Audiologist-Staff

IntroductionTYPICAL DUTIESIdentifies assesses diagnoses manages and interprets test results related to disorders of human hearing balance and other neural systems.Formulates and implements goal directed treatment plan. Treats patients in accordance with audiology standards of care and practice.Formulates patient teaching plans based on identified learning needs and evaluates effectiveness of learning. Counsels patients and their families regarding hearing loss and treatment options. Develops teaching plans to include family if appropriate.Documents appropriately on the medical record all audiology treatments assessments and evaluations performed for the inpatient and outpatient population.Ensures compliance with policies and procedures regarding departmental operations and hospital fire safety and infection control.ÂDemonstrates applied knowledge when evaluating care for selected patient populations including care appropriate to the age of patients served.Prepares reports related to audiology activities including performance improvement activities.Provides performance information regarding the personnel assigned to Audiology Clinic.Coordinates treatment programs with physicians nurses professional and para-professional staff May develop new audiological programs may coordinate research programs.Conducts andor attends in-service training programs for staff.ÂÂMay dispense hearing aids.MINIMUM QUALIFICATIONSEducation Graduation from an accredited college or university program with a master’s degree in audiology.LicensesCertificates Must possess and maintain valid license as an Audiologist issued by the California Speech-Language Pathology and Audiology and Hearing Aid Dispensers’ Board.Special Requirement If required by the nature of the assignment possession of a current and valid California hearing aid dispensing license.KNOWLEDGECurrent principles methods techniques equipment and materials used in audiology possible reactions of and hazards to patients during treatment and of precautionary and remedial measures anatomy and physiology related to treatment psychological and physiological problems of persons with disabling conditions.ABILITYPrioritize organize and coordinate care interpret and adapt physicians orders andor written reports communicate effectively work independently establish and maintain cooperative working relationships with patients families staff and others maintain excellent customer relations teach therapeutic techniques and modalities may supervise the work of other less experienced Audiologist.PHYSICALMENTAL REQUIREMENTSMobility Constant keyboard operation sits stands walks pushes and pulls bends and squats frequently runs and climbs stairs occasionally lifts positions pushes andor transfers supplies and equipment. Lifting Lifts up to 30 pounds occasionally restrains liftsturns heavy objects or people occasionally. Visual Constant use of overall vision color perception depth perception handeye coordination reading and close-up work and peripheral vision. Dexterity Constant holding reaching grasping and writing. Repetitive motion is required occasionally. HearingTalking Hears and talks in person constantly. Occasionally hears on telephoneradio faint sounds and occasionally talks on the telephone. EmotionalPsychological Occasional exposure to emergency situations trauma grief death and hazard materials occasional travel constant public contact decision making and concentration. Environmental Occasional exposure to noise dirt dust smoke fumes poor ventilation cold and heat. ÂOther Occasional exposure to conflict must be capable of working with physically challenged children and adults.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 EmployerSan 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 toEqual Employment Opportunity Division sjgov.org.Accommodations for those covered by the Americans with Disabilities Act ADASan 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.BENEFITSEmployees hired into this classification are members of a bargaining unit which is represented bySEIU Local 1021.Health InsuranceSan Joaquin County provides employees with a choice of three health plans a Kaiser Plan a Select Plan and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.Dental InsuranceThe 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 employees expense.Vision InsuranceThe County provides vision coverage through Vision Service Plan VSP. There is no cost for employee only coverage dependent coverage is available at the employees expense.For more detailed information on the Countys benefits program visit our website atwww.sjgov.orgunder Human ResourcesEmployee Benefits.Life InsuranceThe County provides eligible employees with life insurance coverage as follows1 but less than 3 years of continuous service 10003 but less than 5 years of continuous service 30005 but less than 10 years of continuous service 500010 years of continuous service or more 10000Employee may purchase additional term life insurance at the group rate.125 Flexible Benefits PlanThis 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 PlanEmployees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees Retirement Association SJCERA atwww.sjcera.orgfor 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 CompensationThe County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute 22500 or 100 of your includible compensation whichever is less. Individuals age 50 or older may contribute to their plan up to 30000.The Roth IRA after tax is also now available.VacationMaximum earned vacation is 10 days each year up to 3 years 15 days after 3 years 20 days after 10 years and 23 days after 20 years.HolidaysEffective July 1 2017 all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays accrualsuse and cashability of accrued time.Sick Leave12 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 Leave3 days of paid leave for the death of qualifying family member 2 additional days of accrued leave for death of employees spouse domestic partner parent or child.Merit Salary IncreaseNew employees will receive the starting salary which is the first step of the salary range. After employees serve 52 weeks 2080 hours on each step of the range they are eligible for a merit increase to the next step.Job SharingEmployees may agree to job-share a position subject to approval by a Department Head and the Director of Human Resources.Educational Reimbursement ProgramEligible employees may be reimbursed for career-related course work up to a maximum of 850 per fiscal year. Eligible employees enrolled in anapproved four 4 year College or University academic programmay be reimbursed up to 800 per semester for a maximum of 1600 per fiscal year.Parking Supplemental Downtown StocktonThe County contributes up to 20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.School ActivitiesEmployees may take up to 40 hours per year but not more than eight 8 hours per month to participate in their childrens school activities.Selection ProceduresApplicants who meet the minimum qualifications will go through the following examination processWritten 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 ÂThe 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. ÂA 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.ÂWritten & 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.ÂÂNoteÂThe 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.ÂÂVeteran’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.ÂNote 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 datesSeptember 16 1940 to December 31 1946June 27 1950 to January 31 1955August 5 1964 to May 7 1975Persian 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.CertificationReferralNames from the eligible list will be referred to the hiring department by the following methods.Rule of the RankThe top rank orÂranks 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 fillingÂnine 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 ListFor classifications designated by the Director of Human Resources the entire eligible list will be referred to the department.Physical ExamÂSome 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 RelativesApplicants 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 whenThey are related to the Appointing Authority orThe 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 EligibilityÂIf 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.ÂHOW TO APPLYApply OnlineÂÂÂÂÂÂÂwww.sjgov.orgdepartmenthrBy mail or in personÂÂSan JoaquinCountyHuman Resources44 N. San Joaquin Street Suite 330Stockton CA 95202ÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂOffice hoursÂÂÂÂÂÂÂÂÂÂÂÂÂÂÂMonday – Friday 800 am to 500 pm excluding holidays.Phone 209 468-3370ÂÂJob LineFor currentÂemployment opportunitiesÂplease callÂour 24-hour job line at 209 468-3377.ÂWhen a final filing date is indicated applications must be filed with the Human Resources Division before 500 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.ÂSan Joaquin County Substance Abuse PolicySan 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 towww.sjgov.orgdepartmenthreeo.