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EMS-Paramedic Principal Instructor

Emergency Medical Services

Recruitment #1023-RH0160-AC

Introduction

This recruitment is being held to fill (1) position with the Department of Emergency Medical Services (EMS) and to establish a list that may be used to fill future vacancies.

Pre-Hospital Care Coordinator – Paramedic Principal Instructor

A principal instructor, who is responsible for areas including, but not limited to, curriculum development, course coordination and instruction, and who has desirable qualifications that meet the following criteria:

Be a paramedic, currently licensed in the State of California.

Be knowledgeable in the course content of the January 2009 United States Department of Transportation (U.S. DOT) National Emergency Medical Services Education Standards (DOT HS 811 077E).

Have six years (6) of experience in an allied health field and an associate degree or two (2) years of experience in an allied health field and a baccalaureate degree.

Be qualified by education and experience with at least at least 40 hours of documented teaching methodology instruction in areas related to methods, materials, and evaluation of instruction. (this can be achieved after hire but within 6 months of hire)

The principal instructor may also be the program medical director or program director. 


COLA

Effective July 1, 2024, all employees shall receive a Cost of Living Adjustment of 4% of base salary.

Effective July 14, 2025, all employees shall receive a Cost of Living Adjustment of 3% of base salary.

Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. 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.

Updated recruitment 10/30/23, changed title from Pre-Hospital Care Coordinator to a working title.

TYPICAL DUTIES

  • Plans, coordinates, implements, monitors, and evaluates the effectiveness of the delivery of ALS and BLS prehospital care within the EMS system.
  • Develops, organizes, implements, reviews and maintains system-wide quality improvement program functions and activities; identifies trends for improvement; prepares statistical indicators, narrative reports and findings.
  • Participates in the development and implementation of policies, procedures and treatment protocols for the delivery of pre-hospital care; maintains policy and procedure manual.
  • Initiates, investigates, and implements emergency medical personnel disciplinary review process pursuant to State of California guidelines and regulations; establishes findings and makes recommendations to the EMS Administrator and EMS Medical Director; carries out initial contact and information gathering for evaluation of complaints regarding the advanced life support program.
  • Monitors ALS training programs; reviews performance of instructors; makes recommendations regarding improvement of curriculum and training process; assists EMS Specialist in evaluating and monitoring training program compliance.
  • Prepares written reports and correspondence; plans meeting agendas; maintains minutes and files on Emergency Medical Services and other related meetings; speaks before groups; may disseminate information on Emergency Medical Service programs to the public.
  • Provides staff assistance to various committees as assigned; acts as liaison with provider and hospital agencies as assigned.
  • May serve as the EMS Duty Officer providing assistance and resources to allied agencies during disaster and multi-casualty incidents; may act as Regional Disaster Medical Health Coordinator or Medical Health Operational Area Coordinator as directed; critiques disaster and multi-casualty incidents as needed.
  • Assists the EMS Administrator in the evaluation and implementation of Emergency Medical Services projects, grant programs or other duties as assigned.
  • Develops and provides monthly ALS Policy and Skills Review training and practical examinations for newly and reaccrediting paramedics; plans and directs advanced life support run review meetings, and continuing education sessions.
  • Inspects stations, ambulances, and other EMS units as needed for compliance with County ordinance and EMS Agency policies.

MINIMUM QUALIFICATIONS

Education: Graduation from an accredited four-year college or university with major in public administration, business administration, health care administration, or a closely related field.

Experience: Three years of experience equivalent to either (1) the class Pre-hospital Care Coordinator in San Joaquin County, or (2) a Mobile Intensive Care Nurse (MICN) in an emergency department of an acute care hospital, or (3) a paramedic on an advanced life support unit.

Substitution: Graduation from an accredited two-year college with two years of direct administrative experience in emergency medical services systems and programs may substitute for graduation from an accredited four-year college or university with major in public administration, business administration, health care administration, or a closely related field.

Licenses and Certificates: Possession of a license issued by the State of California as a registered nurse or paramedic.

KNOWLEDGE

Principles of EMS system planning, coordination, development and organization of pre-hospital personnel; methods of certification, accreditation and authorization testing; organization and structure of emergency medical services systems; methods and procedures of emergency medical care, including advanced life support level skills and pharmacology and prehospital advanced life support and prehospital and base station hospital management of medical emergencies; investigative procedures and interviewing techniques; County and State EMS policies and procedures.

ABILITY

Initiate and implement emergency medical services personnel coordination; evaluate pre-hospital care performance and make recommendations; work with minimal supervision; be available to work a variety of hours; develop and implement pre-hospital policies and procedures; communicate effectively, orally, in writing, and via public speaking; evaluate the performance of others; including preparing clear and concise reports and keeping accurate records; construct, revise, administer and evaluate various tests for prehospital personnel and mobile intensive care nurses; establish and maintain excellent customer service; establish and maintain effective working relationships with County Disaster agencies, other EMS agencies, and others.

PHYSICAL/MENTAL REQUIREMENTS

Mobility – frequent computer operation; sitting for long periods, walking, and driving; occasional standing for long periods of time, climbing stairs, crawling, pushing/pulling, and bending or squatting; Frequency of lifting - frequent lifting up to 30 pounds; Visual Requirements – constant overall vision, depth and color perception, ability to read and do close-up work, and frequent hand/eye coordination, field of vision and peripheral vision; Dexterity – constant holding, reaching, and grasping; frequent repetitive motion and writing; Hearing/Talking – constant hearing normal speech; frequent hearing on the telephone/radio, hearing faint sounds, talking in person, and talking on the telephone/radio; Emotional/Psychological – occasional exposure to emergency situations, trauma, grief or death; exposure to hazardous materials, working alone and travel, working from heights; frequent public contact, and decision-making and problem solving; Special Requirements--may occasionally work weekends/nights; Environmental Conditions – occasionally exposed to noise, dirt, dust, smoke, fumes and poor ventilation, indoor heat and cold; frequently exposed to various weather conditions.

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 Equal Employment Opportunity Division (sjgov.org).

Accommodations for those covered by the Americans with Disabilities Act (ADA):

San Joaquin County complies with the Americans with Disabilities Act 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 which is 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 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 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 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.

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). 

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.org 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 $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.

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, accruals, use, 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 Leave3 days of paid leave for the death of 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 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 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 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 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.

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.
  • 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.

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

Apply Online:       

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 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.



Click on a link below to apply for this position:

Fill out the Supplemental Questionnaire and Application NOW using the Internet.
View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.
View and print the official application form as an Acrobat pdf file. scannable paper application A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in.
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.

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San Joaquin County
Human Resources Division  Stockton, CA 95202
E-mail | Phone: (209) 468-3370 | 8am - 5pm M-F | Powered by JobAps