and manage the process of preparing agenda items for governing body meetings; may make presentations and defend recommendations. May provide direct legal advice to the State Bar on professional standards and other program related issues. May participate as member, chairperson and/or assist committees and task forces as assigned and represent the division/unit throughout the State Bar. May perform a number of other similar or related duties which may not be specifically included within this position description, but which are consistent with the general level of the job and the responsibilities described. Examples of Essential Duties of the Program Director I Duties may include, but are not limited to the following: Serves as a member of the Executive Management Team and establishes and maintains effective working 2 relationships with colleagues within the State Bar and professional relationships with external constituencies of the State Bar. Directs the development and timely implementation of departmental goals, policies, and strategic plans; manages the allocation of resources and service levels to meet client needs. Directs program administration in accordance with applicable rules, policies, regulation, laws, procedures, and other authorities. Determines and prioritizes, staff assignments, service levels and administrative systems required to accomplish a department's mission in an effective and efficient manner. Acts as the appointing authority for staff positions and trains and evaluates in accordance with procedures, and requirements pertaining to their positions. Oversees the development and implementation of operational policies, procedures, strategic plans, systems and related initiatives consistent with the established mission and operational standards of the State Bar. Oversees and initiates as appropriate, inter-office projects, programs and activities. Provides policy guidance and staff assistance to the Board of Trustees and its Discipline System Oversight Committee. Provides timely responses to inquiries from the public, Board Members, the Judiciary, the Legislature, the Governor's Office, and other constituencies in coordination with the Executive Director/CEO. Oversees the preparation and administration of the budget and oversees the management of the resources and program personnel within institutional parameters and consistent with Business and Professions Code Section 6079.1(d), subject to the general oversight of the DCEO. Employment Standards of the Program Manager I Knowledge of: Legal and technical expertise pertinent to the assigned program area. Principles and techniques of public relations. Principles of effective project management. Methods and techniques of conflict resolution and negotiation. Principles and practices of budget preparation and administration. Methods and techniques of research, analysis, and data-driven decision making. Principles and practices of program development, administration, and evaluation. Federal, state, and local, laws, rules, regulations, policies, processes, and trends pertinent to the assigned program area. Principles and practices of management and supervision, including planning, organizing, assigning, and reviewing work, performance appraisal and discipline, and employee selection and development. Modern office procedures, methods, and equipment, including various software programs such as database, spreadsheet, word processing, project management software, and other computer applications and hardware pertaining to the assigned program area. Working knowledge of the State Bar Offices and their functions and a general knowledge of other agencies and their interface with the State Bar. Ability to: Receive and relay detailed information through verbal and written communication. Communicate clearly and effectively in person, by telephone, by computer and in writing. Speak publicly to large groups of people. Perform under stress and adopt effective courses of action. Effectively interact with others. Effectively address conflict. Manage multiple, simultaneous assignments, to independently plan and prioritize day to day work, and to meet deadlines. Lead others to accomplish program and project implementation. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts, and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs, and adopt and effectively implement courses of action. Employment Standards of the Program Director I Knowledge of: Federal, state, and local rules and regulations pertaining to activities and programs of a specific department. Advanced principles of administration in a government, legal, judicial or related environment. Advance survey techniques and statistical methods. Advanced principles of strategic planning, operations, policy development and implementation. Advanced principles of office management, budgeting, administration and supervision. Advanced principles of problem identification, analysis and resolution. Principles of computerized data and word processing systems including Internet and website usage. Principles of centralized information and data-based record keeping systems. Advanced principles of effective writing and verbal presentation including public speaking. Advanced principles of media communication. Advanced principles of public relations/customer service. Advanced principles of board and committee administration. Advanced principles of organizational behavior and conflict resolution. Advanced principles of public policy research and analysis. Advanced principles of effective institutional communication in dealing with diverse constituencies. Advanced principles of effective personnel management in a union environment. Advanced principles of the administration of justice in California. Principles of the legislative process and government relations. Functional expertise associated with a department's mission. Ability to: Provide leadership direction and develop staff and programs to meet evolving strategic initiatives. Communicate clearly, effectively and professionally in person, by telephone, by computer and in writing. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs to and adopt and effectively implement courses of action. Effectively interact with others in an interactive office. Effectively address conflict. Minimum Qualifications of the Program Manager I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum five (5) years of experience at and/or above the journey-level that included responsibility for such professional-level activities such as budgeting, administrative analysis, program development, marketing, evaluation, human resources management, and/or work contributing to the development of operational procedures or plans. Minimum three (3) years' management/supervisory experience administering personnel and budget requirements. Master's degree in a relevant field may substitute for up to two (2) years of experience. Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. Minimum Qualifications of the Program Director I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum eight (8) years' progressively responsible experience in related program administration. Minimum four (4) years' senior management/supervisory experience in administering personnel and budget requirements. Master's degree is preferred and may substitute for up to two years of experience. Applicants meet who the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special Qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.
Mar 08, 2024
Full Time
Job Description Office of Access and Inclusion Annual Salary Range for Program Manager I: $120,729 - $160,952 Annual Salary Range for Program Director I: $156,242 - $208,323 FLSA Exempt / Non-Union Represented This position allows for up to four days of remote work per week. About the Office The Office of Access & Inclusion brings together grantmaking of the Legal Services Trust Fund, policymaking of the Center on Access to Justice, and the State Bar's diversity work. The Office seeks a Principal Program Analyst or a Program Manager I to manage the grantmaking and Interest on Lawyers' Trust Fund Accounts (IOLTA) programs of the Office of Access & Inclusion (OAI). The IOLTA program ensures that eligible IOLTA-banking institutions comply with program requirements and the revenue generated from the interest on these IOLTA accounts is collected and distributed as legal aid grants. Approximately $150 million is distributed annually in IOLTA and other legal aid grants to nonprofits providing free civil legal services in California. About the Job The Office of Access & Inclusion is seeking a Program Director I or a Program Manager I who will be responsible for managing the distribution of over $190 million annually in legal funding to over 110 legal aid nonprofit organizations. The incumbent will be tasked with developing and overseeing all policy and operational decisions related to the administration of over eight distinct grant programs, including $120 million worth of homelessness prevention grants as well as IOLTA, Equal Access Funds, consumer debt legal assistance, foreclosure prevention, partnership, and CARE court grants. Additional responsibilities include: Designing and implementing new grant programs Oversee the IOLTA compliance team, ensuring that banks are remitting at the appropriate interest rates and evaluating whether current rules and policies meet the current needs of the State Bar and the Legal Services Trust Fund Commission. Establishing benchmarks and office goals related to grants administration, including streamlining processes and enhancing monitoring of grantees. Engaging in legislative advocacy to increase funding for legal aid, including determining priorities and strategies as well as drafting budget proposals. Represent the State Bar with a variety of high-profile stakeholders, including interfacing with representatives from other state agencies and legislative staff. This position will oversee approximately 20 staff, including at least four direct reports. About this Recruitment The Office of Access and Inclusion, is seeking to fill one position at either Program Manager I or Program Director I level. After completion of the selection process, an offer will be extended to the selected candidate at the level that is commensurate with the candidate's experience. Definition for the Program Manager I Under administrative direction, the Program Manager is responsible for the design, organization, administration, supervision, evaluation, marketing, and/or fiscal management of an operational program or function. A Program Manager performs work of significant responsibility, complexity, and oversight. This includes responsibility for the strategic development and administration of policies, procedures, budgets, and plans, as well as, managing the day-to-day operations of the assigned functional areas. Definition for the Program Director I The Program Director (I, II, and III) is a member of the State Bar's Executive Management Team and creates the mission and long-term vision of an assigned department, or broad-based, program consistent with the policy parameters established by the Board of Trustees and defined in the Business & Professions Code. Incumbents make policy decisions of critical impact affecting the State Bar of California and assume ultimate responsibility for all programs and activities of the assigned department. The Program Director is responsible for overseeing, planning, organizing and directing the administration of State Bar programs based on effective responsiveness to the public and/or other client needs; oversees the development of strategic plans and interim goals; establishes policies and determines priorities; adjusts plans to respond to emerging and/or urgent issues; directs the allocation of resources to achieve timely outcomes and measurable goals within budget guidelines; serves as the appointing authority; and performs related duties as required. Distinguishing Characteristics for the Program Manager I While specific duties of individual positions vary, there are common factors of supervision; responsibility for preparation, analysis, and control of the program's budget and expenditures; and liaison activities with other units in coordinating business and service functions. The determination of the specific classification level is based upon the relative size, complexity, and visibility of the program involved as well as the scope of supervisory responsibility and level of technical expertise and qualifications necessary to manage the program. This class level has the responsibility for managing day-to-day operations of a smaller sized program function that provides support to a larger program or executive and does not typically require a Juris Doctorate and/or specialized qualifications to appropriately perform the essential duties. Incumbents report to a Program Director. Distinguishing Characteristics of the Program Director I Levels in the Program Director classes are generally based on, but are not limited to, the department's organizational complexity and size, nature and number of functions and programs, and classification level or types of positions managed. Consideration may also be given to any legally mandated minimum qualifications for a specific position. Classification levels: Program Director I: This class level has the responsibility for the direction of a small-sized program function which provides support to a larger program or executive (Director, Programs III or above) Program activities are typically carried out by administrative or clerical support staff (guide: Executive, Professional Competence, and Client Security Fund). Examples Of Essential Duties of the Program Manager I Duties may include, but are not limited to the following: Plans, implements, directs, and evaluates all components of a division or operation within the organization. Establishes and executes operational policies, procedures, strategic goals, and plans, and/or standards pertinent to initiatives that fall under the scope of the assigned program. Trains, supervises, and evaluates the performance of assigned staff, including prioritizing, delegating, and reviewing work assignments, monitoring performance, and providing coaching for performance improvement and development; takes disciplinary action, up to and including termination, to address performance deficiencies. Prepares and disseminates information to the public and staff regarding the assigned operational program, including information pertaining to initiatives and events and targeted community outreach; disseminates information via social media campaigns, and manages website content for the State Bar. Develops and administers program and/or operating budgets, including establishing and maintaining expenditure controls, analyzing, and evaluating budget proposals and expenditures, and ensuring that expenditures and operations remain within established budget limitations and comply with organization and contract requirements; may manage program finances to ensure effective revenue collection. Designs and administers comprehensive mechanisms to monitor and evaluate programs, data, and measure performance to ensure organizational resources are wisely invested; may develop, validate, and administer various psychometric testing programs which are reliable, defensible, and highly predictive. Ensures that program decisions are made in accordance with statutory, case law and/or other applicable rules, policies, and procedures. Conducts extensive studies related to budgets, administrative analysis, financial projections, staffing, operations, systems analysis and/or general administrative matters and prepares recommendations using qualitative and quantitative data. Develops and maintains strong collaborative relationships with staff, governing boards, elected officials, community representatives and all other stakeholders to ensure open communication, the sharing of information, and implementation of program specific changes and improvements. Plans, organizes, oversees, manages, and evaluates projects and cases related to the assigned program. Performs compliance monitoring, including the oversight of audits and implementation of corrective action necessary to meet all requirements for government and regulatory bodies who oversee functions pertaining to the assigned program. Prepares reports, correspondence, and other information pertinent to the assigned program; may report and provide public presentations to a governing body, give presentations to the public and/or large audiences, or serve as official spokesperson to the media. Reviews, edits, and approves (in conjunction with the Office of General Counsel) certain custom and template contracts and prepares purchase requisitions; administers contracts for goods and/or services and may negotiate contract costs as well as terms and conditions with multiple vendors to maximize value and minimize cost of services to the State Bar. May prepare and manage the process of preparing agenda items for governing body meetings; may make presentations and defend recommendations. May provide direct legal advice to the State Bar on professional standards and other program related issues. May participate as member, chairperson and/or assist committees and task forces as assigned and represent the division/unit throughout the State Bar. May perform a number of other similar or related duties which may not be specifically included within this position description, but which are consistent with the general level of the job and the responsibilities described. Examples of Essential Duties of the Program Director I Duties may include, but are not limited to the following: Serves as a member of the Executive Management Team and establishes and maintains effective working 2 relationships with colleagues within the State Bar and professional relationships with external constituencies of the State Bar. Directs the development and timely implementation of departmental goals, policies, and strategic plans; manages the allocation of resources and service levels to meet client needs. Directs program administration in accordance with applicable rules, policies, regulation, laws, procedures, and other authorities. Determines and prioritizes, staff assignments, service levels and administrative systems required to accomplish a department's mission in an effective and efficient manner. Acts as the appointing authority for staff positions and trains and evaluates in accordance with procedures, and requirements pertaining to their positions. Oversees the development and implementation of operational policies, procedures, strategic plans, systems and related initiatives consistent with the established mission and operational standards of the State Bar. Oversees and initiates as appropriate, inter-office projects, programs and activities. Provides policy guidance and staff assistance to the Board of Trustees and its Discipline System Oversight Committee. Provides timely responses to inquiries from the public, Board Members, the Judiciary, the Legislature, the Governor's Office, and other constituencies in coordination with the Executive Director/CEO. Oversees the preparation and administration of the budget and oversees the management of the resources and program personnel within institutional parameters and consistent with Business and Professions Code Section 6079.1(d), subject to the general oversight of the DCEO. Employment Standards of the Program Manager I Knowledge of: Legal and technical expertise pertinent to the assigned program area. Principles and techniques of public relations. Principles of effective project management. Methods and techniques of conflict resolution and negotiation. Principles and practices of budget preparation and administration. Methods and techniques of research, analysis, and data-driven decision making. Principles and practices of program development, administration, and evaluation. Federal, state, and local, laws, rules, regulations, policies, processes, and trends pertinent to the assigned program area. Principles and practices of management and supervision, including planning, organizing, assigning, and reviewing work, performance appraisal and discipline, and employee selection and development. Modern office procedures, methods, and equipment, including various software programs such as database, spreadsheet, word processing, project management software, and other computer applications and hardware pertaining to the assigned program area. Working knowledge of the State Bar Offices and their functions and a general knowledge of other agencies and their interface with the State Bar. Ability to: Receive and relay detailed information through verbal and written communication. Communicate clearly and effectively in person, by telephone, by computer and in writing. Speak publicly to large groups of people. Perform under stress and adopt effective courses of action. Effectively interact with others. Effectively address conflict. Manage multiple, simultaneous assignments, to independently plan and prioritize day to day work, and to meet deadlines. Lead others to accomplish program and project implementation. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts, and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs, and adopt and effectively implement courses of action. Employment Standards of the Program Director I Knowledge of: Federal, state, and local rules and regulations pertaining to activities and programs of a specific department. Advanced principles of administration in a government, legal, judicial or related environment. Advance survey techniques and statistical methods. Advanced principles of strategic planning, operations, policy development and implementation. Advanced principles of office management, budgeting, administration and supervision. Advanced principles of problem identification, analysis and resolution. Principles of computerized data and word processing systems including Internet and website usage. Principles of centralized information and data-based record keeping systems. Advanced principles of effective writing and verbal presentation including public speaking. Advanced principles of media communication. Advanced principles of public relations/customer service. Advanced principles of board and committee administration. Advanced principles of organizational behavior and conflict resolution. Advanced principles of public policy research and analysis. Advanced principles of effective institutional communication in dealing with diverse constituencies. Advanced principles of effective personnel management in a union environment. Advanced principles of the administration of justice in California. Principles of the legislative process and government relations. Functional expertise associated with a department's mission. Ability to: Provide leadership direction and develop staff and programs to meet evolving strategic initiatives. Communicate clearly, effectively and professionally in person, by telephone, by computer and in writing. Maintain appropriate confidentiality in program administration and interactions with contractors, consultants, experts and others. Exercise sound judgment and decision making. Make recommendations on complicated and difficult program matters and present them effectively to governing authorities. Interpret and analyze complex written documents. Effectively present and speak publicly to large groups of people. Act with integrity in all related State Bar business. Quickly adapt to changing environments and critical needs to and adopt and effectively implement courses of action. Effectively interact with others in an interactive office. Effectively address conflict. Minimum Qualifications of the Program Manager I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum five (5) years of experience at and/or above the journey-level that included responsibility for such professional-level activities such as budgeting, administrative analysis, program development, marketing, evaluation, human resources management, and/or work contributing to the development of operational procedures or plans. Minimum three (3) years' management/supervisory experience administering personnel and budget requirements. Master's degree in a relevant field may substitute for up to two (2) years of experience. Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. Minimum Qualifications of the Program Director I: Education: Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement. Experience: Minimum eight (8) years' progressively responsible experience in related program administration. Minimum four (4) years' senior management/supervisory experience in administering personnel and budget requirements. Master's degree is preferred and may substitute for up to two years of experience. Applicants meet who the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification. License, Certificate, Registration Requirements: Juris Doctorate and/or special Qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions. We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.
Description Under general direction, to assist in the planning, development, administration, organization, and supervision of several social services programs within the Health and Human Services Agency and to perform related duties as required. DISTINGUISHING CHARACTERISTICS: The Social Services Program Manager classification is utilized in the Children and Adult Services Division or the Community Services and Workforce Development Division. Incumbents may be assigned to any of the functional areas including overseeing more complex systems and programs, requiring significant coordination and direction of employees who are administering these programs. Incumbents report to and assist the Health and Human Services Deputy Director in planning, organizing and supervising the work of Social Workers and support staff in their assigned units. Physical Requirements/Work Environment: Work is performed primarily in an office environment including sitting at a desk working with computer equipment for prolonged periods, and travel for work purposes of training; hear and communicate orally in person, on the phone and in meetings; hand/eye coordination for use of computer/office equipment and performing ergonomics assessments; visual ability to distinguish colors; regularly working with files and general office equipment; safely operate a motor vehicle. Light to moderate lifting and carrying of files; occasionally stand and walk for extended periods. Example of Duties Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law. Incumbents reports to, consults with, and assists the Health and Human Services Deputy Director in the planning, organization, administration and control of activities, services, operations, and staff within the assigned Division; plans, organizes, directs and supervises staff in any of the assigned divisions, informs, advises, and/or requests consultation regarding program changes and the impact of those changes on, for example, client-specific services availability, contracts, with stakeholders, including line and technical staff in the department, Deputy Director, and other County departments; interprets and disseminates policies and procedures related to social services programs; advocates for program changes that streamline workflows and enhance standardization across Counties to meet strategic goals and program compliance requirements; collects data, maintains records, to include project tracking documents, and prepares reports of activities pertaining to program(s) managed; may work directly with homeless, housing and service providers, and community partners to assist with planning, facilitating, implementing, and evaluating programs to support effective coordination, collaboration and operation of services; may participate in State project committees and workgroups that guide the development of program changes and may participate in regional or statewide county meetings; represents the department at community meetings and hearings, if assigned. Minimum Qualifications MINIMUM QUALIFICATIONS: Any combination of education, training and experience that would likely provide the required knowledge, skills and abilities may be considered qualifying. A typical way to obtain the required knowledge, skills and abilities would be: Education: Bachelor’s degree from a 4-year college; preferably in a field of study closely related to job duties but not required. Experience: Two years of responsible experience supervising, managing, or administering social services related programs (i.e. APS, CPS, or programs related to Community Services and Workforce Development), License: Possession of a valid California operator’s license issued by the State of California Department of Motor Vehicles. Special Requirements: Ability to: work irregular hours as necessary; travel within and outside the County as necessary; including evenings, weekends, and holidays.Travel within and outside of the County as necessary.Qualify for security clearance through a background investigation and fingerprint check. Desirable Qualifications: Knowledge of Continuum of Care (CoC) system, Homeless Management Information System (HMIS) and Coordinated Entry; knowledge of homeless and housing State and Federal Agencies; Housing and Development (HUD) program, Housing and Community Development (HCD) program; Homeless Housing Assistance and Prevention (HHAP), or knowledge and background in children and adult services. Knowledge Of/Ability To Knowledge of: Principles, methods and practices of public program administration; laws, rules and regulations governing the operation of a public social services program and the various specialized aid and service programs; Health and Human Services Agency vision, mission and values; functions and services of department and other community agencies and resources specific to duty assignment; current issues related to social services nationally, state-wide, and locally; effective managerial and supervision principles and methods; program supervision and evaluation, and principles and methods; program supervision and evaluation and principles of staff training; coaching, mentoring, and staff development; program management including development, oversight, proposal and grant writing, principles of public funding, budget preparation, fiscal and contract monitoring administration and control; financial and statistical record keeping; correct English usage, grammar, spelling punctuation and vocabulary; program management overseeing at least one or more programs such as Child Protective Services, Adult Protective Services, Resource Family Approval, or a Housing and Homeless Services related Program; strategic planning and implementation of complex programs directed by the State Legislature and the California Department of Social Services with the support and technical assistance of the County Welfare Director’s Association; program integrity through review and analysis of cases to assess trends both positive and negative and establishing and implementing plans to address areas of concern identified to improve the overall performance of a program. Ability to: Establish and maintain positive, effective work relationships with subordinate supervisors and managers, agency staff, government and community organizations and the general public; demonstrate leadership including planning, organization; thinking strategically and setting goals and objectives; analyze problems, consider alternatives; exhibit highly developed interpersonal skills; using tact, patience and courtesy; effectively handle complex and difficult personnel and program management problems with skills and sound judgment; prepare and enforce department procedures relating to personnel; budgeting, financial, and social service compliance and training; communicate effectively both orally and in writing with groups, individuals; read, interpret, apply and explain rules, regulations, policies, and procedures; ensure compliance with policies and regulations; prepare clear, concise recommendations and plans; work collaboratively and effectively with local and state agencies, community partners, agency staff and social services communities; respond constructively to conflict; maintain confidentiality and control of sensitive information; inspire the trust, respect and confidence of others; work independently; prioritize personal workload and that of subordinate staff; train, motivate and effectively direct and evaluate the work supervised staff; exhibit strong initiative, integrity, sound judgment and a high degree of maturity; reason logically; work extended hours including evenings and weekends; travel to different sites and locations within and outside of county; follow safe work practices as directed and trained; safely operator a motor vehicle. Disaster Service Workers: All San Benito County employees are designated “Disaster Service Workers” through state and local laws (CA Government Code Sec. 3100-3109 and Emergency Services Chapter 6 via adoption of local Ordinance No. 361 § 1, 2-25-75). As Disaster Service Workers, all County employees are expected to remain at work, or to report for work as soon as practicable, following significant emergency or disaster. SAN BENITO COUNTY BENEFITS FOR MANAGEMENT EMPLOYEES (This is meant to be an overview of benefits only. For full benefit terms and conditions, please see MOU) Employees in regular, full-time positions will be eligible to participate in the following employee benefits: Pay Day: Employees are paid bi-weekly. Insurance Deductions: The insurance and benefits deductions will take place bi-monthly, normally the first two pay periods of the month. Bank/Credit union and 457 Retirement Deferrals deductions will take place bi-weekly. Vacation: Based on continued years of service. Newly hired MEG employees may be eligible for higher vacation accrual rate for previous public sector experience (verification required). Maximum accruals may apply depending on the bargaining unit. 5 to 9 years of service = 15 days per year 10 to 14 years of service = 18 days per year 15 + years of service = 20 days per year Administrative Leave: Management employees receive 80 hours of administrative leave per calendar year. Forty (40) unused hours can be paid out at the end of the calendar year. Administrative leave is pro-rated. Holidays: 13.5 holidays (including 3 floating) for most employees. Safety officers and dispatchers receive approximately 5% holiday pay in addition to their base pay in lieu of paid holidays off. Sick Leave: 15 days per year. Maximum accruals apply. Medical Plan: Comprehensive CalPERS medical plans available for full-time employees. Employees appointed to a regular position at a time base of 50% or higher are eligible to participate. Increase County contributions to medical effective January 2024. a. Employee Only: $750.00, which would include the PEMHCA Minimum b. Employee Plus One: $1,250.00, which would include the PEMHCA Minimum c. Family: $1,515.00, which would include the PEMHCA Minimum The County's contribution above shall be prorated for positions that are less than .90 FTE rounding to the nearest one-quarter time. HRA: Employee Only Medical Plan: $1,500 maximum Employee Plus One Medical Plan: $3,000 maximum. Employee Plus Family Medical Plan: $4,000 maximum. Employees who are eligible to receive a "cash in lieu of' enrollment in the County's medical plan shall receive a taxable payment of $150 monthly (pro-rated into biweekly installments of $69.23). Dental Plan: County contributes $30 to Delta Dental plan for full-time employees and their families. Vision Plan: The County pays for employee coverage and the employee can pay for dependent coverage. This benefit is available to full-time employees only. Employee Assistance Program: The County provides confidential short-term counseling services to employees and dependents. Life Insurance/AD&D: County pays for a $20,000 BASIC life insurance policy for each employee. Voluntary life insurance plans available. Disability Insurance: Confidential and Management groups participate in the State Disability Insurance. Credit Union: Membership to the Santa Clara Federal Credit Union is available to San Benito County employees. Deferred Compensation: Employees may participate in tax-deferred retirement savings. Three 457 plans are available. Employees may rollover funds from prior 401k or 457 accounts. IRS limits apply. Retirement: Regular employees will be enrolled into the CalPERS retirement system in accordance with the Public Employees' Retirement Law. Employee contributions vary according to bargaining unit. All New Miscellaneous (non-Safety) employees enrolled into the CalPERS retirement system participate in the full formula of 2% at 62. Miscellaneous employees participate in Social Security in addition to CalPERS. Supplemental Insurance: Employees may participate in various AFLAC plans such as accident, disability, and cancer insurances. Flexible Spending Accounts: Health and Dependent Care available, pre-tax deductions. 01 Please be sure to answer the supplemental questions thoroughly and accurately. Applicants are responsible for clearly, completely, and accurately identifying their qualifications. Your responses to the questions must be supported by both the work experience listed on your application as well as your resume. The rating of the supplemental questions may determine your application status and/or rank on the eligible list. Answers such as "see resume" or "see above" will remove you from consideration. I have read and understand the statement above concerning submission of supplemental questionnaire responses. Yes No 02 I understand all County employees will be required to take an Oath of Office and will be called upon to act as Disaster Service Workers, when needed. Yes 03 Do you have at least a bachelor's degree from a four-year college? Yes No 04 Do you have at least two years of experience supervising, managing, or administering social services related programs (i.e. APS, CPS, or programs related to Community Services and Workforce Development)? Yes No 05 Do you possess a valid California operator's license issued by the State of California Department of Motor Vehicles? Yes No 06 This position will manage the agencies. homeless programs from Public Assistance, CSWD and Social Services divisions including the shelter, transitional housing programs, Helping Hands, HSP, HDAP, Homesafe.... etc. Summarize your experience managing homeless programs and your involvement with Continuum of Care, Homeless Managment Information System (HMIS) and Coordinated entry. Required Question Closing Date/Time: 5/7/2024 5:00 PM Pacific
Apr 24, 2024
Full Time
Description Under general direction, to assist in the planning, development, administration, organization, and supervision of several social services programs within the Health and Human Services Agency and to perform related duties as required. DISTINGUISHING CHARACTERISTICS: The Social Services Program Manager classification is utilized in the Children and Adult Services Division or the Community Services and Workforce Development Division. Incumbents may be assigned to any of the functional areas including overseeing more complex systems and programs, requiring significant coordination and direction of employees who are administering these programs. Incumbents report to and assist the Health and Human Services Deputy Director in planning, organizing and supervising the work of Social Workers and support staff in their assigned units. Physical Requirements/Work Environment: Work is performed primarily in an office environment including sitting at a desk working with computer equipment for prolonged periods, and travel for work purposes of training; hear and communicate orally in person, on the phone and in meetings; hand/eye coordination for use of computer/office equipment and performing ergonomics assessments; visual ability to distinguish colors; regularly working with files and general office equipment; safely operate a motor vehicle. Light to moderate lifting and carrying of files; occasionally stand and walk for extended periods. Example of Duties Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law. Incumbents reports to, consults with, and assists the Health and Human Services Deputy Director in the planning, organization, administration and control of activities, services, operations, and staff within the assigned Division; plans, organizes, directs and supervises staff in any of the assigned divisions, informs, advises, and/or requests consultation regarding program changes and the impact of those changes on, for example, client-specific services availability, contracts, with stakeholders, including line and technical staff in the department, Deputy Director, and other County departments; interprets and disseminates policies and procedures related to social services programs; advocates for program changes that streamline workflows and enhance standardization across Counties to meet strategic goals and program compliance requirements; collects data, maintains records, to include project tracking documents, and prepares reports of activities pertaining to program(s) managed; may work directly with homeless, housing and service providers, and community partners to assist with planning, facilitating, implementing, and evaluating programs to support effective coordination, collaboration and operation of services; may participate in State project committees and workgroups that guide the development of program changes and may participate in regional or statewide county meetings; represents the department at community meetings and hearings, if assigned. Minimum Qualifications MINIMUM QUALIFICATIONS: Any combination of education, training and experience that would likely provide the required knowledge, skills and abilities may be considered qualifying. A typical way to obtain the required knowledge, skills and abilities would be: Education: Bachelor’s degree from a 4-year college; preferably in a field of study closely related to job duties but not required. Experience: Two years of responsible experience supervising, managing, or administering social services related programs (i.e. APS, CPS, or programs related to Community Services and Workforce Development), License: Possession of a valid California operator’s license issued by the State of California Department of Motor Vehicles. Special Requirements: Ability to: work irregular hours as necessary; travel within and outside the County as necessary; including evenings, weekends, and holidays.Travel within and outside of the County as necessary.Qualify for security clearance through a background investigation and fingerprint check. Desirable Qualifications: Knowledge of Continuum of Care (CoC) system, Homeless Management Information System (HMIS) and Coordinated Entry; knowledge of homeless and housing State and Federal Agencies; Housing and Development (HUD) program, Housing and Community Development (HCD) program; Homeless Housing Assistance and Prevention (HHAP), or knowledge and background in children and adult services. Knowledge Of/Ability To Knowledge of: Principles, methods and practices of public program administration; laws, rules and regulations governing the operation of a public social services program and the various specialized aid and service programs; Health and Human Services Agency vision, mission and values; functions and services of department and other community agencies and resources specific to duty assignment; current issues related to social services nationally, state-wide, and locally; effective managerial and supervision principles and methods; program supervision and evaluation, and principles and methods; program supervision and evaluation and principles of staff training; coaching, mentoring, and staff development; program management including development, oversight, proposal and grant writing, principles of public funding, budget preparation, fiscal and contract monitoring administration and control; financial and statistical record keeping; correct English usage, grammar, spelling punctuation and vocabulary; program management overseeing at least one or more programs such as Child Protective Services, Adult Protective Services, Resource Family Approval, or a Housing and Homeless Services related Program; strategic planning and implementation of complex programs directed by the State Legislature and the California Department of Social Services with the support and technical assistance of the County Welfare Director’s Association; program integrity through review and analysis of cases to assess trends both positive and negative and establishing and implementing plans to address areas of concern identified to improve the overall performance of a program. Ability to: Establish and maintain positive, effective work relationships with subordinate supervisors and managers, agency staff, government and community organizations and the general public; demonstrate leadership including planning, organization; thinking strategically and setting goals and objectives; analyze problems, consider alternatives; exhibit highly developed interpersonal skills; using tact, patience and courtesy; effectively handle complex and difficult personnel and program management problems with skills and sound judgment; prepare and enforce department procedures relating to personnel; budgeting, financial, and social service compliance and training; communicate effectively both orally and in writing with groups, individuals; read, interpret, apply and explain rules, regulations, policies, and procedures; ensure compliance with policies and regulations; prepare clear, concise recommendations and plans; work collaboratively and effectively with local and state agencies, community partners, agency staff and social services communities; respond constructively to conflict; maintain confidentiality and control of sensitive information; inspire the trust, respect and confidence of others; work independently; prioritize personal workload and that of subordinate staff; train, motivate and effectively direct and evaluate the work supervised staff; exhibit strong initiative, integrity, sound judgment and a high degree of maturity; reason logically; work extended hours including evenings and weekends; travel to different sites and locations within and outside of county; follow safe work practices as directed and trained; safely operator a motor vehicle. Disaster Service Workers: All San Benito County employees are designated “Disaster Service Workers” through state and local laws (CA Government Code Sec. 3100-3109 and Emergency Services Chapter 6 via adoption of local Ordinance No. 361 § 1, 2-25-75). As Disaster Service Workers, all County employees are expected to remain at work, or to report for work as soon as practicable, following significant emergency or disaster. SAN BENITO COUNTY BENEFITS FOR MANAGEMENT EMPLOYEES (This is meant to be an overview of benefits only. For full benefit terms and conditions, please see MOU) Employees in regular, full-time positions will be eligible to participate in the following employee benefits: Pay Day: Employees are paid bi-weekly. Insurance Deductions: The insurance and benefits deductions will take place bi-monthly, normally the first two pay periods of the month. Bank/Credit union and 457 Retirement Deferrals deductions will take place bi-weekly. Vacation: Based on continued years of service. Newly hired MEG employees may be eligible for higher vacation accrual rate for previous public sector experience (verification required). Maximum accruals may apply depending on the bargaining unit. 5 to 9 years of service = 15 days per year 10 to 14 years of service = 18 days per year 15 + years of service = 20 days per year Administrative Leave: Management employees receive 80 hours of administrative leave per calendar year. Forty (40) unused hours can be paid out at the end of the calendar year. Administrative leave is pro-rated. Holidays: 13.5 holidays (including 3 floating) for most employees. Safety officers and dispatchers receive approximately 5% holiday pay in addition to their base pay in lieu of paid holidays off. Sick Leave: 15 days per year. Maximum accruals apply. Medical Plan: Comprehensive CalPERS medical plans available for full-time employees. Employees appointed to a regular position at a time base of 50% or higher are eligible to participate. Increase County contributions to medical effective January 2024. a. Employee Only: $750.00, which would include the PEMHCA Minimum b. Employee Plus One: $1,250.00, which would include the PEMHCA Minimum c. Family: $1,515.00, which would include the PEMHCA Minimum The County's contribution above shall be prorated for positions that are less than .90 FTE rounding to the nearest one-quarter time. HRA: Employee Only Medical Plan: $1,500 maximum Employee Plus One Medical Plan: $3,000 maximum. Employee Plus Family Medical Plan: $4,000 maximum. Employees who are eligible to receive a "cash in lieu of' enrollment in the County's medical plan shall receive a taxable payment of $150 monthly (pro-rated into biweekly installments of $69.23). Dental Plan: County contributes $30 to Delta Dental plan for full-time employees and their families. Vision Plan: The County pays for employee coverage and the employee can pay for dependent coverage. This benefit is available to full-time employees only. Employee Assistance Program: The County provides confidential short-term counseling services to employees and dependents. Life Insurance/AD&D: County pays for a $20,000 BASIC life insurance policy for each employee. Voluntary life insurance plans available. Disability Insurance: Confidential and Management groups participate in the State Disability Insurance. Credit Union: Membership to the Santa Clara Federal Credit Union is available to San Benito County employees. Deferred Compensation: Employees may participate in tax-deferred retirement savings. Three 457 plans are available. Employees may rollover funds from prior 401k or 457 accounts. IRS limits apply. Retirement: Regular employees will be enrolled into the CalPERS retirement system in accordance with the Public Employees' Retirement Law. Employee contributions vary according to bargaining unit. All New Miscellaneous (non-Safety) employees enrolled into the CalPERS retirement system participate in the full formula of 2% at 62. Miscellaneous employees participate in Social Security in addition to CalPERS. Supplemental Insurance: Employees may participate in various AFLAC plans such as accident, disability, and cancer insurances. Flexible Spending Accounts: Health and Dependent Care available, pre-tax deductions. 01 Please be sure to answer the supplemental questions thoroughly and accurately. Applicants are responsible for clearly, completely, and accurately identifying their qualifications. Your responses to the questions must be supported by both the work experience listed on your application as well as your resume. The rating of the supplemental questions may determine your application status and/or rank on the eligible list. Answers such as "see resume" or "see above" will remove you from consideration. I have read and understand the statement above concerning submission of supplemental questionnaire responses. Yes No 02 I understand all County employees will be required to take an Oath of Office and will be called upon to act as Disaster Service Workers, when needed. Yes 03 Do you have at least a bachelor's degree from a four-year college? Yes No 04 Do you have at least two years of experience supervising, managing, or administering social services related programs (i.e. APS, CPS, or programs related to Community Services and Workforce Development)? Yes No 05 Do you possess a valid California operator's license issued by the State of California Department of Motor Vehicles? Yes No 06 This position will manage the agencies. homeless programs from Public Assistance, CSWD and Social Services divisions including the shelter, transitional housing programs, Helping Hands, HSP, HDAP, Homesafe.... etc. Summarize your experience managing homeless programs and your involvement with Continuum of Care, Homeless Managment Information System (HMIS) and Coordinated entry. Required Question Closing Date/Time: 5/7/2024 5:00 PM Pacific
TACOMA PUBLIC SCHOOLS
Tacoma, Washington, United States
Description Tacoma Public Schools First Available Work Date: May 6, 2024 FTE: 0.6875 Hours per day: 5.5 Salary Level: FS/OA/2, $18.95 Work Hours: Monday - Friday, 7:45am - 1:45pm Benefits: This job has the full range of benefits offered by Tacoma Public Schools for Internal staff only. Examples Of Duties This position provides support to nutrition services activities at assigned schools/buildings by performing cashier functions; assists the cook manager with general kitchen duties and/or preparation of large food quantities; responsible for all fiscal records and data entry into Nutrition Services meal accounting system. ESSENTIAL JOB FUNCTIONS 1. Performs cashiering functions during meal service to secure funds for food selection; accurately records daily meal data in Nutrition Services meal accounting system; prepares sales transaction documents; completes daily reports to record activities. 2. Reconciles receipts to meal counts; prepares and forwards money for daily bank deposits as instructed. 3. Assists the cook-manager in preparing and assembling standardized portions food items for the day’s menu and any other items, as designated; may record food temperatures at regular intervals during heating of food items, as instructed. 4. Operates dishwashing, washing machine, and other kitchen equipment, as directed; performs clean up duties in food preparation and servicing area; cleans and sanitizes kitchen equipment and utensils as assigned. 5. May serve food items to students and staff, as assigned. 6. Maintains neat and clean work environment; cleans and stores equipment and tools when job has been completed, as directed. 7. Follows proper safety and sanitation procedures. OTHER JOB DUTIES 1. Maintains and updates knowledge and skills required for success in the position by participating in professional development activities as needed or as assigned. 2. Performs related duties as assigned, on a temporary basis. 3. Attends training meeting, as assigned. 4. Regular, reliable, predictable attendance or physical presence is an essential job requirement and critical to the performance of the work. CONDITIONS Experiences frequent interruptions and inflexible deadlines; required to be precise; occasionally required to deal with difficult and sensitive situations and /or people; required, or may have to travel to District and other sites within the community; may be required to work extended hours as needed; required to operate kitchen equipment with moving parts; may be exposed to hazardous chemicals or high noise levels; may work in freezer and/or refrigeration units for extended periods of time; may be required to shift and prioritize tasks; required to stand and/or walk for prolonged periods; required to perform repetitive tasks; required to perform movements, adopt applicable positions, and demonstrate stamina and exertions needed to prepare meals and clean up; required to lift and carry up to 20 pounds, occasionally lift/move up to 25 to 45 pounds and occasionally team lift/move up to 50 pounds in accordance with established guidelines and proper safety precautions, bend, squat, stoop, kneel, crouch, walk, twist, climb, and/or be mobile. Minimum Qualifications Education and Experience Recent successful experience in performing cashier duties at a school kitchen in the District; successful completion of required in-service; food service work experience, desirable; or any combination of experience and training which provides the applicant with the knowledge, skills, and ability required to perform the work. No high school diploma or GED required. District offering incentives to obtain diploma or GED. Licenses/Special Requirements Must maintain all licenses and certifications as a condition of continued employment. Valid and current Washington State Food Handlers Card. Valid Washington State driver’s license with access to personal transportation. Fingerprints and successful WSP and FBI background clearance/sexual misconduct clearance. Ability to score at the 80% level or higher on the arithmetic test required for the position. Allowable Substitution Additional experience as a food services manager may substitute for up to two years of the educational requirement. Knowledge, Skills, and Abilities Knowledge of safety and sanitation rules and procedures. Knowledge of kitchen layouts and equipment placement. Knowledge of product preparation and equipment operation. Knowledge of English usage including spelling and reading.Skill in logical thinking. Skill in operating various commercial kitchen equipment. Skill in communication. Skill in obtaining, clarifying, and exchanging information. Skill in promoting a quality customer service environment. Ability to organize and prioritize work. Ability to learn operating procedures for institutional-sized kitchen work. Ability to operate personal computer with applicable software applications. Ability to read, understand, and follow written instruction. Ability to concentrate on tasks at hand. Ability to work effectively as a team. Ability to maintain confidentiality. Ability to accurately perform arithmetic calculations, compute, and manage change; track, maintain, and project data accurately in the Nutrition Services meal accounting system. Ability to demonstrate reasonable, reliable, and regular attendance. Ability to follow instructions and accept constructive criticism. Ability to maintain neat appearance and good personal hygiene. Ability to establish and maintain effective working relationships with a variety of people in a multi-cultural, diverse socio-economic setting. Ability to participate as a member of a team. Supplemental Information This job description is not an employment agreement or contract. District administration has the exclusive right to alter this job description at any time without notice. The statements contained herein reflect general details as necessary to describe the primary functions of this job, the level of knowledge and skill typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance the workload. Tacoma Public Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Coordinator: Renee Trueblood, 253-571-1252, civilrights@tacoma.k12.wa.us Title IX Coordinator, Secondary: Wayne Greer, 253-571-1191, wgreer@tacoma.k12.wa.us 504 Coordinator, Elementary: Jennifer Herbold, 253-571-1096, jherbol@tacoma.k12.wa.us 504 Coordinator, Secondary: Megan Nelson, 253-571-1003, mnelson@tacoma.k12.wa.us Mailing address: P.O. Box 1357, Tacoma, WA 98401-1357. Closing Date/Time: 5/12/2024 11:59 PM Pacific
May 07, 2024
Part Time
Description Tacoma Public Schools First Available Work Date: May 6, 2024 FTE: 0.6875 Hours per day: 5.5 Salary Level: FS/OA/2, $18.95 Work Hours: Monday - Friday, 7:45am - 1:45pm Benefits: This job has the full range of benefits offered by Tacoma Public Schools for Internal staff only. Examples Of Duties This position provides support to nutrition services activities at assigned schools/buildings by performing cashier functions; assists the cook manager with general kitchen duties and/or preparation of large food quantities; responsible for all fiscal records and data entry into Nutrition Services meal accounting system. ESSENTIAL JOB FUNCTIONS 1. Performs cashiering functions during meal service to secure funds for food selection; accurately records daily meal data in Nutrition Services meal accounting system; prepares sales transaction documents; completes daily reports to record activities. 2. Reconciles receipts to meal counts; prepares and forwards money for daily bank deposits as instructed. 3. Assists the cook-manager in preparing and assembling standardized portions food items for the day’s menu and any other items, as designated; may record food temperatures at regular intervals during heating of food items, as instructed. 4. Operates dishwashing, washing machine, and other kitchen equipment, as directed; performs clean up duties in food preparation and servicing area; cleans and sanitizes kitchen equipment and utensils as assigned. 5. May serve food items to students and staff, as assigned. 6. Maintains neat and clean work environment; cleans and stores equipment and tools when job has been completed, as directed. 7. Follows proper safety and sanitation procedures. OTHER JOB DUTIES 1. Maintains and updates knowledge and skills required for success in the position by participating in professional development activities as needed or as assigned. 2. Performs related duties as assigned, on a temporary basis. 3. Attends training meeting, as assigned. 4. Regular, reliable, predictable attendance or physical presence is an essential job requirement and critical to the performance of the work. CONDITIONS Experiences frequent interruptions and inflexible deadlines; required to be precise; occasionally required to deal with difficult and sensitive situations and /or people; required, or may have to travel to District and other sites within the community; may be required to work extended hours as needed; required to operate kitchen equipment with moving parts; may be exposed to hazardous chemicals or high noise levels; may work in freezer and/or refrigeration units for extended periods of time; may be required to shift and prioritize tasks; required to stand and/or walk for prolonged periods; required to perform repetitive tasks; required to perform movements, adopt applicable positions, and demonstrate stamina and exertions needed to prepare meals and clean up; required to lift and carry up to 20 pounds, occasionally lift/move up to 25 to 45 pounds and occasionally team lift/move up to 50 pounds in accordance with established guidelines and proper safety precautions, bend, squat, stoop, kneel, crouch, walk, twist, climb, and/or be mobile. Minimum Qualifications Education and Experience Recent successful experience in performing cashier duties at a school kitchen in the District; successful completion of required in-service; food service work experience, desirable; or any combination of experience and training which provides the applicant with the knowledge, skills, and ability required to perform the work. No high school diploma or GED required. District offering incentives to obtain diploma or GED. Licenses/Special Requirements Must maintain all licenses and certifications as a condition of continued employment. Valid and current Washington State Food Handlers Card. Valid Washington State driver’s license with access to personal transportation. Fingerprints and successful WSP and FBI background clearance/sexual misconduct clearance. Ability to score at the 80% level or higher on the arithmetic test required for the position. Allowable Substitution Additional experience as a food services manager may substitute for up to two years of the educational requirement. Knowledge, Skills, and Abilities Knowledge of safety and sanitation rules and procedures. Knowledge of kitchen layouts and equipment placement. Knowledge of product preparation and equipment operation. Knowledge of English usage including spelling and reading.Skill in logical thinking. Skill in operating various commercial kitchen equipment. Skill in communication. Skill in obtaining, clarifying, and exchanging information. Skill in promoting a quality customer service environment. Ability to organize and prioritize work. Ability to learn operating procedures for institutional-sized kitchen work. Ability to operate personal computer with applicable software applications. Ability to read, understand, and follow written instruction. Ability to concentrate on tasks at hand. Ability to work effectively as a team. Ability to maintain confidentiality. Ability to accurately perform arithmetic calculations, compute, and manage change; track, maintain, and project data accurately in the Nutrition Services meal accounting system. Ability to demonstrate reasonable, reliable, and regular attendance. Ability to follow instructions and accept constructive criticism. Ability to maintain neat appearance and good personal hygiene. Ability to establish and maintain effective working relationships with a variety of people in a multi-cultural, diverse socio-economic setting. Ability to participate as a member of a team. Supplemental Information This job description is not an employment agreement or contract. District administration has the exclusive right to alter this job description at any time without notice. The statements contained herein reflect general details as necessary to describe the primary functions of this job, the level of knowledge and skill typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance the workload. Tacoma Public Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Coordinator: Renee Trueblood, 253-571-1252, civilrights@tacoma.k12.wa.us Title IX Coordinator, Secondary: Wayne Greer, 253-571-1191, wgreer@tacoma.k12.wa.us 504 Coordinator, Elementary: Jennifer Herbold, 253-571-1096, jherbol@tacoma.k12.wa.us 504 Coordinator, Secondary: Megan Nelson, 253-571-1003, mnelson@tacoma.k12.wa.us Mailing address: P.O. Box 1357, Tacoma, WA 98401-1357. Closing Date/Time: 5/12/2024 11:59 PM Pacific
SOUTH ORANGE COUNTY COMMUNITY COLLEGE DISTRICT (SOCCC)
Mission Viejo, California, United States
Title: Student Worker (IVC Student Ambassador) Job Category: Students Job Opening Date: July 18, 2023 Job Closing Date: June 30, 2024 Locations: Irvine Valley College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: This is a position for current IVC Students. Students must be enrolled in 12+ units for the Fall/Spring semesters, and 6+ units in the summer to retain employment. Minimum cumulative GPA 2.0. Initial Screening Date: July 10, 2023 Under the direction of the appropriate level manager or administrator, performs a variety of duties in support of Outreach; delivers campus tours; assists with Outreach events and presentations; and provides information and assistance to students, faculty, staff, and the general public. REPRESENTATIVE DUTIES The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. A student's initial experience with a college is critical to their decision on whether to attend. This connection is most impactful when it comes from a peer. Using peer to peer connections, Student Ambassadors share their experiences as current college students to give prospective students, parents, and families a glimpse into life at IVC. Housed in the Office of Outreach Services, the Student Ambassadors assist with campus tours and assist at outreach events at IVC's service area high schools to share their student experiences at IVC. Student Ambassadors provide connection, engagement, and build community among new and prospective students to contribute to their transition to college and success at IVC. Each member of the Student Ambassador team will assist outreach efforts by connecting with prospective students both on and off campus. Student Ambassadors will offer insights and basic information about life as a student at IVC. Student Ambassadors will be expected to attend regular trainings, demonstrate competency around issues of diversity and multiculturalism, and communicate effectively across a range of different audiences. They will share their experiences at IVC in a positive, professional, and welcoming manner. Student Ambassadors will assist with campus tours, assist at campus events, and be the "pulse" of the campus to share student related issues and concerns. IVC is represented at College Nights at high schools in the IVC service area. Student Ambassadors will assist this outreach function by sharing their student experience with prospective students, parents, and families. They will provide peer to peer engagement and connection to IVC. Throughout the week, the Outreach department responds to a variety of requests for campus tours. Student Ambassadors will assist in these tours by connecting directly with students and families. By sharing their student experience, they will help their peers understand the ins and outs of the campus and give the student perspective. This is a key function that connects students initially to IVC. Student Ambassadors will assist with preparing outreach materials for events and organizing/restocking inventory of outreach supplies. Student Ambassadors will also partake in new and innovative outreach marketing efforts such as phone call banking, two-way text messaging, and social media campaigns. Leadership development is a key component of this program and Student Ambassadors will be expected to conduct themselves as representatives of the college at all times. Ambassadors will attend leadership development workshops and activities to help build skillsets that are integral to academic and career success. ABILITY TO: Assist students in locating appropriate resources; provide assistance to students on matters related to assigned area. Communicate clearly and concisely, both orally and in writing in English; use correct English usage, grammar, spelling, punctuation, and vocabulary; understand and follow oral and written directions in English; listen actively and effectively. Establish and maintain cooperative working relationships with students, staff, and faculty, as well as various outside groups associated with or servicing the program to ensure efficient, effective, and correct implementation of departmental objectives. Interact extensively with and respond to requests and inquiries from students, faculty, staff, and public; effectively present information in person or on the telephone to students, staff, or the public; provide excellent customer service. Work with and exhibit sensitivity to and understanding of the varied racial, ethnic, cultural, sexual orientation, academic, socio-economic, and disabled populations of community college students. Work effectively under pressure with frequent interruptions and a high degree of public contact on a variety of tasks concurrently while meeting established deadlines and changing priorities; concentrate on detailed tasks for extended periods of time; work confidentially, independently, and collaboratively. Effectively utilize computer applications and equipment in the performance of duties; adapt to changing technologies and learn functionality of new equipment and systems. Report to work on a regular and consistent basis, as scheduled, to assigned job. Work some evening/weekend shifts as required. Maintain the cleanliness, safety, and organization of assigned area; ensure adherence to safe work practices and procedures; monitor activities in assigned area and enforce policies for proper use and behavior. Participate in trainings and meetings as required. Demonstrate interpersonal skills while using tact, patience, and courtesy. Learn and understand the organization and operation of the assigned department as necessary to assume assigned responsibilities. WORK ENVIRONMENT: Work is performed primarily in a standard office setting with occasional field trips, including those to local high schools and to attend meetings. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. PHYSICAL DEMANDS: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and may occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. See in the normal visual range with or without correction. Hear in the normal audio range with or without correction. ADDITIONAL INFORMATION: PAY: $17.00/hr HOURS PER WEEK: Approximately 15. WORK SCHEDULE: TBD ON-SITE ONLY This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accomodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/22 through 02/14/22 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
Mar 27, 2024
Part Time
Title: Student Worker (IVC Student Ambassador) Job Category: Students Job Opening Date: July 18, 2023 Job Closing Date: June 30, 2024 Locations: Irvine Valley College Department: Pay Grade, for more information click on this link: https://www.socccd.edu/departments/human-resources/contracts-and-salary-schedules Pay Type: Hourly Hours Per Week: 0 Job Description: This is a position for current IVC Students. Students must be enrolled in 12+ units for the Fall/Spring semesters, and 6+ units in the summer to retain employment. Minimum cumulative GPA 2.0. Initial Screening Date: July 10, 2023 Under the direction of the appropriate level manager or administrator, performs a variety of duties in support of Outreach; delivers campus tours; assists with Outreach events and presentations; and provides information and assistance to students, faculty, staff, and the general public. REPRESENTATIVE DUTIES The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. A student's initial experience with a college is critical to their decision on whether to attend. This connection is most impactful when it comes from a peer. Using peer to peer connections, Student Ambassadors share their experiences as current college students to give prospective students, parents, and families a glimpse into life at IVC. Housed in the Office of Outreach Services, the Student Ambassadors assist with campus tours and assist at outreach events at IVC's service area high schools to share their student experiences at IVC. Student Ambassadors provide connection, engagement, and build community among new and prospective students to contribute to their transition to college and success at IVC. Each member of the Student Ambassador team will assist outreach efforts by connecting with prospective students both on and off campus. Student Ambassadors will offer insights and basic information about life as a student at IVC. Student Ambassadors will be expected to attend regular trainings, demonstrate competency around issues of diversity and multiculturalism, and communicate effectively across a range of different audiences. They will share their experiences at IVC in a positive, professional, and welcoming manner. Student Ambassadors will assist with campus tours, assist at campus events, and be the "pulse" of the campus to share student related issues and concerns. IVC is represented at College Nights at high schools in the IVC service area. Student Ambassadors will assist this outreach function by sharing their student experience with prospective students, parents, and families. They will provide peer to peer engagement and connection to IVC. Throughout the week, the Outreach department responds to a variety of requests for campus tours. Student Ambassadors will assist in these tours by connecting directly with students and families. By sharing their student experience, they will help their peers understand the ins and outs of the campus and give the student perspective. This is a key function that connects students initially to IVC. Student Ambassadors will assist with preparing outreach materials for events and organizing/restocking inventory of outreach supplies. Student Ambassadors will also partake in new and innovative outreach marketing efforts such as phone call banking, two-way text messaging, and social media campaigns. Leadership development is a key component of this program and Student Ambassadors will be expected to conduct themselves as representatives of the college at all times. Ambassadors will attend leadership development workshops and activities to help build skillsets that are integral to academic and career success. ABILITY TO: Assist students in locating appropriate resources; provide assistance to students on matters related to assigned area. Communicate clearly and concisely, both orally and in writing in English; use correct English usage, grammar, spelling, punctuation, and vocabulary; understand and follow oral and written directions in English; listen actively and effectively. Establish and maintain cooperative working relationships with students, staff, and faculty, as well as various outside groups associated with or servicing the program to ensure efficient, effective, and correct implementation of departmental objectives. Interact extensively with and respond to requests and inquiries from students, faculty, staff, and public; effectively present information in person or on the telephone to students, staff, or the public; provide excellent customer service. Work with and exhibit sensitivity to and understanding of the varied racial, ethnic, cultural, sexual orientation, academic, socio-economic, and disabled populations of community college students. Work effectively under pressure with frequent interruptions and a high degree of public contact on a variety of tasks concurrently while meeting established deadlines and changing priorities; concentrate on detailed tasks for extended periods of time; work confidentially, independently, and collaboratively. Effectively utilize computer applications and equipment in the performance of duties; adapt to changing technologies and learn functionality of new equipment and systems. Report to work on a regular and consistent basis, as scheduled, to assigned job. Work some evening/weekend shifts as required. Maintain the cleanliness, safety, and organization of assigned area; ensure adherence to safe work practices and procedures; monitor activities in assigned area and enforce policies for proper use and behavior. Participate in trainings and meetings as required. Demonstrate interpersonal skills while using tact, patience, and courtesy. Learn and understand the organization and operation of the assigned department as necessary to assume assigned responsibilities. WORK ENVIRONMENT: Work is performed primarily in a standard office setting with occasional field trips, including those to local high schools and to attend meetings. Duties are typically performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, academic and classified staff, and others. At least minimal environmental controls are in place to assure health and comfort. PHYSICAL DEMANDS: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to verbally communicate to exchange information; and may occasionally travel to other offices or locations to attend meetings or to pick up or deliver materials. See in the normal visual range with or without correction. Hear in the normal audio range with or without correction. ADDITIONAL INFORMATION: PAY: $17.00/hr HOURS PER WEEK: Approximately 15. WORK SCHEDULE: TBD ON-SITE ONLY This position is a short-term, temporary, hourly, Non-Bargaining Unit (NBU) assignment, not to exceed 160 days per fiscal year (July 1-June 30). The assignment is on an as needed basis, and may be shortened or extended at any time, due to departmental needs, with little to no notice. This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application. Employment with the South Orange County Community College District is contingent upon successful completion of the Human Resources pre-employment ("onboarding") process. The Human Resources onboarding process may include, but is not limited to, successful completion of Live Scan fingerprinting (approx.. $70), I-9 completion, background checks, reference checks, TB testing, as well as completion of the online onboarding process. Failure to successfully complete any portion of the onboarding process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment information may result in withdrawal of any conditional job offer or termination of employment. Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis." The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire. Inclusion, Diversity, and Equity: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. Disability Accomodations: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . NBU at-will employment: After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an "if and as needed" basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. Worksite: NBU employees are limited to working in a single position in one department/site Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times. 160-day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. Payroll reporting period: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month. Ex: Pay Period 01/15/22 through 02/14/22 will be paid on March 10th. California Sick leave : NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is provided to all NBU new hires during the onboarding process. Retirement information: NBU employees may not work more than 960 hours from July 1st-June 30th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees' Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. Sexual Harassment/Discrimination: The District is committed to providing an environment that respects the dignity of individuals and groups; is free of sexual harassment, exploitation, intimidation, violence, and other unlawful discrimination, preferential treatment, and harassment, including that which is based on any legally protected characteristic. Equal Employment Opportunity: It is the intent of the Board to establish and maintain within the District and all of its programs and activities a policy of equal opportunity in employment for all persons, and to prohibit discrimination, preferential treatment, or harassment based on sex, age, gender identity, gender expression, race, color, ethnic group identification, national origin, ancestry, religion, mental or physical disability, medical condition, genetic information, pregnancy, marital status or sexual orientation or because an individual is perceived as having one or more of the above characteristics. Confidentiality: Confidentiality of student and staff information is protected under federal law. Any information regarding students or staff that might be accessed in the course of a work assignment through a computer, student file, or other documentation, is to be used strictly to perform my job duties and may only be shared with those who are authorized to have such information. Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s). Campus Crime and Safety Awareness : Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request. Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal. Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. SPECIAL COVID-19 NOTICE: Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during remote work. Thank you for your continued interest in working at the SOCCCD. The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, administrators, and the communities it serves. More information can be found on our District website by visiting https://www.socccd.edu/communications/covid-19-information . NOTICE TO ALL CANDIDATES FOR EMPLOYMENT: The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. SOCCCD will not sponsor any visa applications. DISABILITY ACCOMMODATIONS: If you require special accommodations in the application and/or selection process, please notify District Human Resources (DHR) at least two (2) business days prior to the Job Close Date/Initial Screening Date, by either calling (949) 582-4850 or sending an e-mail to hrinfodesk@socccd.edu . CAMPUS CRIME AND SAFETY AWARENESS: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in the District Human Resources (DHR) office upon request. PLEASE NOTE: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with this District will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the District to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS. DIVERSITY, EQUITY, INCLUSION, AND EQUAL EMPLOYMENT OPPORTUNITY: The South Orange County Community College District is committed to creating an academic and work environment that fosters diversity, equity and inclusion and equal opportunity for all, and ensures that students, faculty, management and staff of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes our district a unique and special place for individuals of all backgrounds. Our District and our colleges are looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join our District, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, administration, and community partners. In deciding whether to apply for a position with our District, you are strongly encouraged to consider whether your values align with our District's mission and goals for EEO, Diversity, Equity, and Inclusion. SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER Important: You must make sure that you have completed your application for a posting by 11:59 p.m. , Pacific Time, on the posting's Job Close Date, along with any required documents , in order to be considered for the position.
Introduction This recruitment is being conducted to fill one full-time Staff Nurse V - Clinical Inpatient opportunity within the San Joaquin General Hospital's Labor & Delivery Department and to establish an eligible list which may be used to fill future vacancies. This position will work the day shift. Staff Nurse V-Clinical is the advanced clinical-level class in the Staff Nurse series . Incumbents play a key role in assisting Nursing Administration as a Clinical Educator for the Labor and Delivery Department. This department encompasses the following Units: Labor & Delivery, Nursery, and Post-Partum Care. Ideal candidates should demonstrate strong preceptor experience with an acute care Maternity Center setting, problem solving skills, promote growth of current nursing staff, possess OB scrub and circulating experience, and possess an ability to work in a fast-paced multi-tasking environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment provides an opportunity to make a difference as a team player on a high functioning multi-disciplinary team. Salary Information (base salary): Staff Nurse V - Clinical Inpatient Bi-Weekly Salary $5,104 - $6,203 Monthly Salary $11,058 - $13,440 Yearly Salary $132,704 - $161,283 A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more. The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Standby Pay: 33% of base salary Longevity Pay: 7.5% of base salary after 10 years (20,800 regular paid hours) 10% of base salary after 15 years (31,200 regular paid hours) 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. The following incentives and bonuses may be available for eligible full time 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) 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 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. Either Education : Bachelor's Degree in Nursing or related field. Experience : Two (2) years experience in a Family Maternity Center with one (1) year being equivalent to a Staff Nurse IV. OR Certification : National Certification Experience : Two (2) years experience in a Family Maternity Center with one (1) year being equivalent to a Staff Nurse IV. AND Certification : Successful completion of an approved Fetal Heart Monitoring Course, Advanced Fetal Heart Monitoring Course, Neonatal Resuscitation Course, and Preceptor Course or equivalent class. Licenses : Current registration as a nurse in the State of California. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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 This recruitment is being conducted to fill one full-time Staff Nurse V - Clinical Inpatient opportunity within the San Joaquin General Hospital's Labor & Delivery Department and to establish an eligible list which may be used to fill future vacancies. This position will work the day shift. Staff Nurse V-Clinical is the advanced clinical-level class in the Staff Nurse series . Incumbents play a key role in assisting Nursing Administration as a Clinical Educator for the Labor and Delivery Department. This department encompasses the following Units: Labor & Delivery, Nursery, and Post-Partum Care. Ideal candidates should demonstrate strong preceptor experience with an acute care Maternity Center setting, problem solving skills, promote growth of current nursing staff, possess OB scrub and circulating experience, and possess an ability to work in a fast-paced multi-tasking environment. San Joaquin General Hospital is a public hospital, designated level II Trauma Center and Certified Stroke Center. This teaching hospital environment provides an opportunity to make a difference as a team player on a high functioning multi-disciplinary team. Salary Information (base salary): Staff Nurse V - Clinical Inpatient Bi-Weekly Salary $5,104 - $6,203 Monthly Salary $11,058 - $13,440 Yearly Salary $132,704 - $161,283 A comprehensive benefits package and ability to participate in the San Joaquin County Employees’ Retirement Association (SJCERA) is provided. Visit www.sjcera.org to learn more. The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Standby Pay: 33% of base salary Longevity Pay: 7.5% of base salary after 10 years (20,800 regular paid hours) 10% of base salary after 15 years (31,200 regular paid hours) 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. The following incentives and bonuses may be available for eligible full time 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) 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 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. Either Education : Bachelor's Degree in Nursing or related field. Experience : Two (2) years experience in a Family Maternity Center with one (1) year being equivalent to a Staff Nurse IV. OR Certification : National Certification Experience : Two (2) years experience in a Family Maternity Center with one (1) year being equivalent to a Staff Nurse IV. AND Certification : Successful completion of an approved Fetal Heart Monitoring Course, Advanced Fetal Heart Monitoring Course, Neonatal Resuscitation Course, and Preceptor Course or equivalent class. Licenses : Current registration as a nurse in the State of California. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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
CITY OF VENTURA, CA
501 Poli Street, Ventura, California 93001, USA
THE POSITION The City of Ventura is hiring! The City of Ventura’s Parks and Recreation Department is actively hiring for part-time, extra-help Recreation Leader I/II and Recreation Specialist positions. Recreation Leader I/II and Recreation Specialists work under general supervision and may provide on-sight supervision, oversight, instruction, and support for a variety of programs, tours, and recreation activities in the areas of sports, cultural arts, interpretive and adaptive services, and other related parks, recreation, senior, youth, and community programs and services. The ideal candidate has the following attributes: Enjoys working with people of different backgrounds and ages, Enjoys working outdoors, in all types of weather, Enjoys physical fitness and can perform physical activities for several hours at a time Is organized and able to communicate clearly both verbally and in writing, to people of all ages and backgrounds Depending on your level of experience and the operational needs of each program, vacancies may be filled at any an appropriate level. Recreation Leader I/II : Provides task-oriented support to recreation and cultural programs, operations, activities, services, and events. Recreation Specialist : Plans, organizes, and coordinates a community program in a specialized area requiring advanced knowledge, skills or ability related to that area; trains support staff and may work on projects within a given field. May provide transportation for participants, driving a city vehicle. These are temporary, extra-help positions, working up to 20 hours per week and paid on an hourly basis. Assignments may include working at night, weekends, holidays, and include travel to game or tour locations. --------------------------------------------------------------------------------------------------------------------------- Depending on assignment, duties may include, but are not limited to, the following: SPORTS LEAGUE PROGRAMS (year-round) - $16.00 - $18.85 per hour Provide site supervision or act as an attendant monitoring and overseeing a variety of youth and adult sporting events, including basketball, softball, volleyball, soccer, and flag football. Duties may include scorekeeping, scheduling, communicating with staff and participants, cash management (making deposits), and completing related reports. Must have some experience in team sports or outdoor recreation. SAILING CENTER PROGRAMS (year-round) - $16.00 - $18.85 per hour Provide on-site supervision, instruction, and support with special events and activities in the areas of sailing, kayaking, and stand-up paddle boarding. May assist with maintenance and upkeep of necessary equipment. Must possess CPR and First Aid certifications. YOUTH AFTER SCHOOL & CAMP PROGRAMS (year-round) - $16.00 - $18.85 per hour Depending on assignment, may provide support and/or oversight with the following programs: PEAK After School Programs : Coordinate after school youth enrichment activities at school sites, provide homework assistance, and organize day-to-day activities including sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. Westpark Community Center : Coordinate after school enrichment activities at Westpark Community Center, provide homework assistance, and organize day-to-day activities including sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. May support youth soccer, basketball, and flag football sports leagues. School Break Camp Programs : Coordinate and organize school break activities at indoor and outdoor program sites throughout the city. Lead activities, sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. ARTS & CULTURE PROGRAMS (year-round) - $16.00 - $21.00 per hour Depending on assignment, may provide program and facility support including customer service, data entry, clerical duties, special projects, facility rental oversight, and/or support with the following programs: Historic Programs : Teach hands-on education programs to preschool through 6th grade students at the historic Olivas Adobe. Facilitate educational tours and activities to individuals of all ages at the city’s historic sites with a focus on local history. Public Art : Schedule, coordinate, and conduct tours of the city’s Municipal Art Collection for individuals of all ages. Support Public Art program operations and activities including training program volunteers. Special Events : Provide event support including set-up and breakdown of city-sponsored events such as the Music Under the Stars summer concert series and 4th of July Street Fair. Requires weekend availability. Cultural Arts Classes : Teach creative and performing arts classes for participants of all ages. Arts & Culture Tour Program : Assist in tour planning, coordination, billing, reporting, marketing, and computer record maintenance. Support the coordination of tour escorts, vendors, and bus charters. Tour Bus Driver : Provide tour transportation, assist participants, and complete travel documentation. A valid California DMV Class B Driver license with passenger endorsement, current medical certificate, and completed DOT training is required. General knowledge of wheelchairs and mechanical lifts is desirable. SENIORS & COMMUNITY SERVICE PROGRAMS (year-round) - $16.00 - $21.00 per hour Depending on assignment, duties may include, but are not limited to, the following: Facility Attendant: Provide site supervision or act as an attendant monitoring and assisting with set-up and break-down of tables, equipment or other materials used during rental period. Duties may include ensuring permit policies are followed, meeting with prospective renters to explain site policies, overseeing opening and closing procedures and supporting annual Parks & Recreation events and programs. Community Gardens : Provide care and maintenance of community garden common areas, pathways, vacant plots, and garden supplies. May facilitate tours and orientations to prospective gardeners and host classes and volunteer workdays on weekends. Volunteer Programs : Support volunteer program operations including hosting onsite volunteer projects, maintaining the volunteer program database, and assisting with volunteer outreach and social media. Requires weekend availability. Senior Nutrition Program : Under the supervision of the Senior Nutrition Program Specialist, assist with the preparation and serving of meals to program participants, train and oversee program volunteers, and support program data entry, cash handling, filing, clerical duties, and special projects. Customer Service Representative : Assist customers over the phone, in-person, and by email with class registrations and information; support the Department with data entry, cash handling, filing, clerical duties, and on special projects. --------------------------------------------------------------------------------------------------------------------------- Additional Information To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Recreation Leader I/II and Recreation Specialist . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Recreation Leader I/II A combination of education, training and experience which provides the required skills, knowledge and abilities is required. License: Depending on assignment, possession of a valid California Class C driver's license may be required. If the position requires driving a mini-bus or van, a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. If the position requires driving a mini-bus or van, drug-testing is required, according to the Department of Transportation (DOT). When assigned to Sailing/Kayaking/Stand-up Paddle Boarding programs, CPR and First Aid certifications are required. Recreation Specialist A combination of training, education, and experience equivalent to graduation from high school and sufficient work experience in the specialty area to acquire the knowledge, skills and abilities necessary to perform independently without close supervision are required. License: Depending on assignment, possession of a valid California Class C driver's license may be required. If the position requires driving a mini-bus or van, a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. If the position requires driving a mini-bus or van, drug-testing is required, according to the Department of Transportation (DOT). APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire. Applications are reviewed on a continuous basis. Candidates are encouraged to apply promptly. Open until filled. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions are reviewed on a continuous basis. For initial consideration, applicants are encouraged to apply promptly. Please note, the recruitment may close without notice. Application Review Process : All applications and supplemental questionnaires submitted will be screened in relation to the criteria outlined in this job announcement. Candidates will be reviewed and only those candidates determined to be most qualified on the basis of experience, training and education, as submitted, will be invited to participate further in the selection process. Department Selection Interview : A select number of candidates will be invited to participate in an interview process that will be scheduled once a sufficient number of qualified applications have been received for this position. Selected candidates will be notified if selected for an interview. Please note, given the current COVID-19 situation, initial panel interviews may be conducted via video teleconference. Selected applicants will be notified of specifics at the appropriate time. The Eligibility List established for this classification may be used to fill other regular and temporary vacancies at the discretion of the City. --------------------------------------------------------------------------------------------------------------------------- In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
Mar 08, 2024
Temporary
THE POSITION The City of Ventura is hiring! The City of Ventura’s Parks and Recreation Department is actively hiring for part-time, extra-help Recreation Leader I/II and Recreation Specialist positions. Recreation Leader I/II and Recreation Specialists work under general supervision and may provide on-sight supervision, oversight, instruction, and support for a variety of programs, tours, and recreation activities in the areas of sports, cultural arts, interpretive and adaptive services, and other related parks, recreation, senior, youth, and community programs and services. The ideal candidate has the following attributes: Enjoys working with people of different backgrounds and ages, Enjoys working outdoors, in all types of weather, Enjoys physical fitness and can perform physical activities for several hours at a time Is organized and able to communicate clearly both verbally and in writing, to people of all ages and backgrounds Depending on your level of experience and the operational needs of each program, vacancies may be filled at any an appropriate level. Recreation Leader I/II : Provides task-oriented support to recreation and cultural programs, operations, activities, services, and events. Recreation Specialist : Plans, organizes, and coordinates a community program in a specialized area requiring advanced knowledge, skills or ability related to that area; trains support staff and may work on projects within a given field. May provide transportation for participants, driving a city vehicle. These are temporary, extra-help positions, working up to 20 hours per week and paid on an hourly basis. Assignments may include working at night, weekends, holidays, and include travel to game or tour locations. --------------------------------------------------------------------------------------------------------------------------- Depending on assignment, duties may include, but are not limited to, the following: SPORTS LEAGUE PROGRAMS (year-round) - $16.00 - $18.85 per hour Provide site supervision or act as an attendant monitoring and overseeing a variety of youth and adult sporting events, including basketball, softball, volleyball, soccer, and flag football. Duties may include scorekeeping, scheduling, communicating with staff and participants, cash management (making deposits), and completing related reports. Must have some experience in team sports or outdoor recreation. SAILING CENTER PROGRAMS (year-round) - $16.00 - $18.85 per hour Provide on-site supervision, instruction, and support with special events and activities in the areas of sailing, kayaking, and stand-up paddle boarding. May assist with maintenance and upkeep of necessary equipment. Must possess CPR and First Aid certifications. YOUTH AFTER SCHOOL & CAMP PROGRAMS (year-round) - $16.00 - $18.85 per hour Depending on assignment, may provide support and/or oversight with the following programs: PEAK After School Programs : Coordinate after school youth enrichment activities at school sites, provide homework assistance, and organize day-to-day activities including sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. Westpark Community Center : Coordinate after school enrichment activities at Westpark Community Center, provide homework assistance, and organize day-to-day activities including sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. May support youth soccer, basketball, and flag football sports leagues. School Break Camp Programs : Coordinate and organize school break activities at indoor and outdoor program sites throughout the city. Lead activities, sports, games, and special programs. May develop curriculum and provide instruction related to sports, enrichment, music, or dance. ARTS & CULTURE PROGRAMS (year-round) - $16.00 - $21.00 per hour Depending on assignment, may provide program and facility support including customer service, data entry, clerical duties, special projects, facility rental oversight, and/or support with the following programs: Historic Programs : Teach hands-on education programs to preschool through 6th grade students at the historic Olivas Adobe. Facilitate educational tours and activities to individuals of all ages at the city’s historic sites with a focus on local history. Public Art : Schedule, coordinate, and conduct tours of the city’s Municipal Art Collection for individuals of all ages. Support Public Art program operations and activities including training program volunteers. Special Events : Provide event support including set-up and breakdown of city-sponsored events such as the Music Under the Stars summer concert series and 4th of July Street Fair. Requires weekend availability. Cultural Arts Classes : Teach creative and performing arts classes for participants of all ages. Arts & Culture Tour Program : Assist in tour planning, coordination, billing, reporting, marketing, and computer record maintenance. Support the coordination of tour escorts, vendors, and bus charters. Tour Bus Driver : Provide tour transportation, assist participants, and complete travel documentation. A valid California DMV Class B Driver license with passenger endorsement, current medical certificate, and completed DOT training is required. General knowledge of wheelchairs and mechanical lifts is desirable. SENIORS & COMMUNITY SERVICE PROGRAMS (year-round) - $16.00 - $21.00 per hour Depending on assignment, duties may include, but are not limited to, the following: Facility Attendant: Provide site supervision or act as an attendant monitoring and assisting with set-up and break-down of tables, equipment or other materials used during rental period. Duties may include ensuring permit policies are followed, meeting with prospective renters to explain site policies, overseeing opening and closing procedures and supporting annual Parks & Recreation events and programs. Community Gardens : Provide care and maintenance of community garden common areas, pathways, vacant plots, and garden supplies. May facilitate tours and orientations to prospective gardeners and host classes and volunteer workdays on weekends. Volunteer Programs : Support volunteer program operations including hosting onsite volunteer projects, maintaining the volunteer program database, and assisting with volunteer outreach and social media. Requires weekend availability. Senior Nutrition Program : Under the supervision of the Senior Nutrition Program Specialist, assist with the preparation and serving of meals to program participants, train and oversee program volunteers, and support program data entry, cash handling, filing, clerical duties, and special projects. Customer Service Representative : Assist customers over the phone, in-person, and by email with class registrations and information; support the Department with data entry, cash handling, filing, clerical duties, and on special projects. --------------------------------------------------------------------------------------------------------------------------- Additional Information To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Recreation Leader I/II and Recreation Specialist . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Recreation Leader I/II A combination of education, training and experience which provides the required skills, knowledge and abilities is required. License: Depending on assignment, possession of a valid California Class C driver's license may be required. If the position requires driving a mini-bus or van, a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. If the position requires driving a mini-bus or van, drug-testing is required, according to the Department of Transportation (DOT). When assigned to Sailing/Kayaking/Stand-up Paddle Boarding programs, CPR and First Aid certifications are required. Recreation Specialist A combination of training, education, and experience equivalent to graduation from high school and sufficient work experience in the specialty area to acquire the knowledge, skills and abilities necessary to perform independently without close supervision are required. License: Depending on assignment, possession of a valid California Class C driver's license may be required. If the position requires driving a mini-bus or van, a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. If the position requires driving a mini-bus or van, drug-testing is required, according to the Department of Transportation (DOT). APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire. Applications are reviewed on a continuous basis. Candidates are encouraged to apply promptly. Open until filled. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions are reviewed on a continuous basis. For initial consideration, applicants are encouraged to apply promptly. Please note, the recruitment may close without notice. Application Review Process : All applications and supplemental questionnaires submitted will be screened in relation to the criteria outlined in this job announcement. Candidates will be reviewed and only those candidates determined to be most qualified on the basis of experience, training and education, as submitted, will be invited to participate further in the selection process. Department Selection Interview : A select number of candidates will be invited to participate in an interview process that will be scheduled once a sufficient number of qualified applications have been received for this position. Selected candidates will be notified if selected for an interview. Please note, given the current COVID-19 situation, initial panel interviews may be conducted via video teleconference. Selected applicants will be notified of specifics at the appropriate time. The Eligibility List established for this classification may be used to fill other regular and temporary vacancies at the discretion of the City. --------------------------------------------------------------------------------------------------------------------------- In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
CITY OF VENTURA, CA
501 Poli Street, Ventura, California 93001, USA
THE POSITION The City of Ventura is hiring! We are now accepting Lifeguard I-II/Swimming Instructor applications for the Summer 2024 Aquatics Program . Join the City of Ventura's team of water safety professionals at our state-of-the-art aquatic center. Our complex features a 50-meter competition pool, 25-meter recreation pool, a zero-depth water playground, and two 20-foot waterslides. As a Lifeguard II/Swimming Instructor, you must have the ability to: Instruct swimming lessons for all age groups and ability levels following American Red Cross Water Safety Instructor techniques and lesson plans. Considerately and with patience, enforce pool rules, providing a safe and accident-free aquatics environment. Assess swimmers’ abilities to avoid unsafe conditions. Administer CPR when necessary. Maintain records and reports. Communicate effectively with patrons and other staff members. Perform daily pool maintenance including set-up and take down of equipment. If you enjoy working with kids, are dependable, have a passion swimming/teaching, and have consistent availability during the months of June - August 2024, consider applying for these exciting seasonal Lifeguard II/Swimming Instructor vacancies by the June 4, 2024, 5:30pm deadline! Applications will be reviewed on a weekly basis. Currently, there are 35 vacancies for Lifeguard I-II/Swimming Instructor. For more information about the Ventura Aquatic Center, visit http://www.cityofventura.ca.gov/aquatics . --------------------------------------------------------------------------------------------------------------------------- Additional Information To be considered for these seasonal lifeguard I-II or swimming instructor positions, please complete an online City Job Application and supplemental questionnaire by the filing deadline, June 4 , 2024 at 5:30pm . Applications will be reviewed on a weekly basis. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Lifeguard I-II/Swim Instructor . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Candidates must be at least 16 years of age at time of appointment, show proof of American Red Cross Lifeguard Training Certification (if certified), successfully complete the physical assessment test and interview process, attend the Lifeguard Recruitment Training Program, facility orientation/skills test, and possess the following certifications by appointment: American Red Cross Lifeguard Training. American Red Cross Water Safety Instructor. Title 22 - First Aid for Public Safety Personnel. APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire by the filing deadline. The preferred method to submit your application is online at www.cityofventura.ca.gov/jobs . If you are unable to submit an online application, you may request paper application materials by calling (805) 654-7853 during regular business hours or emailing recruitment@cityofventura.ca.gov. Paper applications and answers to the supplemental questionnaire can be Faxed to (805) 648-4467 or mailed to City Hall at: 501 Poli Street, Room 210; Ventura, CA 93001. If you FAX, it is highly recommended that you also send the original documents via mail. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions will be accepted until June 4 , 2024 , at 5:30 p.m . Applications reviewed on a weekly basis. SELECTION PROCESS: Notice to all applicants: to be considered for vacancies, you must take and pass a Physical Assessment Test (outlined below). Applicants do not have to possess the required certifications to attend the Physical Assessment Test. If invited to attend the Lifeguard Recruitment Training Program, the City of Ventura will provide the American Red Cross Lifeguard Training Certification at no course fee to the applicant. If hired, there is mandatory pre-season training the weekend of June 8, 2024 - June 9, 2024. Lifeguard I-II/Swimming Instructor positions are required to obtain their Water Safety Instructor Certification, independently. Classes are offered at Ventura Aquatic Center. Swimming Instructor applicants : Bring a copy of your application confirmation e-mail to the Physical Assessment Test. Complete the Physical Assessment Testing and subsequent selection steps outlined below. PHYSICAL ASSESSMENT TESTING The Physical Assessment Test consists of a 400- yard swim in under 7 ½ minutes and a 10-lb. brick tread for 1 minute. All skills are pass/fail. Applicants are only required to attend one date. Physical Assessment Testing will be held at the Ventura Aquatic Center located at 901 S. Kimball Road, Ventura, CA. Physical Assessment On the date of your Physical Assessment Test you MUST bring the following: A photo ID verifying date of birth Copy of your confirmation e-mail as proof of applying Physical assessments will take place between March 1, 2024 - March 23, 2024 . Please call 805-654-7514 to schedule. Completion of additional forms related to employment, education, and reference information may be required on the date of your Physical Assessment Test. INTERVIEWS After your Physical Assessment Test, selected applicants will be scheduled for an interview date/time. Interviews are tentatively scheduled and will determine candidates selected to attend the Lifeguard Recruitment Training Program. LIFEGUARD RECRUITMENT TRAINING AND FACILITY ORIENTATION Applicants selected from the interviews will be invited to attend the Lifeguard Recruitment Training (LRT) program, facility orientation and skills test. Attendance on all dates is required in order to successfully complete the course to be considered for this position. Training will consist of American Red Cross Lifeguard Training, CPR for the Professional Rescuer First Aid, and Emergency Medical Response courses, as well as City of Ventura Aquatics Section policies and physical conditioning sessions. Current possession of these certificates does not replace the requirement of attending Lifeguard Recruitment Training. Those successfully completing the skills test and LRT will be placed on a hiring list. All hiring of new staff will be done from this list. For those hired, there is a MANDATORY pre-season training scheduled for the weekend of June 8, 2024 - June 9, 2024 . ATTENDANCE AT ALL SESSIONS DURING LIFEGUARD RECRUITMENT TRAINING IS HIGHLY ADVISED. FAILURE TO ATTEND MAY RESULT IN THE DISQUALIFICATION OF THE APPLICANT. In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2023/2024 Operating and Capital budget totals approximately $428.8 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the FY2023-24 Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: 6/4/2024 5:30 PM Pacific
Mar 08, 2024
Temporary
THE POSITION The City of Ventura is hiring! We are now accepting Lifeguard I-II/Swimming Instructor applications for the Summer 2024 Aquatics Program . Join the City of Ventura's team of water safety professionals at our state-of-the-art aquatic center. Our complex features a 50-meter competition pool, 25-meter recreation pool, a zero-depth water playground, and two 20-foot waterslides. As a Lifeguard II/Swimming Instructor, you must have the ability to: Instruct swimming lessons for all age groups and ability levels following American Red Cross Water Safety Instructor techniques and lesson plans. Considerately and with patience, enforce pool rules, providing a safe and accident-free aquatics environment. Assess swimmers’ abilities to avoid unsafe conditions. Administer CPR when necessary. Maintain records and reports. Communicate effectively with patrons and other staff members. Perform daily pool maintenance including set-up and take down of equipment. If you enjoy working with kids, are dependable, have a passion swimming/teaching, and have consistent availability during the months of June - August 2024, consider applying for these exciting seasonal Lifeguard II/Swimming Instructor vacancies by the June 4, 2024, 5:30pm deadline! Applications will be reviewed on a weekly basis. Currently, there are 35 vacancies for Lifeguard I-II/Swimming Instructor. For more information about the Ventura Aquatic Center, visit http://www.cityofventura.ca.gov/aquatics . --------------------------------------------------------------------------------------------------------------------------- Additional Information To be considered for these seasonal lifeguard I-II or swimming instructor positions, please complete an online City Job Application and supplemental questionnaire by the filing deadline, June 4 , 2024 at 5:30pm . Applications will be reviewed on a weekly basis. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Lifeguard I-II/Swim Instructor . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Candidates must be at least 16 years of age at time of appointment, show proof of American Red Cross Lifeguard Training Certification (if certified), successfully complete the physical assessment test and interview process, attend the Lifeguard Recruitment Training Program, facility orientation/skills test, and possess the following certifications by appointment: American Red Cross Lifeguard Training. American Red Cross Water Safety Instructor. Title 22 - First Aid for Public Safety Personnel. APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire by the filing deadline. The preferred method to submit your application is online at www.cityofventura.ca.gov/jobs . If you are unable to submit an online application, you may request paper application materials by calling (805) 654-7853 during regular business hours or emailing recruitment@cityofventura.ca.gov. Paper applications and answers to the supplemental questionnaire can be Faxed to (805) 648-4467 or mailed to City Hall at: 501 Poli Street, Room 210; Ventura, CA 93001. If you FAX, it is highly recommended that you also send the original documents via mail. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions will be accepted until June 4 , 2024 , at 5:30 p.m . Applications reviewed on a weekly basis. SELECTION PROCESS: Notice to all applicants: to be considered for vacancies, you must take and pass a Physical Assessment Test (outlined below). Applicants do not have to possess the required certifications to attend the Physical Assessment Test. If invited to attend the Lifeguard Recruitment Training Program, the City of Ventura will provide the American Red Cross Lifeguard Training Certification at no course fee to the applicant. If hired, there is mandatory pre-season training the weekend of June 8, 2024 - June 9, 2024. Lifeguard I-II/Swimming Instructor positions are required to obtain their Water Safety Instructor Certification, independently. Classes are offered at Ventura Aquatic Center. Swimming Instructor applicants : Bring a copy of your application confirmation e-mail to the Physical Assessment Test. Complete the Physical Assessment Testing and subsequent selection steps outlined below. PHYSICAL ASSESSMENT TESTING The Physical Assessment Test consists of a 400- yard swim in under 7 ½ minutes and a 10-lb. brick tread for 1 minute. All skills are pass/fail. Applicants are only required to attend one date. Physical Assessment Testing will be held at the Ventura Aquatic Center located at 901 S. Kimball Road, Ventura, CA. Physical Assessment On the date of your Physical Assessment Test you MUST bring the following: A photo ID verifying date of birth Copy of your confirmation e-mail as proof of applying Physical assessments will take place between March 1, 2024 - March 23, 2024 . Please call 805-654-7514 to schedule. Completion of additional forms related to employment, education, and reference information may be required on the date of your Physical Assessment Test. INTERVIEWS After your Physical Assessment Test, selected applicants will be scheduled for an interview date/time. Interviews are tentatively scheduled and will determine candidates selected to attend the Lifeguard Recruitment Training Program. LIFEGUARD RECRUITMENT TRAINING AND FACILITY ORIENTATION Applicants selected from the interviews will be invited to attend the Lifeguard Recruitment Training (LRT) program, facility orientation and skills test. Attendance on all dates is required in order to successfully complete the course to be considered for this position. Training will consist of American Red Cross Lifeguard Training, CPR for the Professional Rescuer First Aid, and Emergency Medical Response courses, as well as City of Ventura Aquatics Section policies and physical conditioning sessions. Current possession of these certificates does not replace the requirement of attending Lifeguard Recruitment Training. Those successfully completing the skills test and LRT will be placed on a hiring list. All hiring of new staff will be done from this list. For those hired, there is a MANDATORY pre-season training scheduled for the weekend of June 8, 2024 - June 9, 2024 . ATTENDANCE AT ALL SESSIONS DURING LIFEGUARD RECRUITMENT TRAINING IS HIGHLY ADVISED. FAILURE TO ATTEND MAY RESULT IN THE DISQUALIFICATION OF THE APPLICANT. In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2023/2024 Operating and Capital budget totals approximately $428.8 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the FY2023-24 Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: 6/4/2024 5:30 PM Pacific
CITY OF VENTURA, CA
501 Poli Street, Ventura, California 93001, USA
THE POSITION The City of Ventura is accepting applications for the position of Police Cadet. The Police Cadet is responsible for performing a wide variety of routine duties to assist Police Department personnel in accomplishing their activities. The Police Cadet is a training position intended to provide incumbents with exposure to the full spectrum of Police operations and procedures, as preparation for a future career related to law enforcement. Police Cadets are "extra help" positions, working approximately 20 hours per week, to a maximum of 1,000 hours per fiscal year. Cadets may work rotating shifts including nights, weekends, and holidays. The ideal candidate for this position 1) has completed or is enrolled in criminal justice program courses, 2) is interested in a law enforcement career and enjoys contributing to public safety in the community, and 3) has excellent interpersonal and communications skills, and can respond diplomatically and tactfully to people of diverse backgrounds. To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City's Career Page at www.cityofventura.ca.gov/jobs or by selecting here Police Cadet . POSITION QUALIFICATIONS A combination of education, training and experience equivalent to graduation from high school and six months of experience involving public contact are required. Police Cadets must be at least 18 years of age at the time of appointment. License: Possession of a valid California Class C driver license and acceptable driving record are required. APPLICATION AND INTERVIEW PROCESS Applications and supplemental questions are accepted on a continuous basis and candidates should apply promptly to be considered for upcoming vacancies. This position is open until filled. Submit an online City job application and supplemental questionnaire. Applications and supplemental questions are reviewed on a continuous basis and candidates are encouraged to apply promptly at www.cityofventura.ca.gov/jobs . It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. After you apply, all future correspondence from the City will be via E-Mail. Please check your messages regularly, and keep your contact information up to date using your on-line application. In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
Apr 22, 2024
Temporary
THE POSITION The City of Ventura is accepting applications for the position of Police Cadet. The Police Cadet is responsible for performing a wide variety of routine duties to assist Police Department personnel in accomplishing their activities. The Police Cadet is a training position intended to provide incumbents with exposure to the full spectrum of Police operations and procedures, as preparation for a future career related to law enforcement. Police Cadets are "extra help" positions, working approximately 20 hours per week, to a maximum of 1,000 hours per fiscal year. Cadets may work rotating shifts including nights, weekends, and holidays. The ideal candidate for this position 1) has completed or is enrolled in criminal justice program courses, 2) is interested in a law enforcement career and enjoys contributing to public safety in the community, and 3) has excellent interpersonal and communications skills, and can respond diplomatically and tactfully to people of diverse backgrounds. To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City's Career Page at www.cityofventura.ca.gov/jobs or by selecting here Police Cadet . POSITION QUALIFICATIONS A combination of education, training and experience equivalent to graduation from high school and six months of experience involving public contact are required. Police Cadets must be at least 18 years of age at the time of appointment. License: Possession of a valid California Class C driver license and acceptable driving record are required. APPLICATION AND INTERVIEW PROCESS Applications and supplemental questions are accepted on a continuous basis and candidates should apply promptly to be considered for upcoming vacancies. This position is open until filled. Submit an online City job application and supplemental questionnaire. Applications and supplemental questions are reviewed on a continuous basis and candidates are encouraged to apply promptly at www.cityofventura.ca.gov/jobs . It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. After you apply, all future correspondence from the City will be via E-Mail. Please check your messages regularly, and keep your contact information up to date using your on-line application. In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
CITY OF VENTURA, CA
501 Poli Street, Ventura, California 93001, USA
THE POSITION The City of Ventura is hiring! The City of Ventura’s Parks and Recreation Department is actively hiring for part-time, extra-help Recreation Specialist positions. Recreation Specialists, Tour Bus Drive, p rovides tour transportation, assist participants, and completes travel documentation for a variety of programs, tours, and recreation activities in the areas of sports, cultural arts, interpretive and adaptive services, and other related parks, recreation, senior, youth, and community programs and services. . A valid California DMV Class B Driver license with passenger endorsement, current medical certificate, and completed DOT training is required. General knowledge of wheelchairs and mechanical lifts is desirable. The ideal candidate has the following attributes: Enjoys working with people of different backgrounds and ages, Enjoys driving, in all types of weather, Is organized and able to communicate clearly both verbally and in writing, to people of all ages and backgrounds These are temporary, extra-help positions, working up to 20 hours per week and paid on an hourly basis. Assignments may include working at night, weekends, holidays, and include travel to game or tour locations. Additional Information To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Recreation Specialist . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Recreation Specialist A combination of training, education, and experience equivalent to graduation from high school and sufficient work experience in the specialty area to acquire the knowledge, skills and abilities necessary to perform independently without close supervision are required. License: Possession of a valid California Class C driver's license is required. The position requires driving a mini-bus or van therefore a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. The position requires driving a mini-bus or van, therefore drug-testing is required, according to the Department of Transportation (DOT). APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire. Applications are reviewed on a continuous basis. Candidates are encouraged to apply promptly. Open until filled. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions are reviewed on a continuous basis. For initial consideration, applicants are encouraged to apply promptly. Please note, the recruitment may close without notice. Application Review Process : All applications and supplemental questionnaires submitted will be screened in relation to the criteria outlined in this job announcement. Candidates will be reviewed and only those candidates determined to be most qualified on the basis of experience, training and education, as submitted, will be invited to participate further in the selection process. Department Selection Interview : A select number of candidates will be invited to participate in an interview process that will be scheduled once a sufficient number of qualified applications have been received for this position. Selected candidates will be notified if selected for an interview. Please note, given the current COVID-19 situation, initial panel interviews may be conducted via video teleconference. Selected applicants will be notified of specifics at the appropriate time. The Eligibility List established for this classification may be used to fill other regular and temporary vacancies at the discretion of the City. --------------------------------------------------------------------------------------------------------------------------- In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
Mar 08, 2024
Temporary
THE POSITION The City of Ventura is hiring! The City of Ventura’s Parks and Recreation Department is actively hiring for part-time, extra-help Recreation Specialist positions. Recreation Specialists, Tour Bus Drive, p rovides tour transportation, assist participants, and completes travel documentation for a variety of programs, tours, and recreation activities in the areas of sports, cultural arts, interpretive and adaptive services, and other related parks, recreation, senior, youth, and community programs and services. . A valid California DMV Class B Driver license with passenger endorsement, current medical certificate, and completed DOT training is required. General knowledge of wheelchairs and mechanical lifts is desirable. The ideal candidate has the following attributes: Enjoys working with people of different backgrounds and ages, Enjoys driving, in all types of weather, Is organized and able to communicate clearly both verbally and in writing, to people of all ages and backgrounds These are temporary, extra-help positions, working up to 20 hours per week and paid on an hourly basis. Assignments may include working at night, weekends, holidays, and include travel to game or tour locations. Additional Information To be considered for this part-time extra-help position, please complete an online City Job Application and supplemental questionnaire. Applications are reviewed on a continuous basis. Open until filled. Applications will be accepted until all current extra-help positions have been filled. For additional information on the duties and responsibilities of the position, refer to the job descriptions located on the City’s Career Page at www.cityofventura.ca.gov/jobs or by clicking here Recreation Specialist . If you have questions about the recruitment process, please contact Human Resources at recruitment@cityofventura.ca.gov . POSITION QUALIFICATIONS Recreation Specialist A combination of training, education, and experience equivalent to graduation from high school and sufficient work experience in the specialty area to acquire the knowledge, skills and abilities necessary to perform independently without close supervision are required. License: Possession of a valid California Class C driver's license is required. The position requires driving a mini-bus or van therefore a valid California Class B license, with passenger endorsement and the allowable auto transmission and air brake restrictions, must be obtained within six months of employment. The position requires driving a mini-bus or van, therefore drug-testing is required, according to the Department of Transportation (DOT). APPLICATION AND INTERVIEW PROCESS Submit a City application and supplemental questionnaire. Applications are reviewed on a continuous basis. Candidates are encouraged to apply promptly. Open until filled. It is important that your City job application show all the relevant education, training, and experience you possess. Resumes, CVs and cover letters may be attached to your application but will not be accepted in lieu of a completed job application or supplemental questionnaire. Submitting an incomplete application or supplemental questionnaire, may disqualify you from further consideration in the recruitment process. Application Filing Deadline : Applications and supplemental questions are reviewed on a continuous basis. For initial consideration, applicants are encouraged to apply promptly. Please note, the recruitment may close without notice. Application Review Process : All applications and supplemental questionnaires submitted will be screened in relation to the criteria outlined in this job announcement. Candidates will be reviewed and only those candidates determined to be most qualified on the basis of experience, training and education, as submitted, will be invited to participate further in the selection process. Department Selection Interview : A select number of candidates will be invited to participate in an interview process that will be scheduled once a sufficient number of qualified applications have been received for this position. Selected candidates will be notified if selected for an interview. Please note, given the current COVID-19 situation, initial panel interviews may be conducted via video teleconference. Selected applicants will be notified of specifics at the appropriate time. The Eligibility List established for this classification may be used to fill other regular and temporary vacancies at the discretion of the City. --------------------------------------------------------------------------------------------------------------------------- In compliance with the Americans with Disabilities Act (ADA), if you need an accommodation in a selection process, please notify the Human Resources Department in writing by the final filing date of the position you are interested in. The Human Resources address is: 501 Poli Street, Room 210, Ventura, CA 93001, (805) 654-7853, e-mail: recruitment@cityofventura.ca.gov. THE ORGANIZATION The City of Ventura operates under the Council/ Manager form of government under a charter adopted by voters in 1934, with an elected seven-member City Council. This full-service municipality is supported by 11 major City departments: City Manager, City Attorney, Finance, Information Technology, Human Resources, Community Development, Parks & Recreation, Fire, Police, Public Works, and Ventura Water. The City’s Adopted FY 2021/2022 Budget totals approximately $303.4 million. The City Council and the City Manager are dedicated to the highest standards of integrity, public service, and innovative approaches to governing. To learn more about the City of Ventura, please visit www.cityofventura.ca.gov and view the current FY Adopted Budget. CITY OF VENTURA The City of Ventura is located just north of Los Angeles County and south of Santa Barbara County and is frequently considered one of America’s most desirable places to live. The City is a full-service municipality that was founded in 1782, incorporated in 1866, and serves nearly 110,000 residents within its 32 square miles. With nearly 700 employees, the City is dedicated to delivering key services to our businesses, residents, and visitors to ensure Ventura remains a fiscally stable, economically vibrant, safe, clean, and desirable community. Locals and visitors enjoy Ventura’s impressive park system that includes 32 parks and historic sites, and more than 800 acres of open green space. The City offers a remarkable year-round climate, friendly people, and a spectacular coastline. Ventura is an exciting location for a variety of outdoor activities such as biking, hiking, kayaking, paddle-boarding, sailing, surfing, whale watching and windsurfing. Other activities include the Channel Islands National Park, championship golf, world-class shopping, wine tours, and more. Learn more about the City of Ventura at www.CityofVentura.ca.gov . DIVERSITY, EQUITY AND INCLUSION The City of Ventura values human rights, goodwill, respect, inclusivity, equality, and recognizes that the City derives its strength from a rich diversity of thoughts, ideas, and contributions. As leaders in public service, we aspire to be an employer of choice by promoting an organizational culture that reflects these core values. We seek to attract, develop, and retain a talented and dedicated workforce where people of diverse races, genders, religions, cultures, political affiliations, and lifestyles thrive. Our goal is to create a welcoming and inclusive environment that empowers our employees to provide the highest level of service to our community of residents and businesses; they’re counting on us. The City is an equal opportunity employer and strives to attract qualified applicants from all walks of life without regard to race, color, ethnicity, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, marital status, ancestry, physical disability, mental disability, medical condition, genetic information, military and veteran status, or any other status protected under federal, state and/or local law. We aim to create an environment that celebrates and embraces the diversity of our workforce. We welcome you to join our team! Employment Information: Right to Work : Before employment, candidates must submit documentation verifying their legal right to work in the United States. Background Check : A pre-employment verification of background may be conducted. Probationary Period : This is an 'At-Will' position, subject to termination at any time, without notice or right of appeal. Temporary Appointment Status: Extra-Help : May work up to 999 hours per fiscal year. Limited-Term : May work over 999 hours per fiscal year up to 18 months. Extended-Term : May work over 999 hours per fiscal year 18 months - 3 year maximum. Direct Deposit: Paychecks are automatically deposited into employee bank accounts. Wellness Program: A comprehensive program is available, including on-site gym, classes, downtown/beach walking routes, weight loss, and tips on nutrition and healthy lifestyles. Retirement: In lieu of Social Security, Temporary, Extra-help employees who are not currently CalPERS members are enrolled in the City's Part-time, Temporary, and Seasonal Employee 457 Deferred Compensation retirement plan. If you are a CalPERS member, please notify Human Resources at the time you are hired and your retirement contributions will be handled in accordance with the City's CalPERS contract. If you are a CalPERS retiree, please contact CalPERS to discuss the impact that your employment in this position would have on your pension benefit. Receiving a CalPERS benefit may affect your Social Security upon retirement. For further information, contact a Social Security office or go to www.socialsecurity.gov/form1945 . Limited-Term and Extended-Term employees are covered by the CalPERS retirement system. Other Benefits: The City will comply with the requirements of the Paid Sick Leave Law in accordance with California Labor Code Sections 245 through 249, enacting the Healthy Workplaces, Healthy Families Act of 2014 and will offer group health coverage to those who qualify under the Affordable Care Act. Temporary employees are not eligible for vacation, holidays, or any other benefits provided to regular employees. Closing Date/Time: Continuous
Introduction This examination is being given to fill one full-time vacancy in the Neonatal Intensive Care Unit of San Joaquin General Hospital, and to establish an eligible list to fill future vacancies. Ideal candidates should demonstrate strong preceptor experience within a Neonatal Intensive Care setting, promote the growth of current nursing staff, and possess the ability to work in a fast paced environment. This is the advanced clinical-level class in the Staff Nurse series. Employees are expected to be knowledgeable clinical practitioners who can provide highly skilled, coordinated nursing care using a variety of interdisciplinary resources. In an inpatient hospital setting, they are also expected to assume full responsibility for supervision of a shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager. This class is distinguished from Staff Nurse IV in that there is typically a single Staff Nurse V (Clinical) per nursing inpatient unit. San Joaquin General Hospital is a 24/7 facility. This position is scheduled to work the 7pm to 7am shift, and may be required to work weekends and holidays. The Mission of the Division of Nursing is to provide compassionate care to the culturally diverse residents of San Joaquin County. We are responsive to the changing needs of health care in a cost-effective, creative, and innovative manner. This is achieved through providing an environment in which excellence in nursing practice can occur, nurtured by the education of staff, patients, and family. The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU ) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Longevity Pay: • 7.5% of base salary after 10 years (20,800 regular paid hours) • 10% of base salary after 15 years (31,200 regular paid hours) Standby Pay: 33% of base salary Come join our growing team of licensed professionals! Visit our website at www.sanjoaquingeneral.org to learn more about our hospital. R esumes 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 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. EITHER I: Education : Bachelor's degree in Nursing or closely related field. Experience : Two (2) years of progressively responsible experience as a registered nurse in an Intensive Care Nursery, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II: Education : Possession of National Nursing Certification. Experience : Two (2) years of progressively responsible experience as a registered nurse in an Intensive Care Nursery, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. AND: Licenses and Certificates : Current registration as a nurse in the State of California. Successful completion of Neonatal Resuscitation Program, Intensive Care Neonatal Class, Transport Nurse and Preceptor Class or equivalent are required. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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 This examination is being given to fill one full-time vacancy in the Neonatal Intensive Care Unit of San Joaquin General Hospital, and to establish an eligible list to fill future vacancies. Ideal candidates should demonstrate strong preceptor experience within a Neonatal Intensive Care setting, promote the growth of current nursing staff, and possess the ability to work in a fast paced environment. This is the advanced clinical-level class in the Staff Nurse series. Employees are expected to be knowledgeable clinical practitioners who can provide highly skilled, coordinated nursing care using a variety of interdisciplinary resources. In an inpatient hospital setting, they are also expected to assume full responsibility for supervision of a shift in the absence of an Assistant Nursing Department Manager or Nursing Department Manager. This class is distinguished from Staff Nurse IV in that there is typically a single Staff Nurse V (Clinical) per nursing inpatient unit. San Joaquin General Hospital is a 24/7 facility. This position is scheduled to work the 7pm to 7am shift, and may be required to work weekends and holidays. The Mission of the Division of Nursing is to provide compassionate care to the culturally diverse residents of San Joaquin County. We are responsive to the changing needs of health care in a cost-effective, creative, and innovative manner. This is achieved through providing an environment in which excellence in nursing practice can occur, nurtured by the education of staff, patients, and family. The following additional supplemental pay may apply: Shift Differential: $2.00/hour - PM Shift; $4.50/hour - Night Shift Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU ) Charge Pay: $2.00/hour Preceptor Pay: $1.00/hour Longevity Pay: • 7.5% of base salary after 10 years (20,800 regular paid hours) • 10% of base salary after 15 years (31,200 regular paid hours) Standby Pay: 33% of base salary Come join our growing team of licensed professionals! Visit our website at www.sanjoaquingeneral.org to learn more about our hospital. R esumes 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 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. EITHER I: Education : Bachelor's degree in Nursing or closely related field. Experience : Two (2) years of progressively responsible experience as a registered nurse in an Intensive Care Nursery, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. OR II: Education : Possession of National Nursing Certification. Experience : Two (2) years of progressively responsible experience as a registered nurse in an Intensive Care Nursery, including one (1) year at a level equivalent to a San Joaquin County Staff Nurse IV. AND: Licenses and Certificates : Current registration as a nurse in the State of California. Successful completion of Neonatal Resuscitation Program, Intensive Care Neonatal Class, Transport Nurse and Preceptor Class or equivalent are required. 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 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 or ranks 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 filling nine 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 current employment opportunities please call our 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