Sjgov
Introduction
This examination is being given to fill 1 vacancy in the Respiratory Care Department of San Joaquin General Hospital and to establish an eligible list to fill future vacancies.
Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.
Offers of employment are contingent upon passing a background check and drug screening.
NOTE: All correspondences relating to this recruitment will be delivered via e‑mail. The e‑mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e‑mail often for updates. If you do not have an e‑mail account on file, Human Resources will send you correspondences via U.S. Mail.
Incentives and Bonuses
Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate’s total years of public service.
Sick Leave : Candidates leaving other employment may receive credit for actual non‑reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County’s minimum sick leave cash‑out provisions.
New Hire Retention Bonus : $2,000 upon completion of first year employment (2,080 hours); $1,000 upon completion of third year (6,240 hours); $3,000 upon completion of sixth year (12,480 hours).
Typical Duties
Sets up and operates respiratory equipment and apparatus in the administration of respiratory therapy treatment as prescribed by a physician.
Operates blood gas analysis equipment and reports results.
Makes rounds to check and make operating adjustments to respiratory therapy equipment in use or on standby in patient areas; cleans, assembles, maintains, and repairs equipment as needed.
Sets up and maintains long‑term ventilators.
Performs screening pulmonary function tests.
Assists cardiac arrest team, when needed, by supplying oxygen, performing cardiopulmonary resuscitation or artificial respiration or securing and maintaining respiration equipment.
Reads patients’ charts and checks transcribed orders against those of the physician.
May act as lead worker; may assist in scheduling staff, adjusting assignments based on census and availability, may check and review work of others and may train others as assigned.
Minimum Qualifications
Experience : One year of experience as a respiratory care practitioner.
Licenses/Certificates : Possession of a valid Respiratory Care Practitioner license issued by the State of California Respiratory Care Board.
Knowledge Current principles, methods, and techniques of respiratory therapy; chemistry of gases used in respiratory therapy and their effect on the human body; care and operation of equipment used in respiratory therapy.
Ability Administer a variety of skilled respiratory therapy treatments; maintain and perform minor repairs to respiratory therapy equipment and adjust it to individual patient needs; keep records and prepare reports; follow oral and written instructions; establish and maintain effective working relationships with patients, physicians, co‑workers and others; train and lead others.
Physical/Mental Requirements Mobility – frequent operation of a keyboard, standing for long periods of time, walking, pushing/pulling and bending/squatting; occasional sitting for long periods of time, operating heavy equipment, running and stair climbing. Frequency of lifting – frequent lifting of 5 to 30 lbs.; occasional lifting of 30 to 70 lbs.; restraining, lifting/turning heavy objects or people. Visual requirements – constant use of overall vision, color perception, eye/hand coordination and depth perception; frequent reading/close‑up work and field of vision/peripheral. Dexterity – frequent holding, reaching, grasping, repetitive motion and writing. Hearing/Talking – frequent hearing of normal speech, hearing on the telephone/radio, talking in person and on the telephone. Emotional/Psychological factors – constant public contact and concentration; frequent exposure to emergency situations, trauma, grief or death, decision making and working weekends/nights; occasional exposure to hazardous materials, working alone and overtime/travel. Environmental conditions – frequent exposure to noise; occasional exposure to dirt, dust, smoke, fumes, poor ventilation, indoor cold/heat and hazardous materials.
San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
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 http://www.sjgov.org/department/hr/eeo.
Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the ADA and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
Benefits Employees hired into this classification are members of a bargaining unit represented by SEIU Local 1021.
Health Insurance:
San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion 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 http://www.sjgov.org under Human Resources/Employee 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
Employee may purchase additional term life insurance at the group rate.
Flexible Benefits Plan:
This voluntary program allows employees to use pre‑tax dollars to pay for health‑related expenses not covered by a medical, dental or vision plan (Health Flexible Spending Account $2,550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5,000 annual limit).
Retirement Plan:
Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association at http://www.sjcera.org for more information.
Deferred Compensation:
The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute up to $30,000. 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.
Holidays:
Effective July 1, 2017, all civil service employees earn 14 paid holidays each year. Please see the appropriate MOU for details regarding holidays, accruals, use, and cashability of accrued time.
Sick Leave:
12 working days 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 paid leave for the death of a qualifying 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 serving 52 weeks (2,080 hours) at each step of the range, they are eligible for a merit increase to the next step.
Job Sharing:
Employees may agree to job‑share a position, subject to approval by a Department Head and the Director of Human Resources.
Educational Reimbursement Program:
Eligible employees may be reimbursed for career‑related coursework up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four‑year college or university program may be reimbursed up to $800 per semester for a total of $1,600 per fiscal year.
Parking Supplemental Downtown Stockton:
The County contributes up to $20 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 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:
Multiple choice format. If the written exam is administered alone, it will constitute 100% of the overall score. Candidates must achieve a minimum rating of 70% to be placed on the eligible list.
Oral Exam:
Structured interview process assessing education, training, and experience; may include a practical exercise. The oral exam is not a hiring interview. A panel of up to four people determines the candidate’s score. If the oral exam is administered alone, it will constitute 100% of the overall score. Candidates must achieve a minimum rating of 70% to be placed on the eligible list.
Written & Oral Exam:
If both are administered, the written exam is weighted at 60% and the oral exam at 40% unless otherwise indicated. Candidates must achieve a minimum rating of 70% on each examination to be placed on the eligible list.
Rate‑out:
Paper rating of the candidate’s application using education, training, and experience. Candidates will not be scheduled for the rate‑out process.
Note:
The rating of 70 may be the same or different than an arithmetic 70% of the total possible points.
Testing Accommodation:
Candidates who require testing accommodation under the 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 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 for a 10% service‑connected disability issued by the U.S. Veterans Administration. A copy of the DD‑214 showing the discharge type must be received in Human Resources by the exam date.
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 to date 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 up to 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 ranks of eligibles will be referred for hiring interviews. The minimum number of names referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. For filling nine or more positions at once, the top rank or ranks will be referred and the minimum number shall be two times the number of positions or 10% of the eligible list, whichever is higher.
Rule of Five:
The top five names will be referred for hiring interviews.
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 a physical examination. 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 to pass a pre‑employment drug screen. 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 third degree of relationship (parent, child, grandparent, grandchild or sibling) by blood or marriage may not be appointed, promoted, transferred into or within a department when they are related to the appointing authority or the employment would result in one of them supervising 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 Apply Online:
http://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 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.
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 http://www.sjgov.org/department/hr/eeo.
Contact us via conventional means. You may contact us by phone at (209) 468‑3370, or by email, or apply for a job in person at the San Joaquin County Human Resources Division.
#J-18808-Ljbffr
Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.
Offers of employment are contingent upon passing a background check and drug screening.
NOTE: All correspondences relating to this recruitment will be delivered via e‑mail. The e‑mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e‑mail often for updates. If you do not have an e‑mail account on file, Human Resources will send you correspondences via U.S. Mail.
Incentives and Bonuses
Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate’s total years of public service.
Sick Leave : Candidates leaving other employment may receive credit for actual non‑reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County’s minimum sick leave cash‑out provisions.
New Hire Retention Bonus : $2,000 upon completion of first year employment (2,080 hours); $1,000 upon completion of third year (6,240 hours); $3,000 upon completion of sixth year (12,480 hours).
Typical Duties
Sets up and operates respiratory equipment and apparatus in the administration of respiratory therapy treatment as prescribed by a physician.
Operates blood gas analysis equipment and reports results.
Makes rounds to check and make operating adjustments to respiratory therapy equipment in use or on standby in patient areas; cleans, assembles, maintains, and repairs equipment as needed.
Sets up and maintains long‑term ventilators.
Performs screening pulmonary function tests.
Assists cardiac arrest team, when needed, by supplying oxygen, performing cardiopulmonary resuscitation or artificial respiration or securing and maintaining respiration equipment.
Reads patients’ charts and checks transcribed orders against those of the physician.
May act as lead worker; may assist in scheduling staff, adjusting assignments based on census and availability, may check and review work of others and may train others as assigned.
Minimum Qualifications
Experience : One year of experience as a respiratory care practitioner.
Licenses/Certificates : Possession of a valid Respiratory Care Practitioner license issued by the State of California Respiratory Care Board.
Knowledge Current principles, methods, and techniques of respiratory therapy; chemistry of gases used in respiratory therapy and their effect on the human body; care and operation of equipment used in respiratory therapy.
Ability Administer a variety of skilled respiratory therapy treatments; maintain and perform minor repairs to respiratory therapy equipment and adjust it to individual patient needs; keep records and prepare reports; follow oral and written instructions; establish and maintain effective working relationships with patients, physicians, co‑workers and others; train and lead others.
Physical/Mental Requirements Mobility – frequent operation of a keyboard, standing for long periods of time, walking, pushing/pulling and bending/squatting; occasional sitting for long periods of time, operating heavy equipment, running and stair climbing. Frequency of lifting – frequent lifting of 5 to 30 lbs.; occasional lifting of 30 to 70 lbs.; restraining, lifting/turning heavy objects or people. Visual requirements – constant use of overall vision, color perception, eye/hand coordination and depth perception; frequent reading/close‑up work and field of vision/peripheral. Dexterity – frequent holding, reaching, grasping, repetitive motion and writing. Hearing/Talking – frequent hearing of normal speech, hearing on the telephone/radio, talking in person and on the telephone. Emotional/Psychological factors – constant public contact and concentration; frequent exposure to emergency situations, trauma, grief or death, decision making and working weekends/nights; occasional exposure to hazardous materials, working alone and overtime/travel. Environmental conditions – frequent exposure to noise; occasional exposure to dirt, dust, smoke, fumes, poor ventilation, indoor cold/heat and hazardous materials.
San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
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 http://www.sjgov.org/department/hr/eeo.
Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the ADA and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
Benefits Employees hired into this classification are members of a bargaining unit represented by SEIU Local 1021.
Health Insurance:
San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion 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 http://www.sjgov.org under Human Resources/Employee 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
Employee may purchase additional term life insurance at the group rate.
Flexible Benefits Plan:
This voluntary program allows employees to use pre‑tax dollars to pay for health‑related expenses not covered by a medical, dental or vision plan (Health Flexible Spending Account $2,550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5,000 annual limit).
Retirement Plan:
Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association at http://www.sjcera.org for more information.
Deferred Compensation:
The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute up to $30,000. 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.
Holidays:
Effective July 1, 2017, all civil service employees earn 14 paid holidays each year. Please see the appropriate MOU for details regarding holidays, accruals, use, and cashability of accrued time.
Sick Leave:
12 working days 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 paid leave for the death of a qualifying 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 serving 52 weeks (2,080 hours) at each step of the range, they are eligible for a merit increase to the next step.
Job Sharing:
Employees may agree to job‑share a position, subject to approval by a Department Head and the Director of Human Resources.
Educational Reimbursement Program:
Eligible employees may be reimbursed for career‑related coursework up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four‑year college or university program may be reimbursed up to $800 per semester for a total of $1,600 per fiscal year.
Parking Supplemental Downtown Stockton:
The County contributes up to $20 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 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:
Multiple choice format. If the written exam is administered alone, it will constitute 100% of the overall score. Candidates must achieve a minimum rating of 70% to be placed on the eligible list.
Oral Exam:
Structured interview process assessing education, training, and experience; may include a practical exercise. The oral exam is not a hiring interview. A panel of up to four people determines the candidate’s score. If the oral exam is administered alone, it will constitute 100% of the overall score. Candidates must achieve a minimum rating of 70% to be placed on the eligible list.
Written & Oral Exam:
If both are administered, the written exam is weighted at 60% and the oral exam at 40% unless otherwise indicated. Candidates must achieve a minimum rating of 70% on each examination to be placed on the eligible list.
Rate‑out:
Paper rating of the candidate’s application using education, training, and experience. Candidates will not be scheduled for the rate‑out process.
Note:
The rating of 70 may be the same or different than an arithmetic 70% of the total possible points.
Testing Accommodation:
Candidates who require testing accommodation under the 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 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 for a 10% service‑connected disability issued by the U.S. Veterans Administration. A copy of the DD‑214 showing the discharge type must be received in Human Resources by the exam date.
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 to date 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 up to 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 ranks of eligibles will be referred for hiring interviews. The minimum number of names referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. For filling nine or more positions at once, the top rank or ranks will be referred and the minimum number shall be two times the number of positions or 10% of the eligible list, whichever is higher.
Rule of Five:
The top five names will be referred for hiring interviews.
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 a physical examination. 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 to pass a pre‑employment drug screen. 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 third degree of relationship (parent, child, grandparent, grandchild or sibling) by blood or marriage may not be appointed, promoted, transferred into or within a department when they are related to the appointing authority or the employment would result in one of them supervising 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 Apply Online:
http://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 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.
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 http://www.sjgov.org/department/hr/eeo.
Contact us via conventional means. You may contact us by phone at (209) 468‑3370, or by email, or apply for a job in person at the San Joaquin County Human Resources Division.
#J-18808-Ljbffr