Manager of Respiratory Care

• Plans, organizes, coordinates, staffs and directs the technical and administrative work of Respiratory Care services; through subordinate supervisors, provides appropriate guidance and technical expertise to staff performing various activities and tests in areas including Respiratory Therapy, the Pulmonary Function Laboratory, the Sleep Laboratory and the Arterial Blood Gas Laboratory; develops workload and productivity standards while assuring that Respiratory Care work is performed in a manner that appropriately serves clients and maintains positive guest relations.
• Develops and oversees Respiratory Care quality control and quality improvement programs; assures compliance with State and other regulations; monitors work in progress as well as completed work to assure correct analyses and appropriate treatment and to improve the quality of service; assures that Respiratory Care certification, licensure and accreditation requirements are maintained and develops/authorizes action plans when needed for improvement; oversees the preparation and maintenance of required client records and reports; responds to complaints and seeks appropriate remedies.
• Develops, interprets and implements goals, policies and procedures for the effective and efficient management of Respiratory Care facilities, services and personnel; establishes and directs the preparation/maintenance of Respiratory Care policy and procedure manuals; provides liaison to and confers with administrative and medical staff regarding Respiratory Care activities.
• Prepares and administers the Respiratory Care budget(s); monitors, evaluates and authorizes expenditures; oversees procurement of outside services as needed; coordinates with outside vendors as required to facilitate reimbursement; analyzes the cost/benefit of utilizing new procedures, products and/or equipment; plans and estimates future costs including capital expenditures; justifies requests for equipment and personnel.
• Assures appropriate Respiratory Care staffing; selects, assigns, trains and evaluates the performance of subordinate personnel; takes appropriate action on disciplinary matters; verifies and monitors staff proficiency; identifies staff development needs and oversees training and education activities as required; develops and provides staff in-service training as needed.
• Oversees Respiratory Care facilities, equipment and supplies; assures proper equipment function as well as timely maintenance and repairs; monitors and assures the proper use of personal safety procedures and equipment; develops accident prevention, emergency and disaster plans; may recommend facility improvements or assist with planning new facility construction.
• Assures appropriate utilization of information technology and related tools to support Respiratory Care operations, collect and maintain accurate data, and produce timely patient and management reports; coordinates the planning, development and maintenance of computerized respiratory care information systems; assures that communication of patient information with Hospital staff and others is done both appropriately and confidentially.
• Assures that patient charges and other data are recorded in a timely and accurate manner; coordinates with Business Office and other Hospital staff to facilitate patient billing and reimbursement for Respiratory Care services as required.
• Represents the Respiratory Care Department to individuals and groups; attends meetings and conferences; participates on committees as assigned.

Either Pattern I

Education:  A bachelor’s degree in respiratory therapy, biology, chemistry or a related health science.

Experience:  Two years as a Respiratory Care Practitioner Supervisor in San Joaquin County.

Substitution #1:  One additional year of qualifying supervisory experience may substitute for two years of the above-required education.

Substitution #2:  A master’s degree in respiratory therapy, biology, chemistry, business administration, public administration or a similar health or business-related area may substitute for one year of the above-required supervisory experience. 

Or Pattern II

Education:  A bachelor’s degree in respiratory therapy, biology, chemistry or a related health science.

Experience: Five years as a licensed Respiratory Care Practitioner including at least two years in a supervisory capacity at a level equivalent to or higher than Respiratory Care Practitioner Supervisor in San Joaquin County.  Experience must have involved administering both routine and complex respiratory treatments to patients.

Substitution #1:  One year of additional qualifying supervisory experience may substitute for two years of the above-required education.

Substitution #2:  A master’s degree in respiratory therapy, biology, chemistry, business administration, public administration or a similar health or business-related area may substitute for one year of the above-required supervisory experience. 

And

License:  Possession of a current Respiratory Care Practitioner license issued by the Respiratory Care Board of the State of California. 

Principles and practices of management, supervision and administration including budgeting and fiscal analysis; general hospital practices and procedures; advanced principles, methods, materials, techniques and terminology of respiratory care technology and infection control; clinical developments, current literature and sources of information in respiratory care technology; theories and methodologies of respiratory care quality control and quality improvement; state and federal regulations related to the operation of hospital respiratory care facilities; accreditation standards for respiratory care services; respiratory care computer information and reporting systems.

Plan, organize and manage the technical activities of a respiratory care department; supervise, direct and evaluate the performance of staff doing respiratory and pulmonary tests and procedures; administer various business-related aspects of a respiratory care department including budgeting and reimbursement activities; establish and maintain effective working relationships with physicians, hospital staff, clients and others; work with complex equipment and utilize computer technology to maximize the efficiency and quality of respiratory/pulmonary testing and reporting; make accurate observations and records of test results and system analyses; interpret data and draw logical conclusions; issue oral and written directives of a technical nature; communicate effectively, orally and in writing; operate basic computer hardware and software; maintain an effective in-service training program for staff as required.

Mobility-Frequent sitting for long periods of time while operating a keyboard; occasional standing for long periods of time, walking, pushing/pulling, bending/squatting, operating heavy equipment, running and stair climbing; Lifting-Frequent lifting of less than 5 pounds; occasional lifting of 5 to 70 pounds; Vision-Constant use of overall visual capabilities; frequent need for use of color perception, hand/eye coordination, reading and/or close up work; Dexterity-Frequent holding, grasping, repetitive motion and writing; Hearing/Talking-Constant hearing and talking of normal speech in person and on the telephone; Emotional/Psychological-Constant, concentration and decision making; frequent public contact and exposure to emergency situations, trauma, grief or death; occasional working alone, traveling, and/or working on weekends/nights; Environmental Conditions-Frequent exposure to noise; occasional risk of exposure to hazardous materials, dirt, dust, smoke, fumes, poor ventilation, and indoor cold/heat.

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.

Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical 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 employee’s 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 employee’s expense.

For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/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

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.  Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

125 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 $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). 

Retirement Plan:  Employees of the County are covered by the County Retirement Act 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 $18,000 or 100% of your includible compensation, whichever is less.  Individuals age 50 or older may contribute to their plan, up to $24,000. 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; and 23 days after 20 years.

Holiday: Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. 

Administrative Leave:  Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees.  Administrative leave may not be carried beyond to the next fiscal year.

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 an immediate family member, 2 additional days of accrued leave for death of employee’s 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 (2080 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 $1600 per fiscal year.

Parking Supplemental Downtown Stockton:  The County contributes up to $17 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 children’s school activities.

Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

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 candidate’s 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 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. 
  
• 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 candidate’s 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.   

Veteran’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.  Note:  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 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, grand parent, grand child 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.

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.