2575 Research Psychologist - BHS Research & Evaluation Unit

Recruitment #PBT-2575-109968

Introduction

2575 RESEARCH PSYCHOLOGIST 

April 8, 2021 & April 26, 2021:  Deadline extended for additional applicants.

The Department of Public Health’s (DPH) San Francisco Health Network (SFHN), Behavioral  Health Services Division (BHS) includes specialty mental health and substance use disorder treatment programs provided through organizational providers including Community Based Organizations (CBOs) or City and County of San Francisco-owned behavioral health clinics, as well as a large Private Provider Network. DPH serves the culturally diverse, safety net and underserved population of San Francisco. Currently, there is one (1) full-time 2575 Research Psychologist vacancy in the BHS Research and Evaluation Unit, which is part of the Office of Quality Management.     

The Research and Evaluation Unit is responsible for evaluating the effectiveness of behavioral health services, as well as measuring and reporting annual program performance in a variety of clinical and operational domains, many of which are regulatory requirements from the California Department of Health Care Services.  Program performance and treatment effectiveness outcomes are used to identify and implement Performance Improvement Projects. The Research and Evaluation Unit also evaluates grant funded projects and fulfills data and reporting requests from managers and external stakeholders. The Research and Evaluation Unit is comprised of approximately ten (10) employees.   

Job Description:

Under general direction, the 2575 Research Psychologist plans, directs, and coordinates a psychological research program; serves as staff consultant on research methodology; and designs and conducts psychological research; collaborates in the development and execution of a psychological research program; supervises research staff and reviews methods and procedures; and provides consultation to staff psychologists on research matters.

The 2575 Research Psychologist performs essential duties including, but not limited to the following:

  • Designs and develops behavioral health research and evaluation plans. Evaluation plans will include the methodologies to be used for data collection, data analysis (including statistical analyses), data interpretation, and data reporting for organizational entities;
  • Utilizes various statistical or other related software to maintain databases, perform statistical analyses as required by the design, and product output required for reporting purposes. Prepares reports from data, supplies, interpretations of results, draws conclusions from interpretations, and makes recommendations to policy makers and others regarding program improvements;
  • Oversees the implementation of system of care evaluation protocols as mandated by state and federal funding agencies;
  • Trains and supervises personnel as necessary to complete research and evaluation tasks;
  • Represents San Francisco with various state and federal agencies as appropriate which includes but is not limited to maintaining liaison with relevant academic institutions, peers in similar organizational entities, and professional associations;
  • Responds to requests from internal and external administrators and researchers for datasets and ad hoc reports; and
  • Develops summary reports based on outcomes to communicate analyses in a meaningful manner for stakeholders; develops reports on evaluations conducted (e.g. efficacy of services) and makes recommendations on best practices to stakeholders (e.g. managers, clinic directors, providers, etc.).

The 2575 Research Psychologist performs related duties as required.

Minimum Qualifications

  1. Possession of a Ph.D. degree in psychology from an accredited university or college, with graduate courses in research methods and statistics; AND
  2. Two (2) years, within the last five (5) years, of full-time post-doctorate experience designing and/or leading research and/or evaluation projects in psychology or other social sciences.

One (1) year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a forty (40) hour work week). Any overtime hours that you work above forty (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.

Desirable Qualifications:

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

  • Expertise with relational database software
  • Expertise in data analysis using SPSS or comparable statistical software
  • Experience working with diverse populations
  • Mental health program evaluation experience in a public health setting
  • Experience in project and team management
  • Experience supervising research staff
  • Experience in evaluating behavioral health treatment programs
  • Experience providing clinical services

Verification:
Applicants may be
required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at
https://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.

Verification of required education is typically a photocopy of the degree or transcript from an accredited college or university.  

Verification of required full-time equivalent work experience typically must be on the employer's letterhead, and must include the applicant's name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or authorized representative.    

Verification of a required license/certificate/registration is typically a photocopy of the document, including the name of the issuing agency as well as the name, license/certificate/registration number, and expiration date of the license/certificate/registration holder.   

City and County of San Francisco (CCSF) employees do not need to submit verification of their City employment, but must submit written verification of outside experience. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.

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

In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice. As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.

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, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu).

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 this recruitment or application process, please contact the exam analyst, Yvette Gamble, by telephone at (415) 554-2911 or by email at yvette.gamble@sfdph.org. 

Selection Plan

Selection Procedures

Minimum Qualification Supplemental Questionnaire: (Weight: Qualifying)
Applicants 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.

Supplemental Questionnaire Examination:  (Weight: 100%)
Via email, using the email address listed on the online job application, qualified applicants will be invited to participate in a Supplemental Questionnaire Examination that is designed to measure knowledge, skills, and/or abilities in job-related areas which may include, but not be  limited to: 

  • Knowledge of the principles and practices of behavioral health research and evaluation, as well as program performance measurement, including research and evaluation design;
  • Knowledge of social science statistical methods, which may include knowledge of available statistical software programs;
  • Knowledge of best practices in behavioral health treatment in a public health setting, preferably including clients with unstable housing and co-occurring disorders;
  • Ability to effectively utilize various methods for electronic data extraction, manipulation, analysis, and reporting;
  • Ability to design research and evaluation plans;
  • Ability to work collaboratively with other agency staff, staff from other city departments and with state and federal agency personnel as necessary;
  • Written Communication ability to prepare reports, memos, and correspondence that are clear and well written; accurately complete forms, logs, and other work documents; and 
  • Oral Communication ability to communicate with individuals or groups in a clear, organized and persuasive fashion; listen and facilitate an open exchange of ideas; flexibly adapt style to effectively converse with people from different socioeconomic, educational or cultural backgrounds

In order to have the Supplemental Questionnaire Examination evaluated, qualified applicants are required to complete and submit it in the time frame indicated.  Once submitted, applicant responses cannot be changed.  Qualified applicants will be evaluated based on their Supplemental Questionnaire Examination responses and must achieve a passing score in order to be placed on the confidential eligible list/score report, in rank order, according to their final score.

Certification:
The certification rule for the eligible list resulting from this examination will be the Rule of Ten Scores.  Additional selection processes 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 twelve (12) 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/Forms-Documents/Position-Count-by-Job-Codes.pdf.

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 duration 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 Face Fitting Respirator.  

Medical Examination: 
Prior to appointment, at the Department’s expense, applicants may be required to take a tuberculosis (TB) screening test, 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 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:
Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.   In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice. As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.

Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Requests:
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: 
http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities

Information regarding requests for Veterans Preference can be found at: 
http://sfdhr.org/information-about-hiring-process#veteranspreference

Exam Type:  Entrance 
Issued:  March 29, 2021
Carol Isen
Human Resources Director
Department of Human Resources
Recruitment ID Number:   PBT-2575-109968
DPH/YG/(415) 554-2911  (#01119560)

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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