Respiratory Care Practitioner Supervisor

Introduction

This examination is being given to fill one vacancy in the Respiratory Care department of San Joaquin General Hospital and to establish an eligible list to fill future vacancies.

Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.

Offers of employment are contingent upon passing a background check and drug screening.

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.

The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources.

Incentives and Bonuses

• Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidates 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 Countys 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)

TYPICAL DUTIES

• Supervises a shift of Respiratory Care personnel; selects schedules; assigns, monitors, and reviews work of subordinate staff; provides technical assistance; evaluates staff.
• Orients and trains new respiratory therapy staff, paramedics, and respiratory therapy students; provides in-service training on new and existing equipment and procedures; certifies respiratory therapy staff assigned to transport teams.
• Provides training and orientation to nursing staff on new equipment and procedures.
• Performs skilled respiratory care; serves as member of cardiac arrest transport and neonatal transport teams.
• Consults with physicians on patient status and response; suggests changes as indicated.
• Assists in developing and revising department policies and procedures; implements new policies and procedures and interprets to staff.
• Keeps records, prepares correspondence and reports.
• May act in the absence of the Director of Respiratory Care.

MINIMUM QUALIFICATIONS

License/Certificate Must possess a current Respiratory Care Practitioner license issued by the Respiratory Care Board of the State of California.

Experience Three years experience as a respiratory care practitioner.

KNOWLEDGE

• Principles of supervision and training.
• Current principles, methods, and techniques of respiratory therapy and blood gas testing.
• Clinical aspects of blood gases and respiratory therapy care.
• Operation of equipment used in respiratory therapy and effective guest relation techniques.

ABILITY

• Train, supervise, and evaluate others.
• Administer a variety of skilled respiratory therapy treatments.
• Maintain and perform minor repairs to respiratory therapy equipment and adjust it to individual patient needs.
• Maintain records and prepare reports.
• Communicate effectively both orally and in writing.
• Establish and maintain effective working relationships with patients, physicians, co-workers, and others.

PHYSICAL/MENTAL REQUIREMENTS

Mobility

• Frequent operation of a keyboard.
• Standing for long periods of time.
• Walking, pushing, pulling, and bending/squatting.
• Occasional sitting for long periods of time.
• Operating heavy equipment.
• Running and stair climbing.

Lifting

• Frequent lifting of 5 to 30 lbs.
• Occasional lifting of 30 to 70 lbs.
• Restraining, lifting, turning heavy objects or people.

Visual Requirements

• Constant use of overall vision, color perception, eye-hand coordination, and depth perception.
• Frequent reading, close-up work, and field of vision/peripheral.

Dexterity

• Frequent holding, reaching, grasping, repetitive motion, and writing.

Hearing

• Talking: Frequent hearing of normal speech, hearing on the telephone/radio, talking in person, and talking on the telephone.

Emotional/Psychological

• Constant public contact and concentration.
• Frequent exposure to emergency situations, trauma, grief, or death.
• Decision making and working weekends/nights.
• Occasional exposure to hazardous materials, working alone, and overtime/travel.

Environmental Conditions

• Frequent exposure to noise.
• Occasional exposure to dirt, dust, smoke, fumes, poor ventilation, indoor cold/heat, and hazardous materials.

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

Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021.

Health Insurance San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.

Dental Insurance The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employees 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 employees expense.

For more detailed information on the Countys benefits program visit our website at www.sjgov.org under Human Resources Employee Benefits.

Life Insurance The County provides eligible employees with life insurance coverage as follows:

• 1 but less than 3 years of continuous service: $1,000
• 3 but less than 5 years of continuous service: $3,000
• 5 but less than 10 years of continuous service: $5,000
• 10 years of continuous service or more: $10,000

Employee may purchase additional term life insurance at the group rate.

12.5 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: $2,550 annual limit with a $500 carry over.
• Dependent Care costs: Dependent Care Assistance Plan $5,000 annual limit.

Retirement Plan Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees Retirement Association (SJCERA) at www.sjcera.org for more information.

NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees Retirement Act of 1937 or from any governmental agency covered by the California Public Employees Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.

Deferred Compensation The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan up to $30,000. The Roth IRA (after-tax) is also now available.

Vacation Maximum earned vacation is:

• 10 days each year up to 3 years
• 15 days after 3 years
• 20 days after 10 years
• 23 days after 20 years

Holidays Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appropriate MOU for details regarding holidays accruals, use, and cashability of accrued time.

Sick Leave

• 12 working days of sick leave annually with unlimited accumulation.
• Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.

Bereavement Leave

• 3 days of paid leave for the death of a qualifying family member.
• 2 additional days of accrued leave for death of employees 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 (2,080 hours) on each step of the range, they are eligible for a merit increase to the next step.

Educational Reimbursement Program Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1,600 per fiscal year.

Parking Supplemental (Downtown Stockton) The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.

School Activities Employees may take up to 40 hours per year but not more than eight (8) hours per month to participate in their childrens 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 candidates 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 candidates 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 candidates 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.

Veterans 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 veterans points in initial appointment to County service.

• Eligible veterans receive 5 points.
• 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 DD-214 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, grandparent, grandchild, 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.