Respiratory Care Practitioner III

This flex recruitment is being conducted to fill multiple vacancies in the Respiratory Care department of San Joaquin General Hospital and to establish an eligible list/referral pool 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 screen.

NOTE: All correspondences relating to this recruitment will be delivered via email. The email account used will be the one provided on your employment application during time of submittal. Please be sure to check your email often for updates. If you do not have an email account on file Human Resources will send you correspondences via US Mail.

The following incentives and bonuses may beavailable for eligible new hires. Incentives and bonuses are subject to approval by Human Resources:

• Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidates total years of public service.

• Sick Leave: Candidates leaving other employment may receive credit for actual nonreimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin Countys minimum sick leave cash out provisions.

• New Hire Retention Bonus:

$2000upon completion of first year equivalent employment 2080 hours)

$1000upon completion of third year equivalent employment 6240 hours)

$3000upon completion of sixth year equivalent employment 12480 hours)

• 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 check and review work of others may train others as assigned.

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 candidates 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 candidates 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.
  
• Rateout: A rateout is an examination that involves a paper rating of the candidates application using the following criteria: education training and experience. Candidates will not be scheduled for the rateout 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 atprior to the examination date.

Veterans 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 veterans 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 orranks 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 fillingnine 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.

PreEmployment Drug Screening Exam: Some classifications require a new employee successfully pass a preemployment 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.

Employees hired into this classification are members of a bargaining unit which is represented bySEIU 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 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 CareSelect Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employees 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 employees expense.

For more detailed information on the Countys benefits program visit our website at www.sjgov 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: $1000
3 but less than 5 years of continuous service: $3000
5 but less than 10 years of continuous service: $5000
10 years of continuous service or more: $10000

Employee may purchase additional term life insurance at the group rate.

125 Flexible Benefits Plan:This is a voluntary program that allows employees to use pretax dollars to pay for healthrelated 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 Law of 1937. Please visit the San Joaquin County Employees Retirement Association (SJCERA) at www.sjcera 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 $22500 or 100 of your includible compensation whichever is less. Individuals age 50 or older may contribute to their plan up to $30000.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 status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays accrualsuse and cashability of accrued time.

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 qualifying family member 2 additional days of accrued leave for death of employees 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.

Job Sharing: Employees may agree to jobshare a position subject to approval by a Department Head and the Director of Human Resources.

Educational Reimbursement Program: Eligible employees may be reimbursed for careerrelated 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 $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 8 hours per month to participate in their childrens school activities.

Apply Online:

www.sjgov/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:

Job Line:

For currentemployment opportunitiesplease callour 24hour job line at.

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 interoffice 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/department/hr/eeo.