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Assistant Health Officer (CCS Medical Director)

California Children's Services (CCS) - Public Health Services

Recruitment #0723-ES2203-EX

Approximate Salary

$221,091-$263,561

Opening Date

7/27/2023 08:00:00 AM

Closing Date

4/16/2024 11:59:00 PM

Analyst

Karyn Watson

Go Back View Benefits

Introduction

This recruitment is being held to fill (1) full-time vacancy in San Joaquin County Public Health Services (California Children's Services - Office is located in Lathrop, California) - CCS program and to establish a list to fill future vacancies.

To learn more about this opportunity, please click on the brochure below:

ASSISTANT HEALTH OFFICER - CALIFORNIA CHILDREN'S (CCS) MEDICAL DIRECTOR

MINIMUM QUALIFICATIONS

DESIRABLE QUALIFICATIONS

Experience: Three years practicing medicine as a licensed physician in fields related to public health practice.

Education: A master’s degree in public health (MPH).

Certification: Board certification in General Preventive Medicine/Public Health.

REQUIRED QUALIFICATIONS

Licenses: 1) Possession of an unrestricted physician and surgeon license to practice medicine in the state of California, issued by the Medical Board of California, at the time of hire; AND 2) possession of a valid California driver’s license.

KNOWLEDGE

Organization, programs and services of local public health agencies; principles, practices and trends in the field of public health; laws, regulations and ordinances applicable to the field of public health; medical and clinical protocols and procedures; principles and practices of administrative planning, organization, and directing, including effective organization, fiscal management, staff training, and supervision; principles and practices of research, statistical analysis, recordkeeping, and report preparation; basic computer and modern office automation technology, and software programs relevant to assigned operations; principles of public relations and customer service.

ABILITY

Assist with planning, organizing, and directing the staff and activities of a large, complex agency in an effective and cost-efficient manner while ensuring excellent public service; develop medical procedures and protocols; provide appropriate and effective leadership and management of diverse staff teams, including subordinate managers and supervisors; supervise, assign, train and evaluate staff; work collaboratively with staff, clients, and other stakeholders to achieve successful outcomes; exercise good judgment and make sound managerial decisions; understand, interpret, and apply legal codes, regulations, and rules pertaining to public health programs; exercise analytical and critical thinking to evaluate complex problems and recommend appropriate solutions; analyze and implement program mandates and work within federal, state, or other types of regulatory systems; gather, analyze and organize data; formulate and present short- and long-range plans; communicate effectively, both orally and in writing; prepare thorough and well-reasoned reports and documentation; give oral and written directives; speak before groups; operate standard computer hardware and software, and recommend the development and utilization of effective automated systems; establish and maintain effective working relationships with a wide variety of individuals, agencies and officials, including other County departments, public advocacy groups, regulatory agents, and the general public.

PHYSICAL/MENTAL REQUIREMENTS

Mobility – sitting for long periods, walking; occasional standing, pushing, pulling, bending; operate a data entry device; Lifting – frequently 5 pounds or less; occasionally 5 to 30 pounds; Visual – constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Hearing/Talking – frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Dexterity – normal dexterity with frequent writing and repetitive motion; Emotional/Psychological – constant concentration and public contact; occasional exposure to hazardous materials, frequent exposure emergency situations, including trauma, grief and death, decision making; Special Requirements – may require working nights and weekends; Environmental – occasional exposure to noise, cold/heat, and hazardous materials, dirt, dust, smoke, fumes and poor ventilation; occasional exposure to varied weather conditions.

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 Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.

Section 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 and dependent care costs. Annual limits are set by the IRS and may change each year.

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 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. For members of this unit, the County shall make a contribution equal to 2% of the employee’s base salary to the deferred compensation plan.

Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years. Holidays: 14 paid holidays per year. Vacation Cash-Out: Members shall have the option of purchasing up to eight 8-hour days' vacation time once each calendar year from the member’s accumulated vacation with the approval of the County Administrator.

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. Recruitment Incentives:

Upon the request of the Department Head and with the approval of the County Administrator or his designee, the following recruitment incentives may be provided:

a) Reimbursement of moving expenses: Actual documented cost of moving to a maximum of $2,000. Costs may include moving expenses, interim housing, and travel expenses related to the move for the candidate and his/her family.

Any approved reimbursement shall be made contingent upon employment, in two incremental payments: the first payment after six months of service, the second after twelve months of service.

b) Vacation Accrual Rate: The San Joaquin County vacation accrual rate consistent with the candidate’s total years of public service.

c) Sick Leave: If the candidate is leaving other employment to accept the San Joaquin County position, credit of the candidate’s actual unreimbursable sick leave hours from the candidate’s last agency will be a maximum of 160 hours. Such hours shall be subject to San Joaquin County’s minimum sick leave cash out provisions.

Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1,600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues, not to exceed actual amount of the dues. Parking Supplemental Downtown: 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.

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 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.

Online Written Exams: Written exams may be administered online. Candidates will be notified of the examination date and will be responsible to complete the written exam within a given period of time (typically within five calendar days). Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam.

The link to the guide is here: Online Exam Guide For Test Takers

PLEASE NOTE:

Online exams must be completed in one sitting and can only be taken once

Candidates will have access to an online exam within the allotted time only

A steady internet connection is highly recommended

The allotted time will still continue if a candidate closes the window or gets disconnected

Once the allotted time expires, access to the exam will be unavailable

Microsoft is no longer supporting Internet Explorer. Therefore, it is recommended that candidates do not use Internet Explorer to complete online written exams.

Candidates that do not have access to a computer can contact the Human Resources office at (209)468-3370 for information on accommodations.

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.

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.

HOW TO APPLY

Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittals will not be considered or accepted.

Apply Online:

www.sjgov.org/department/hr

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 submitted online to the Human Resources Division before the submission deadline. Resumes and paper applications will not be accepted in lieu of an online application. (The County assumes no responsibility for online 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.