Staff Nurse IV-Inpatient Med Surg & Med Guarded Units
San Joaquin General Hospital - Part-time & Per Diem
|Approximate Salary||$48.32 - $58.73/base hourly|
|Opening Date||8/13/2020 1:00:00 PM|
|Closing Date||9/25/2020 11:59:00 PM|
Per Diem (Health Care Services Only)
|Tentative Exam Date||TBA|
San Joaquin General Hospital is seeking to fill current part-time premium and per diem Staff Nurse IV vacancies within inpatient Medical Surgical 3B, 2D and CDCR Medical Guarded units. The ideal candidate will be an experienced medical-surgical acute care RN, be Chemotherapy certified, and experienced in precepting new nurses.
Established in 1857, San Joaquin General Hospital is a 152 bed teaching hospital, a designated level III Trauma Center and Certified Stroke Center. This teaching hospital environment provides an opportunity for you to make a difference as a team player on a high functioning multi-disciplinary team.
Staff Nurse IV is the advanced-level class in the Staff Nurse series. Employees in this class are expected to be knowledgeable clinical practitioners who can provide an advanced level of patient care with minimum guidance and supervision, functioning more independently and performing more advanced nursing duties than the Staff Nurse III class. Additionally, employees may serve as preceptors for new employees and complete an annual clinical project which must be presented and accepted to maintain standing as a Staff Nurse IV.
Types of Positions Available:
**Indicate your interest in Employment Type when completing application, under "Profile" > "Employment Preferences"
§ Part-Time Premium – benefited part-time position (see Part-Time Employee Benefits section below for additional information)
§ Per Diem – eligible for 20% supplement in lieu of benefits
Vacancies vary by unit, and as positions are filled. Shifts may be either AM, Nights, or PM depending on each department’s need. In addition, the shifts include coverage for weekends and holidays.
Salary Information (base salary, biweekly and annual are based on full time hours)
Staff Nurse IV
The following additional Supplemental Pay may apply:
§ Shift Differential: $2.00/hour – PM Shift; $4.50/hour – Night Shift
§ Educational Supplement: 5% of base salary (eligibility criteria per CNA MOU)
§ Charge Pay: $2.00/hour
§ Preceptor Pay: $1.00/hour
§ Standby Pay: 33% of base salary
§ Longevity Pay:
· After 20,800 hours (full-time equivalent of 10 years): 7.5% of base salary
· After 31,200 hours (full-time equivalent of 15 years): 10% of base salary
§ Per Diem Supplement (in lieu of benefits): 20% of base salary
*Please note that as a condition of employment, candidates selected for these units must successfully pass a California Department of Corrections and Rehabilitation (CDCR) background investigation conducted by the CDCR. Candidates must maintain their CDCR clearance for continued employment in these units.
Prior to employment, candidates must successfully pass a pre-employment physical exam and pre-employment drug screening.
Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.
Please visit San Joaquin General Hospital at: www.sjgeneral.org
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 US Mail.
Note: Supplemental application must be submitted with employment application.
Experience: Two years of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. Experience must be in an inpatient unit equivalent to the area in which they will be assigned.
Education: Possession of a Bachelor’s Degree in Nursing, Health Science, or closely related field.
Experience: One year of progressively responsible experience as a registered nurse in an acute care hospital at a level equivalent to a San Joaquin County Staff Nurse III. Experience must be in an inpatient unit equivalent to the area in which they will be assigned.
Certification: Possession of National/International Nursing Certification in specialty area.
AND Licenses and Certificates: Current registration as a nurse in the State of California. Special Requirements: (1) Possession of the following may be required for assignment or continued assignment to specialized nursing units: Critical Care Course, ACLS Certification, Preceptor Course, PALS, ED Essentials, MSE Triage, MICN-Code 3 Clearance, Fetal Heart Monitoring, Advanced Fetal Heart Monitoring, Neonatal Resuscitation Program (NRP), ICN Course, Fluid & Electrolyte Course, Renal Failure Course, Chemotherapy Course and BLS. Special Requirement Medical Guarded Unit: As a condition of employment, candidates must successfully pass a California Department of Corrections (CDCR) background investigation conducted by the California Department of Corrections and Rehabilitation. Candidates must also maintain their CDCR clearance for continued employment in the Special Care Unit or Medical Guarded Unit.
Licenses and Certificates: Current registration as a nurse in the State of California.
Special Requirements: (1) Possession of the following may be required for assignment or continued assignment to specialized nursing units: Critical Care Course, ACLS Certification, Preceptor Course, PALS, ED Essentials, MSE Triage, MICN-Code 3 Clearance, Fetal Heart Monitoring, Advanced Fetal Heart Monitoring, Neonatal Resuscitation Program (NRP), ICN Course, Fluid & Electrolyte Course, Renal Failure Course, Chemotherapy Course and BLS.
Special Requirement Medical Guarded Unit: As a condition of employment, candidates must successfully pass a California Department of Corrections (CDCR) background investigation conducted by the California Department of Corrections and Rehabilitation. Candidates must also maintain their CDCR clearance for continued employment in the Special Care Unit or Medical Guarded Unit.
Health Insurance: The County provides full time employees, and part time employees eligible for benefits, with a choice of one of three health insurance plans at no cost to the employee. Dependent coverage is available for all plans, with employee paying a portion of the premium. The three plans are: (1) a Kaiser Plan; (2) a Select Plan; and (3) a Premier Plan
Dental Insurance: The County provides employees an option for dental insurance coverage for eligible employees and dependants in either the Delta Dental or the United Health Care-Select Managed Care Direct Compensation plan at no cost to the employee. Dependent coverage is available at the employee’s expense
Vision Insurance: Under the Vision Service Plan (VSP), coverage for the employee is available at no cost to the employee. Dependent coverage is available at the employee’s expense
Pay differential for benefits: Part time employees eligible for benefits receive a two (2) percent differential
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 up to a maximum of $100,000 at the County's rate.
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)
Deferred Compensation: The County maintains 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
Vacation: Vacation is pro-rated based on hours worked. Employees earn .0577 hours based on each hour worked. Vacation accrual increases based on length of service
Holiday: 14 holidays per year which includes 4 floating holidays if the employee is normally scheduled to work the day of the holiday
· Regular holiday: when an employee works on a regular holiday (non-floating), employee receives regular pay plus holiday pay or time off at time and one half
· Floating holiday: employees who work on a floating holiday earn time off to be taken at a later date
Educational Leave: Each fiscal year, department heads grant 24 hours to part time employees eligible for benefits of educational leave that are not carried beyond the end of the fiscal year
Sick Leave: Part time employees eligible for benefits accrue .0462 hours of sick leave for each straight-time hour on payroll 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 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 1840 hours on each step of the range, they are eligible for a merit increase to the next step
License/Certificate Fees: The County provides reimbursement for specific classifications under the Registered Nurses Memorandum of Understanding for fees required to renew State required license/certification. Fees associated with initial license/certification will not be covered
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: The County offers an Educational Reimbursement Program which reimburses the part time employees eligible for benefits up to $450 per fiscal year and up to $900 per fiscal year for enrollment in an approved degree program
Parking Supplemental Downtown Stockton: The County contributes up to $17.00 per pay period for employees 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
Social Security: Part time employees are covered by Social Security with the employee and the County sharing the cost
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.
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
By mail or in person:
San Joaquin County Human Resources
44 N. San Joaquin Street Suite 330
Stockton, CA 95202
Monday – Friday 8:00 am to 5:00 pm; excluding holidays.
Phone: (209) 468-3370
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.