0942 Manager VII - Chief Quality Officer

Recruitment #PBT-0942-108636

Introduction

0942 Manager VII – Chief Quality Officer

Zuckerberg San Francisco General Hospital and Trauma Center

 

**Applicants are encouraged to apply immediately as this recruitment may close at any time, but not earlier than December 31, 2020**

This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.

 

Zuckerberg San Francisco General Hospital and Trauma Center is recruiting for a full time Manager VII – Chief Quality Officer. Reporting directly to the San Francisco Health Network Chief Quality Officer, this position is responsible for the hospital’s development, implementation and oversight of the following programs:

 

  • Risk Management Program
  • Patient Safety Program
  • Regulatory Affairs Program
  • Medical Staff Office
  • Infection Control Program

Zuckerberg San Francisco General Hospital and Trauma Center (ZSFG), an acute care hospital within the San Francisco Health Network, is owned and operated by the City and County of San Francisco’s (CCSF) Department of Public Health (DPH). ZSFG is the only Level 1 Trauma Center and it serves 1.5 million residents of San Francisco and northern San Mateo County. The hospital provides the community with a complete range of emergency, trauma, inpatient, primary care, specialized medical and surgical services, as well as diagnostic and rehabilitation services. The hospital also provides a full complement of mental health care services including psychiatric emergency services, inpatient psychiatric care, rehabilitation, and post-hospitalization care. ZSFG’s mission is to provide quality healthcare and trauma services with compassion and respect.

 

The essential job functions of the 0942 Manager VII - Chief Quality Officer include but are not limited to the following:

 

  • In concert with UM, PFS, and Health Information Management (HIM) Department supervisors and managers, organizes and prioritizes all work to ensure that records are coded in timeframes that will assure compliance with regulatory requirements;

  • Serves as the quality leader and facilitator by assisting hospital and medical staff in identifying facility, clinical, financial and administrative opportunities for improvement of patient care and reduction of risk;

  • Using Joint Commission Leadership and other Regulatory Standards, provides the framework for planning, directing, coordinating and improving care, treatment, and services to respond to community, equity and patient needs and improve health care outcomes;

  • Coordinates performance improvement efforts, risk management, patient safety, regulatory compliance and infection prevention and control programs and activities within the facility so that teams work effectively to meet organizational and strategic priorities;

  • Serves as the liaison with all external regulatory, accreditation and certification bodies and is the hospital expert concerning the interpretation of local, state and federal standards and regulations and maintains a constant state of survey readiness;

  • Plans and implements training programs for hospital staff and providers related to performance improvement and patient safety

  • Responsible for the coordination, development and implementation of administrative policies and procedures and reviews existing policies and procedures for compliance with federal, state and local regulations;

  • Is a Lean leader and role models the use of proven performance improvement and quality tools (A3 thinking, PDSA) as a means to solve quality related challenges and uses data to drive improvement s;

  • Coordinates, manages and reports pay for reporting and pay for performance measures and other quality metrics as assigned;

  • Ensures Quality Program alignment with the mission, vision and strategic goals of the San Francisco Health Network and the Department of Public Health;

  • Directs the activities of the Data Management function for the HIM department ;

  • Encourages and promotes an effective culture of safety where staff are empowered to report defects in systems and are engaged in hospital-wide improvement efforts; AND

  • Performs other duties and responsibilities as assigned.

Compensation and Benefits: The normal annual salary range is $167,076 - $213,200. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range. For additional information about the City's benefits package, please visit: Municipal Executives' Association Benefit Summary


Other outstanding benefits offered with this position include:
  • Medical, Dental, and Life Insurance; Long-term Disability Plan; Flexible Spending Accounts.
  • Municipal Executives Flexible Credits Defined Retirement Plan.
  • Deferred Compensation; and Social Security.
  • Paid Management Training Program; Wellness Program.
  • Vacation/Holiday/Sick Time; and Administrative Leave.

Minimum Qualifications

  1. Possession of a Bachelor’s degree from an accredited university or college in Public Health, Business Administration or a closely related field; AND Five (5) years of managerial experience in healthcare quality improvement, ALL of which must include supervising health care professionals;
OR

 

  1. Possession of a Master’s degree from an accredited university or college in Public Health, Business Administration or a closely related field; AND Four (4) years of managerial experience in healthcare quality improvement, ALL of which must include supervising health care professionals.

Substitutions:

  • A valid Register Nurse license can substitute for the Bachelor’s degree in 1.
  • A valid Physician’s license can substitute for the Master’s degree 2.

Desirable Qualifications:

 

  • Clinical Nurse Leader (CNL) certificate
  • Certified Professional Healthcare Risk Manager (CPHRM)
  • Certified Patient Safety Professional (CPSP)
  • Certified Professional in Healthcare Quality (CPHQ)

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

 

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

 

Verification: Applicants may be required to submit verification of qualifying education and experience at any point in the application, examination and/or departmental selection process. If verification is required, failure to provide it may result in disqualification from the selection process.

 

Verification of Education: Applicants may be required to provide a copy of a diploma or official transcript to verify qualifying education at any time in the application, examination and/or departmental selection process, to show that minimum qualifications have been met. 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

 

Applicants who have obtained education from a foreign college or university must provide a Foreign Transcript Evaluation letter from a National Association of Credentials Evaluation Service (NACES) approved agency. A list of approved agencies can be found at: http://www.naces.org

 

Verification of Experience: Verification of qualifying experience must be signed by the employer’s authorized representative on the employer’s letterhead, and specify the name of the applicant, dates of employment, job title(s), dates of service and duties performed. City and County of San Francisco employees will receive credit for the duties of the class to which the employee was appointed. City and County of San Francisco employees do not need to submit verification of their City employment but must submit verification of outside experience. City employment will be verified by the employee’s record. City and County of San Francisco 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. For more information, please visit: http://www.sfdhr.org/index.aspx?page=20#verification

 

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.


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.

 

You can also watch this video for further assistance with our online application system: http://www.youtube.com/watch?v=4-kUFHXhBjQ&feature=youtube

 

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).

 

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 and application-related materials (e.g., supplemental questionnaires) that are incomplete or completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

 

Resumes may be attached to the application, however resumes will not be accepted in lieu of a complete City and County of San Francisco application.

 

If you have any questions regarding the recruitment or application process, please contact the Exam Analyst, Raymond Wang, by telephone at (415) 554-2920, or via email: raymond.wang@sfdph.org.

 

Selection Procedures

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):

 

Candidates 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.

 

Management Test Battery (Weight: 50%):

 

Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication; Conflict Management and Process Improvement. For more information about this Management Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=343.

 

A passing score must be achieved on the Management Test Battery in order to continue in the selection process.

 

This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.

 

Scores attained on the Management Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Management Test Battery. The Management Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Management Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Management Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Management Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent. 

 

Written Examination (Weight: 50%):

 

Qualified candidates will complete a Supplemental Questionnaire as part of the application which will determine their relative knowledge, ability and skill level in one or more of the following job related areas as appropriate. These areas may include, but not be limited to: knowledge of all acute care, acute rehab and skilled nursing facility regulatory requirements; knowledge of LEAN and the use of proven performance improvement/quality tools; ability as an effective communicator; ability to effectively interact with external agencies; knowledge and skills to assess and improve a culture of safety.

 

Certification Rule: The certification rule for the eligible list resulting from this examination will be Rule of the List Scores. Additional position selection processes may be conducted by the hiring department prior to making final hiring decisions.

 

Eligible List: The eligible list resulting from this examination is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or Civil Service Commission.

 

The duration of the eligible list resulting from this examination process will be six (6) 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 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 http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.

 

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 length 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 ICARE:  Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions: https://zuckerbergsanfranciscogeneral.org/about-us/.

 

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 FaceFitting Respirator.

 

Medical Examination/Drug Testing: Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a 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.

 

Copies of Application Documents: Applicants should keep copies of all documents submitted, as these will not be returned. http://www.sfdhr.org/index.aspx?page=20#copies.

 

Reasonable Accommodation Request: Applicants with disabilities who meet the minimum eligibility requirements for this announcement can find information on requesting ADA Accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities .

 

General Information: Concerning City and County of San Francisco Employment Policies and Procedures can be obtained at: http://www.sfdhr.org/index.aspx?page=20.

 

Right to Work: All person entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States. http://www.sfdhr.org/index.aspx?page=20#identification

 

Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20veteranspreference

 

Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at http://www.sfdhr.org/index.aspx?page=20#senioritycredit

Exam Type: CPE

Issued: December 17, 2020

Carol Isen

Acting Human Resources Director

Department of Human Resources

Recruitment No.: PBT-0942-108636

Department of Public Health

DPH/RW/(415) 554-2920

DHR Pos. No.: 01147194

 

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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