County of Alameda

Under general direction, provides leadership, plans, develops, and oversees the administration of workforce education and training programs for assigned areas of the Health Care Services Agency (HCSA) including county and contractor-provided programs; develops and evaluates various workforce development programs and statewide initiatives for the HCSA system including County operated programs, community-based agencies, health providers, and other stakeholders that provide services in alignment with the Agency’s mission and vision; and performs related duties as assigned.

DISTINGUISHING FEATURES  

These positions are located in the Health Care Services Agency with one position assigned to the Behavioral Health Care Services (BHCS) Department and one position assigned to the Human Resources Department. The position in BHCS reports to the Deputy Director and the position in Human Resources reports to the Chief Human Resources Administrator. The positions are responsible for the strategic planning and the development of resources needed to develop and maintain a culturally competent and diverse workforce capable of effectively meeting the health needs of the public.

NOTE:  The following are the duties performed by employees in this classification.  However, employees may perform other related duties at an equivalent level.  Each individual in the classification does not necessarily perform all duties listed.

1. Oversees the administration of the workforce HCSA education and training programs; develops and implements related policies, procedures and systems.
2. Plans, develops and supervises staff development and workforce planning activities for assigned departments.
3. Plans, develops, and evaluates internship and residency programs, health services career pathway programs, and financial incentive programs.
4. Develops internal county, inter-jurisdictional, and regional partnerships and joint strategies for workforce education and training development.
5. Develops a workforce education and training development plan for HCSA, including objectives, strategies, criteria and outcomes, to develop a culturally competent and diverse workforce and establish career and educational opportunities.
6. Plans and implements workforce education and training development needs assessments across the HCSA system, including County operated health programs, community-based health agencies, health providers, and other stakeholders that provide services in alignment with the Agency’s mission and vision.
7. Oversees and maintains effective communication with external and internal (countywide) workforce development resources, colleges, universities, and professional associations for HCSA assigned departments.
8. Promotes and develops capacity for ‘best practices’ in the delivery of health services.
9. Promotes and develops consumer, family, and peer work opportunities within the county and agency contracted-provider programs.
10. Interprets and applies legislation, eligibility rules, and conditions pertaining to public benefits law.
11. Promotes wellness, recovery and resilience standards and strategies through workforce development and education.
12. Provides technical and administrative support for implementation of workforce education and training development plans and initiatives.
13. Develops and implements system-wide workforce development and education plan to achieve workforce diversity.
14. Acts as a liaison to the community, governmental agencies, community and other County organizations, both internal and external, and other stakeholders regarding workforce, education and training development.
15. Recruits, selects, evaluates and disciplines staff, either directly or indirectly through subordinate personnel.
16. Serves on a variety of committees and task forces; attends meetings and makes presentations as required.
17. Remains abreast of current trends, research, and legislation affecting programs and services.

Education:  

Possession of a Bachelor’s degree from an accredited university in business administration, organizational development, health care administration, social work, counseling, clinical or educational psychology or a closely related field. 

AND

Experience:  

The equivalent of five (5) years full-time administrative/management experience in community organization, planning and evaluation, and personnel management setting with a minimum of two years planning, developing/designing, coordinating, and administering workforce education and training development programs.   

Possession of a Master’s Degree in a related area may substitute for two years of the administrative/management experience.  

NOTE:  The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

NOTE:  The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.  

Knowledge of:

• Workforce planning and development trends and strategies.
• Supervision of multi-disciplinary staff.
• Best practices in workforce development.
• Program planning and evaluation.
• Principles and practices of training and development.
• Staff/Career development programs.
• Strategic planning and implementation.
• Wellness, recovery, and resilience services, supports and principles.
• Management principles and best practices including work planning, employee supervision and resource allocation.
• Principles, practices, and current trends in the delivery of mental health and alcohol and other drug services.
• Community organizational and public/private partnership dynamics and development.

Ability to:

• Communicate effectively both orally and in writing.
• Make sound decisions and recommendations.
• Apply analytical problem-solving techniques.
• Effectively supervise staff in workforce staff development and planning.
• Effectively conduct Employee engagement activities.
• Assess workforce education and training development needs of multiple organizational groups and programs.
• Program planning and design.
• Provide effective leadership.
• Plan, organize and prioritize work.
• Provide budget development and other data analysis.
• Demonstrate interpersonal sensitivity.
• Establish and maintain cooperative work relationships with county departments, other agencies and the community.
• Work independently.

Newspecs/ 5098.doc

SG:po  10/9/09

CSC Date:    11/4/2009

MH:cs  Revised 2/22/16

CSC Date:  3/2/16

IB:sa Revised 06/05/2020

CSC Date: 06/17/2020

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

• Medical – HMO & PPO Plans
• Dental – HMO & PPO Plans
• Vision or Vision Reimbursement
• Share the Savings
• Basic Life Insurance 
• Supplemental Life Insurance (with optional dependent coverage for eligible employees)
• Accidental Death and Dismemberment Insurance 
• County Allowance Credit
• Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
• Short-Term Disability Insurance
• Long-Term Disability Insurance
• Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
• Employee Assistance Program

For your Financial Future

• Retirement Plan - (Defined Benefit Pension Plan)
• Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

• 12 paid holidays
• Floating Holidays
• Vacation and sick leave accrual
• Vacation purchase program
• Management Paid Leave**
• Catastrophic Sick Leave
• Pet Insurance
• Commuter Benefits Program
• Guaranteed Ride Home
• Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
• Employee Discount Program (e.g. theme parks, cell phone, etc.)
• Child Care Resources
• 1^st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.