0931 Manager III - Radiology Business Manager

Recruitment #PBT-0931-093802

Introduction

0931 Manager III – Radiology Business Manager
DEPARTMENT OF PUBLIC HEALTH

**Applicants are encouraged to apply immediately as this recruitment may close at any time, but not earlier than March 22, 2019.**

This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.

Location: Zuckerberg San Francisco General Hospital and Trauma Center (ZSFG), 1001 Potrero Avenue, San Francisco, CA 94110

General Job Description: Under the direction of the Director of Imaging, the Radiology Business Manager will oversee the operations and strategic planning for all modalities to ensure the department is addressing the initiatives purposefully and proactively based on the A3s as well as aligning all work with the pillars of the “True North.” This individual will be involved with recruitment and retention, lean initiatives, budget and financial oversight which includes staffing appropriately to volumes and needs. The Radiology Business Manager will work with the Director of Imaging to develop strategies and tactics to reduce registry-use and oversee day-to-day operations to drive accountability for all departments to meet or exceed target.

The essential job functions include but are not limited to the following:

  • Coordinates all diagnostic imaging, nursing, and support services of the Radiology Department under the direct influence of the Director and Medical Director of Imaging.
  • Assists in the recruitment, training, supervision, evaluation and performance management of employees, including providing assistance with in-service education needs to include standard work implementation and DMS.
  • Addresses outliers from the budget, reviews the annual department budget for staffing (to include Registry support), and ensures proper coding and billing of technical and professional fees compliant with Health Care Finance Administration (HCFA) regulations.
  • Oversees the development, negotiation, and execution of contract terms with independent contractors and vendors; consults with the City Attorney’s Office regarding contracts when necessary.
  • Works with Materials Management to purchase medical and non-medical equipment. Provides input and information in assessing the feasibility on specifications for new purchases and replacement of equipment.
  • Ensures compliance with external agency regulations, such as Occupational Safety and Health Administration (OSHA), Title 22, Title 10, Title 17, California Department of Public Health (CDPH) – Radiologic Health Branch (RHB), Joint Commission, and Food and Drug Administration (FDA). Interprets, develops, updates, and assists in the development of policies and procedures related to radiological operations.
  • Works with the Radiology Quality Management Council to analyze the services, performance measures and the implementation of effective solutions through lean exercises.
  • Ensures As Low As Reasonably Achievable (ALARA) is followed for the protection of the radiation workers.
  • Develops policies to improve operations and enhance departmental clinical procedures in compliance with hospital standards applicable under the Federal, State, Local laws and regulations.

The 0931 Manager III, Radiology Business Manager, also performs other related duties as assigned.

Compensation and Benefits:
The normal annual salary range is $120,588 – $153,920. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range.

In addition to a competitive salary, the City and County of San Francisco offers flexible benefit plans with pre-tax elections which include: medical and dental insurance; retirement plan; deferred compensation plan; Social Security; long-term disability plan; life insurance; management training program; eleven (11) paid holidays annually; five (5) floating holidays; depending on years of service, ten (10), fifteen (15), or twenty (20) vacation days annually; and may earn up to 100 hours paid administrative leave annually.

http://sfdhr.org/sites/default/files/MEA%20Executive%20Benefit%20Summary%20%28FY16-17%29.pdf  

Minimum Qualifications

  1. Possession of a Bachelor’s degree from an accredited college or university; AND
  2. Current certification with the American Registry of Radiologic Technologists (AART); AND
  3. Five (5) years (equivalent to 10,000 hours) of professional experience performing imaging procedures in a radiology department. Qualifying experience must also include three (3) years (equivalent to 6,000 hours) of experience supervising radiology staff.

SUBSTITUTION: Additional qualifying work experience as described above may substitute for the required education on a year-for-year basis for up to two (2) years. One year (2,000 hours) of additional qualifying work experience will be considered equivalent to 30 semester units/45 quarter units.

One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Conditions of Employment:

  1. Possession of a valid certificate as a Certified Radiologist Technologist (CRT) issued by the California Department of Public Health within six (6) months of employment.
  2. Cardiopulmonary Resuscitation (CPR) Certificate Requirement:
    Possession of a valid Cardiopulmonary Resuscitation (CPR) Certificate issued by the American Heart Association is required as a provision to employment. Eligibles who do not possess such a certification may participate in this examination process and be appointed to a position(s), but will be required to obtain the certificate within two (2) weeks of hire date and maintain validity throughout length of employment. A photocopy of the valid Cardiopulmonary Resuscitation (CPR) Certificate must be provided to the appropriate supervisor of the appointment within the allotted time frame. Failure to demonstrate/show proof of possession of valid certification within two (2) weeks of hire date and throughout length of employment may result in dismissal and/or termination of employment.

Desirable Qualifications: The stated desirable qualifications listed below may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

  • Possession of a Master’s degree in Business Administration, Finance, Public Administration or closely related field from an accredited college or university.
  • Clinical and practical knowledge of Radiology. The ability to apply such knowledge in an acute environment.
  • Strong leadership skills relevant to conflict resolution, ability to motivate others, promote a positive and cooperative working environment.
  • Ability to effectively manage multiple departments, while prioritizing the complexities of the day.
  • Strong organizational skills as it relates to the department’s processes, projects, and staffing.
  • Excellent verbal and written communication skills in addition to active listening, persuasive, and advisory skills.
  • Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions: https://zuckerbergsanfranciscogeneral.org/about-us/.

Verification of Experience: http://sfdhr.org/getting-job#verification  
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.

Verification of Education: If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/how-verify-education-requirements

Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

If you have any questions regarding the recruitment or application process, please contact the exam analyst, Katelynn Luong, by telephone at (415) 554-2920, or by email at Katelynn.Luong@sfdph.org.  

Selection Procedures

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

Management Test Battery (Weight: 100%):
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication; Conflict Management and Process Improvement. For more information about this Management Test (and a suggested reading list) please visit:
http://www.sfdhr.org/index.aspx?page=343.  

A passing score must be achieved on the Management Test Battery in order to continue in the selection process.

This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.

Scores attained on the Management Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Management Test Battery. The Management Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Management Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Management Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Management Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

After the eligible list is finalized/adopted:

  • The department may administer additional selection procedures to make a final hiring decision (e.g. interviews, written exercise, etc.).
  • Applicants meeting the Minimum Qualifications are not guaranteed advancement through all steps of the selection process.

Certification Rule: The certification rule used for the eligible list resulting from this selection procedure will be Rule of the List. Additional position-specific selection mechanisms may be conducted by the hiring department prior to making final hiring decisions.

Eligible List/Score Report:
A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be six (6) months, and may be extended with the approval of the Human Resources Director.

Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see
https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246.  

Conviction History

As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
  • Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

Having a conviction history does not automatically preclude you from a job with the City.

If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.

Conclusion

Statement on Equity, Diversity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.

Licensure/Certification/Registration:
Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout length of employment. Failure to demonstrate/show proof of possession of required valid licensure/certification/registration may result in dismissal and/or termination of employment.

Note on Electronic Health Record (EHR): The Department of Public Health (DPH) is implementing a unified Electronic Health Record (EHR) system and DPH employees must demonstrate competency in the use of the system that is appropriate for their classification as a condition of employment.

Note on Personal Protective Equipment (PPE): Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit-testing.
Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a FaceFitting Respirator.

Medical Examination/Drug Testing:
Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a medical examination and/or drug test.

Terms of Announcement:
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting of the correction on the Department of Human Resources website at
www.jobaps.com/sf.  
The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

General Information concerning City and County of San Francisco Employment Policies and Procedures can be found at: http://www.sfdhr.org/index.aspx?page=20

Copies of Application Documents: http://sfdhr.org/getting-job#copies

Right to Work: http://sfdhr.org/getting-job#identification

Information on requesting a reasonable ADA Accommodation: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities

Information regarding requests for Veterans Preference can be found at:
http://www.sfdhr.org/index.aspx?page=20#veteranspreference

Information regarding Seniority Credit can be found at:
http://www.sfdhr.org/index.aspx?page=20#senioritycredit

Exam Type: CPE
Issued: March 8, 2019
Micki Callahan
Human Resources Director
Department of Human Resources
Recruitment No.: PBT-0931-093802
DPH / KL / (415) 554-2920
DHR Pos. No.: 01122167 (MCCP# 81-275)

Benefits

All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.



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