Nursing Department Manager -Inpatient - PCU

TCSA; Stockton (CA); On-site; USD 158,000 - 191,000; Full time

Benefits offered by this job

Health Insurance

Dental Insurance

Vision Insurance

Educational reimbursement

Job summary

San Joaquin General Hospital in Stockton, CA seeks a Nursing Department Manager - Inpatient for the Progressive Care Unit. The role oversees unit operations, staffing, and patient care standards in a complex inpatient setting.

The position requires a strong background in nursing leadership, ACLS, and hospital administration. Includes comprehensive benefits and a competitive salary package with growth opportunities.

Qualifications

• Four years of progressively responsible RN experience with one year of supervisory/charge experience.
• Bachelor's Degree in Nursing may substitute for one year of non-supervisory experience.
• Current California RN registration; ACLS certification required.
• Special requirements include potential in-service training and MICN/ACLS/ICU training for assignment.

Responsibilities

• Sets unit philosophy and develops plans and programs aligned with department mission.
• Coordinates nursing services with other departments and services.
• Prepares and manages the department budget and staffing.
• Interviews and selects applicants; provides orientation, supervision and evaluation.
• Oversees nursing assignments to ensure high-quality patient care.
• May perform therapeutic measures as prescribed and represent the hospital on external committees.

Skills

Nurse Management

Team Leadership

Budgeting

Staff Scheduling

ACLS

Education

Bachelor's Degree in Nursing

Job description

This examination is being given to initially fill 1 full time vacancy in the San Joaquin General Hospital Progressive Care Unit 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 received online by the final filing deadline.

This examination is being given to initially fill 1 full time vacancy in the San Joaquin General Hospital Progressive Care Unit 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 received online by the final filing deadline. Prior to employment, candidates must successfully pass a pre-employment background check, physical and drug screening. Resumes will not be accepted in lieu of an application. 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.

Equal Employment Opportunity

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.

• 1937 Retirement Act plan with reciprocity with CALPERS
• 125 Flex Spending Benefits Plan
• 12 days sick leave annually with unlimited accumulation.
• 10 days of vacation leave (15 days after 3 years, 20 days after 10 years and 23 days after 20 years)

employment oppOrtunity

Nursing Department Manager - Inpatient

Progressive Care Unit

Nursing Department Manager - Inpatient

Progressive Care Unit

THe position

minimum qualifications

Have Recruitment Questions?

Email: [e-mail]

Phone [phone]

Recruitment

1026-RH1300-AC

Human Resources

44 N San Joaquin St

Third Floor, Suite 330

Stockton, California 95202

Salaries, approx. yearly

$157,543.28 - $191,494.85

the Hospital

This is the management level class in the Registered Nurse series. An employee in this class is responsible for the management of a nursing service unit or units (including, where applicable, twenty-four hour services) and for coordination of the unit(s) with other departments or services. Employees may be responsible for overall management of the Division of Nursing Services and other hospital divisions on the evening or night shift.

Note: Supplemental application must be submitted with employment application.

Equal Employment Opportunity

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, visit our site:

sjgov.org/department/hr/divisions/eeo

Note: Resumes will not be accepted in lieu of an application. All correspondences relating to this recruitment will be delivered via e-mail.

Experience : Four years of progressively responsible experience as a registered nurse in an acute care facility including one year of full-time supervisory or charge experience and one year of Progressive Care Unit Inpatient Nursing experience.

Substitution : Possession of a Bachelor's Degree in Nursing, Health Science, Business Administration or other closely related field may be substituted for one year of the required non-supervisory experience.

Licenses and Certificates : Current registration as a nurse in the State of California. Possession of an ACLS is required

Special Requirements: (1) Successful completion of a San Joaquin General Hospital in service or comparable training program in nursing preceptorships may be required prior to completion of the probationary period and periodically thereafter. (2) Possession of a San Joaquin County Mobile Intensive Care Nurse (MICN) certificate, Advanced Cardiac Life Support (ACLS) certificate, completion of an approved ICU/CCU training course, or other approved training or experience may be required for assignment or continued assignment to specialized nursing units.

In addition to the base salary, the County offers an excelent benefit plan which includes a county contribution to health insurance, dental and vision insurance plans. Other benefits offered by the County include:

Benefits

• 1% employer contribution to the County’s 457 Deferred Compensation Plan
• Nursing Department Managers that hold specific Degrees and Certificats may receive 5% Educational Supplement.

Other benefits include:

M ore Than a Hospital—A Community Partner

San Joaquin General Hospital isn't just where you go when you're ill—it's a pillar of community wellness, a center for medical advancement, and a place where healing happens with dignity and respect. What began as a modest medical facility has evolved into a comprehensive healthcare system, but our core mission remains unchanged: providing exceptional care with unwavering compassion to every resident of San Joaquin County.

Our 152-bed acute care hospital delivers:

Advanced General Medical and Surgical Care

Specialized High-Risk Obstetrics

State-of-the-Art Neonatal Intensive Care

Dedicated Pediatric Services

24/7 Intensive Care Units

Our outpatient facilities, including Primary Care and Specialty Clinics, are designed to meet the diverse health needs of our community.

Zoom in and out More Enter full screen Copy of Nursing Department Manager by Employment Services Team

Sets unit philosophy and develops new plans and programs which are congruent with the mission and objectives of the Department of Health Care Services; participates in formulating, interpreting, implementing, and evaluating policies, procedures and standards of nursing care.

Coordinates the services of the nursing unit(s) with other departments and divisions through committees and staff meetings.

Prepares, presents and controls the department budget; prepares special reports and correspondence; controls the use and requisitioning of supplies for the unit; prepares and maintains records and/or statistical data.

Plans, implements, and monitors staffing schedules in order to assure optimal patient care.

Interviews and selects applicants for employment; assures appropriate orientation, teaching, supervision and evaluation of personnel on the unit; initiates and follows through with appropriate disciplinary measures when warranted.

Supervises the planning and implementation of nursing assignments to effectively utilize skills of professional and para-professional personnel and to maintain high quality patient care.

Supervises, coordinates, and evaluates the preparation and implementation of nursing care plans; participates in patient education and rehabilitation.

Provides a unit environment conducive to well-being of patients and personnel.

May perform therapeutic measures prescribed by medical authority within the limits of the Nurse Practice Act and department policy.

Participates on committees as assigned; may represent the hospital to outside agencies.

KNOWLEDGE

Professional nursing theory and techniques; hospital functions; goals of patient care; hospital safety practices and principles; current medical treatment methods, standards, equipment and supplies; current trends and developments in the practice of nursing; principles and practices of management and supervision; budgetary principles and practices nursing staffing patterns.

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

Health Insurance : San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of three medical 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/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

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

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 Act 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 $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, 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.

Holiday : Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year.

Administrative Leave : Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.

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 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 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.

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.

Note: County e mployees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

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 [phone] prior to the examination date.

Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces 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 r 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.