Community Outreach Worker II
|Date Opened||10/24/2012 8:00:00 AM|
|Filing Deadline||11/29/2012 5:00:00 PM|
|Salary||$1,695.75 - $2,019.00/biweekly; $3,674.13 - $4,374.50/month;|
Permanent Project (timelines vary depending on funding; but no longer than five years)
|HR Analyst||Debra Robinson|
These positions are located in the Health Care Services Agency and Community Development Agency and report to professional staff.
Community Outreach Worker II is the journey-level class in the Community Outreach Worker series. Under general supervision, incumbents handle difficult at risk client cases and exercise independent judgment in the handling of their day-to-day social environmental interactions with clients. This class is further distinguished from the higher professional classes (e.g. Nutritionist, Skilled Medical Professional) in that the latter performs at a higher level and with increased knowledge, technical skills and ability gained through experience and education. Professional staff also exercise significant judgment and make clinical decisions regarding client treatment and/or counseling services.
The equivalent of six months of full-time satisfactory experience in the Community Outreach Worker I in the Alameda County classified service.
The equivalent of two years’ full-time experience working in a community outreach program performing duties, such as: Intake, peer counseling, obtaining personal history data needs, non-clinical assessments, client community health education, program screening, placement and referral.
The equivalent of an AA degree (60 semester or 90 quarter units) from an accredited college in health services, social science health education or a related field, such as Psychology or Counseling, may be substituted for one year of full-time experience in pattern II above.
Some positions may require a certificate in Tuburculant Skin Testing, Phlebotomy and HIV Counseling.
Some positions may require a valid California Motor Vehicle Operator's License.
NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.
In addition to the meeting the minimum qualifications noted above, the Ideal Candidates for this position will demonstrate experience in the following areas:
• A satisfactory level of technical and professional skill or knowledge in position related areas.
• Adaptability- Maintaining effectiveness when experiencing major changes in work responsibilities.
• Customer Focus- Ensuring that customer focus is a driving force behind business decisions, and activities.
• Building Trust- Interacting with others in a way that gives promotes confidence in one’s intentions and those of the organization.
• Collaboration- working effectively and cooperatively with others; establishing and maintaining good working relationships.
• Outreach Education/Health Promotion- Support, explain and instruct clients/customers in understanding of available health and community resources.
• Formal Presentation- Present ideas effectively to individuals or groups.
KNOWLEDGE AND SKILLS
· Availability of community and governmental services and resources.
· Interviewing techniques and methods.
· Principles of counseling and health education.
· Basic social needs, problems, attitudes and behavioral patterns.
· Basic principles of health promotion, disease prevention, and preventive health care.
· Community structure and dynamics and method of group facilitation.
· Outreach program development, implementation and evaluation.
· Computer database operation and basic data entry skills.
· Establish and maintain effective working relationships with clients, their families, professionals, paraprofessional and support staff in the department, outside agencies, schools and with the general public in a variety of ethnic and cultural communities.
· Communicate clearly and effectively, both orally and in writing.
· Follow prescribed procedures.
· Obtain and maintain accurate case information.
· Perform phlebotomy with applicable training.
· Understand and accept differences in attitudes toward health problems, resulting from medical, cultural, financial or other forms of deprivation.
· Work with persons infected with communicable disease.
· Plan and implement presentations of program objectives and guidelines.
· Analyze client activities and integrate appropriate program activities/services.
· Gain confidence and obtain personal and confidential data from clients across ethnic and cultural lines.
· Research, prepare and deliver preventive health presentations.
The first step in the examination process is a review of all submitted application materials to determine if the information is complete and applicants meet the minimum qualifications stated. This step may also include an evaluation of submitted material to identify the “best qualified” applicants based upon the ideal candidate description. Possession of the minimum qualifications does not always guarantee further advancement in the selection process; only the “best qualified” applicants may advance to the next steps of the examination. The next steps of the examination process comes in many forms and may include written, performance and physical ability tests, oral interviews, or a combination thereof. Examinations take into account such factors as experience, education, aptitude, capacity, knowledge, skill, character, physical fitness, or any other factor, quality or attribute, including moral character and reputation, that may determine the relative fitness of a competitor to perform the essential functions of the job.
Should a panel interview be included in the examination steps, the interview panel may be comprised of subject matter experts within the organization which may include supervisors and managers from the hiring department; other interviews may be comprised of experts from outside of the organization. The purpose of the interview is to assess your suitability for a position. The primary objectives are to: acquaint interviewer and candidate; learn more about the candidate’s background and experience as it relates to the job; and help the candidate understand the position and organization.
Competitive examinations are progressive and applicants who score the highest on each examination step proceed to the next step until an eligible list of the best qualified is established. Candidates are then referred from the eligible list when vacancies arise and are "certified" in rank order to the hiring department. Results of the examination process, ranking on the eligible list, and notice of certification to the hiring department are sent to participating candidates by e-mail.
In cases where there are many vacancies throughout the County, each department may submit a request to “certify the eligible list.” We will notify you by email when you have been certified. The certification notice will let you know the name of the department and the location of the current vacant position as well as the next steps to follow in the process. Candidates' names typically remain on eligible lists for one year and are "certified" in rank order to a hiring department only when a vacancy occurs.
Alameda County utilizes the "rule of the five highest scores." This means when a vacancy occurs, the department with the vacancy will interview the candidates with the five highest scores and may select one of them to fill the vacancy. Departments that have already interviewed candidates in any step of the examination process may choose not to interview candidates again for the same position.
We reserve the right to make changes to the announced selection process.
TENTATIVE SELECTION PLAN
• Deadline for Filing Applications: November 29, 2012, 5:00 pm
• Application Review Completed By: December 3, 2012
• Supplemental Questionaire Screeing for Best Qualified Completed By: December 4, 2012
• Panel Interview : Scheduled for December 18 & 19, 2012
*Type of Exam: New Open Assembled
ABOUT THE COUNTY
Alameda County, located on the east side of San Francisco Bay, is California’s seventh-largest county. The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion. Oakland, the County seat, is California’s eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.
BENEFITS FOR NON-MANAGEMENT POSITIONS
The County offers HMO and PPO medical plans. The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.
The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to $1,450 per year. The DMO option has an orthodontic benefit for children as well as adults.
The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees. The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses. The Voluntary Vision Plan is 100% employee paid and is available for employees and their dependents. In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay.
A Vision Reimbursement Plan is available for some union bargaining units who have a provision in their Memorandum of Understanding that after six months of continuous service, Vision Reimbursement for eye lenses or contacts is provided up to a set dollar amount. This vision reimbursement benefit is available to employees only.
COUNTY ALLOWANCE DOLLARS
The County provides up to $300 of flex dollars annually, dependent upon the eligible employee's represented or unrepresented classification. These flex dollars can be used to pay for medical premiums. The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the employee, which can be used for unreimbursed medical expenses.
HEALTH FLEXIBLE SPENDING ACCOUNT
Employees may opt to salary contribute on a pre-tax basis up to $5,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.
DEPENDENT CARE ASSISTANCE PROGRAM
For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can salary contribute on a pre-tax basis up to $5,000 annually. These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.
The County pays for a Basic Life Insurance policy of $9,000 up to $20,000 for an employee based on the affiliation with their appropriate union.
For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.
Most employees are provided 11 paid holidays plus four floating holidays dependent upon the union bargaining unit.
VACATION AND SICK LEAVE WITH PAY
Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned. Sick leave accruals are based on the union bargaining unit and are defined in the corresponding Memorandum of Understanding.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The County has an EAP available for employees, spouses/domestic partners and eligible dependents. This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.
DISABILITY or INCOME REPLACEMENT
Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.
LONG TERM CARE
This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age. Places where care can be provided are: in one’s home, at a nursing home, at an assisted living facility or adult day care center.
The County retirement program is a Defined Benefit plan and is governed under the provisions of the 1937 Act systems. The County’s retirement is based on one’s age upon entrance, compensation, years of service and specific percentage of employee/employer contributions with the County’s portion vesting after five years of employment.
The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773. To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process. (510) 272-3703 (TDD)
DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100. In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.
DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety. Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.
An applicant’s previous employment may be investigated. Results of this investigation may be cause for disqualification. Also, all convictions will be reviewed and may result in a request for additional information or termination of employment. A conviction record will not necessarily disqualify an applicant from employment. Each case will be given individual consideration, based on job-relatedness.
All prospective county employees must pass a medical examination before beginning employment. For positions which require a commercial driver’s license and the performance of functions defined as “safety sensitive,” Federal law and County policy requires that the examination include a drug screening process. Offers of employment are conditional upon successful completion of this examination.
Alameda County is an Equal Opportunity/Affirmative Action employer. Women, ethnic and racial minorities and persons with disabilities are encouraged to apply. Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.
Please take the steps recommended above to insure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment.
NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. All notices are generated through an automated email notification system. Replies to the email box are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs. You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied.
Debra Robinson Harris, Human Resources Analyst III
Human Resource Services, County of Alameda