Clinical Program Manager
Apply NowCompany: Kings County, CA
Location: Hanford, CA 93230
Description:
Salary : $100,318.40 - $122,366.40 Annually
Location : CA 93230, CA
Job Type: Full-time permanent
Job Number: 2024-145
Department: Behavioral Health Administration
Opening Date: 04/17/2025
Closing Date: 4/28/2025 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings is seeking to fill one immediate Clinical Program Manager vacancy in the Behavioral Health Department. The incumbent will develop and oversee the Behavioral Health's Adult System of Care, in coordination and support of the County's Behavioral Health Plan. Under direction, plans, organizes, and manages the work of clinical and operational program functions for an assigned program(s) within the Behavioral Health Department; program management responsibilities encompass designing, developing, and implementing program services; recommends and implements program goals and objectives, and ensures program compliance with mandated requirements; and performs related duties as assigned. Future vacancies for this position with alternate assignments may be filled from the eligible list to be established. The life of this eligible list is six months. For more information on Kings County Behavioral Health, click
MANAGEMENT BENEFIT PACKAGE INCLUDES:
CLASS CHARACTERISTICS
This is a management classification responsible for planning, organizing, reviewing, and evaluating assigned clinical programs and related activities and services within the Behavioral Health Department. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities, which include monitoring and evaluating assigned programs and program performance measures and ensuring compliance with constantly changing laws and regulations. Incumbents serve as a professional-level resource for organizational, managerial, and operational analyses and studies. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines.
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:
EDUCATION AND EXPERIENCE
Education:
LICENSES AND CERTIFICATIONS
Licenses:
SPECIAL REQUIREMENTS
Qualify for security clearance through a background investigation and fingerprint check; must be willing to work occasional irregular hours as necessary; ability to travel within and outside of the County.
A detailed job specification is available by clicking
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or a written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.
a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
NOTE: Provisions regarding vacation and management leave do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO Plan Health/Dental/VisionPlan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.
RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).
Miscellaneous Non-Safety ManagementNew Members -Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee. The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit. Safety ManagementNew Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee. The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. Elected Officials
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.
b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.
UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEThis Article does not apply to employees who elect the PERS service credit.
a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.
b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.
1. Retiree health benefit option:
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.
2. Cash benefit option:
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY
1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
FIRE CERTIFICATION PAY
1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.
FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.
The stipend rates are as followed:
Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more
* Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave.
* Employees shall not receive stipend pay for any hours they receive strike team pay.
While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.
FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
*Employees shall not receive stipend pay for any hours they receive strike team pay.
BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.
All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.
LONGEVITY PAY
UNIFORM ALLOWANCEBILINGUAL PAYLEGAL SPECIALIST CERTIFICATION PAYPUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSESRECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01
The application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.
02
Do you possess a master's degree from an accredited college or university with major coursework in social work, psychology, counseling, marriage and family therapy, or a related field?
03
List below the following information for education you possess in social work, psychology, counseling, marriage and family therapy, or a related field. Your response MUST INCLUDE:1) Name of University or College,2) Major or field of study,3) Degree Received, and4) Dates attended.If not applicable, type "N/A". Note: Education listed must also be on application to be considered and the department will require official transcripts.
04
How many years of increasingly responsible experience do you possess administering and/or supervising clinical services and operations in a mental health program, including at least one (1) year in a supervisory capacity?
05
Describe your experience administering and/or supervising clinical services and operations in a mental health program. Your response MUST INCLUDE:1) Dates of experience, 2) Department, Agency, or Organization3) Relevant job duties, 4) Dates attended.If not applicable, type "N/A".
06
How many years of the above experience was in a supervisory capacity? This may also include clinical supervision and/or lead direction of unlicensed clinical or licensed para-professional staff, or student interns.
07
Describe your supervisory experience below. Please include in your response:1) Number of employees supervised, 2) Clinical supervision or lead direction of unlicensed clinical or licensed para-professional staff, or student interns3) Supervisory duties If not applicable, type "N/A".
08
Do you possess a current, valid California Driver's License (CADL)? NOTE: Military Spouses, please attach copies of your supporting documentation. For more information on how to add attachments to your application, click
09
Do you possess a valid licensure as a Licensed Clinical Social Worker (LCSW), Marriage and Family Therapist (LMFT), or Licensed Professional Clinical Counselor (LPCC) issued by the California Board of Behavioral Sciences (BBS)? This is a requirement to meet minimum qualifications. Please attach a copy of your license prior to submitting your application. For information on how to add attachments to your application, click
10
This position requires the ability to qualify for security clearance through a background investigation and fingerprint check.
11
This position requires the ability to work occasional irregular hours as necessary.
12
This position requires the ability to travel within and outside of the County.
13
**Bilingual Fluency is preferred, but not required**Please indicate your level of bilingual fluency in Spanish/English. This includes the ability to accurately and appropriately translate program information for individuals and groups in the Spanish-speaking community.
14
I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.
Required Question
Location : CA 93230, CA
Job Type: Full-time permanent
Job Number: 2024-145
Department: Behavioral Health Administration
Opening Date: 04/17/2025
Closing Date: 4/28/2025 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings is seeking to fill one immediate Clinical Program Manager vacancy in the Behavioral Health Department. The incumbent will develop and oversee the Behavioral Health's Adult System of Care, in coordination and support of the County's Behavioral Health Plan. Under direction, plans, organizes, and manages the work of clinical and operational program functions for an assigned program(s) within the Behavioral Health Department; program management responsibilities encompass designing, developing, and implementing program services; recommends and implements program goals and objectives, and ensures program compliance with mandated requirements; and performs related duties as assigned. Future vacancies for this position with alternate assignments may be filled from the eligible list to be established. The life of this eligible list is six months. For more information on Kings County Behavioral Health, click
MANAGEMENT BENEFIT PACKAGE INCLUDES:
- CalPERS Retirement (see benefits section to determine plan/tier placement).
- Excellent PPO insurance including medical, dental, vision and chiropractic insurance coverage for the employee and their eligible dependents paid 100% by the County.
- Onsite health center for employees and eligible dependents on County health insurance.
- $40,000 term life/accident insurance.
- Paid vacation and sick leave (see benefits tab for more details).
- An additional 64 hours (48 hours can be cashed out) of management leave each fiscal year. Effective July 1, 2025, the amount of management vacation time will increase from 64 to 80 hours (or pro-rated upon hire date) of which will not carry over and may be cashed out in full.
- Access to the County's Employee Assistance Program.
- Access to Kings County's Assist-to-Own Down Payment Assistance Program.
- Deferred Compensation match up to $3,500 per year for every three dollars contributed.
- Longevity pay beginning at 10 years of service.
CLASS CHARACTERISTICS
This is a management classification responsible for planning, organizing, reviewing, and evaluating assigned clinical programs and related activities and services within the Behavioral Health Department. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities, which include monitoring and evaluating assigned programs and program performance measures and ensuring compliance with constantly changing laws and regulations. Incumbents serve as a professional-level resource for organizational, managerial, and operational analyses and studies. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines.
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
- Plans, organizes, and manages clinical and operational activities of assigned program(s); directs oversight of contractors and medical providers who provide behavioral health services within the scope of the assigned area.
- In consultation with the Medical Director, may set and oversee the medical standards of practice for psychiatric care for clients of all ages.
- Ensures that the program is staffed with qualified individuals by resolving performance problems, documenting performance according to policy; training and developing staff; and assisting in the selection, hiring, and promotion of staff; provides guidance to subordinate supervisors regarding personnel matters.
- Manages the program's daily work activities and operations, directly or through subordinate supervisors, by establishing performance levels, communicating goals and performance expectations, and monitoring and reviewing work to ensure conformance to established policies and procedures, and standards for quality and timeliness.
- Assesses service delivery and communicates findings to upper management; implements changes to improve efficiency and service quality; maximizes effectiveness of program operations and ensures alignment with the department's mission; recommends and implements goals and objectives, policies, procedures, work standards, and internal controls.
- Directs the collection and compilation of data and narratives for program evaluation; prepares reports for submission to County management and oversight agencies on program metrics and outcomes; takes action on program evaluation outcomes as directed by management.
- Develops, communicates, and implements program action and/or operational plans and creates resources for organizations or individuals participating in program execution; conducts program training, drills and other methods to ensure participants are properly trained and understand their role(s) within program operations.
- Interprets laws and regulations to determine relevancy to the assigned area and clinical program operations and services; ensures program compliance, or recommends measures to ensure, compliance with laws and regulations; develops and modifies program policies and procedures as needed to remain compliant with regulatory and legal requirements as well as industry best practice for clinical service delivery models.
- Prepares a variety of administrative and technical reports, as well as business correspondence and presentations; presents reports and to internal and external stakeholders; conducts outreach presentations to community and advocacy groups.
- Serves as a staff resource by providing consultation and guidance to staff or other County management and employees with respect to service delivery or operational effectiveness issues.
- Assists in the development of agreements for assigned program by preparing scopes of work, agreement exhibits, or reviewing external contracts or compliance with assigned system of care requirements.
- Assists in development of the budget for assigned program by preparing cost estimates and projections and performs ongoing monitoring of expenditures to ensure compliance with budget provisions.
- Works with internal County staff and external agencies, community groups, contractors, and other public and private organizations to determine needs for shared services and collaborative projects, or the provision of services by contracted agencies.
- Ensures that information regarding services and policies is provided accurately and thoroughly to interested parties and responds to sensitive complaints from the community and County staff.
- Attends and participates in professional group meetings; may serve as a committee chair or facilitator; stays abreast of new trends, innovations, and best practices in the area of assignment.
- Performs related duties as assigned.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:
EDUCATION AND EXPERIENCE
Education:
- Equivalent to a master's degree from an accredited college or university with major coursework in social work, psychology, counseling, marriage and family therapy, or a related field.
- Two (2) years of increasingly responsible experience administering and/or supervising clinical services and operations in a mental health program, including at least one (1) year in a supervisory capacity.
LICENSES AND CERTIFICATIONS
Licenses:
- Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment.
- Possession of valid licensure as a Licensed Clinical Social Worker (LCSW), Marriage and Family Therapist (LMFT), or Licensed Professional Clinical Counselor (LPCC) issued by the California Board of Behavioral Sciences (BBS), to be maintained throughout employment.
SPECIAL REQUIREMENTS
Qualify for security clearance through a background investigation and fingerprint check; must be willing to work occasional irregular hours as necessary; ability to travel within and outside of the County.
A detailed job specification is available by clicking
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or a written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.
a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
NOTE: Provisions regarding vacation and management leave do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO Plan Health/Dental/VisionPlan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.
RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).
Miscellaneous Non-Safety Management
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.
b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.
UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEThis Article does not apply to employees who elect the PERS service credit.
a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.
b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.
1. Retiree health benefit option:
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.
2. Cash benefit option:
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY
1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
FIRE CERTIFICATION PAY
1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.
FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.
The stipend rates are as followed:
Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more
* Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave.
* Employees shall not receive stipend pay for any hours they receive strike team pay.
While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.
FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
*Employees shall not receive stipend pay for any hours they receive strike team pay.
BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.
All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.
LONGEVITY PAY
UNIFORM ALLOWANCEBILINGUAL PAYLEGAL SPECIALIST CERTIFICATION PAYPUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSESRECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01
The application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.
- I Accept.
02
Do you possess a master's degree from an accredited college or university with major coursework in social work, psychology, counseling, marriage and family therapy, or a related field?
- Yes
- No
03
List below the following information for education you possess in social work, psychology, counseling, marriage and family therapy, or a related field. Your response MUST INCLUDE:1) Name of University or College,2) Major or field of study,3) Degree Received, and4) Dates attended.If not applicable, type "N/A". Note: Education listed must also be on application to be considered and the department will require official transcripts.
04
How many years of increasingly responsible experience do you possess administering and/or supervising clinical services and operations in a mental health program, including at least one (1) year in a supervisory capacity?
- Less than two years
- Two years or more
- No experience
05
Describe your experience administering and/or supervising clinical services and operations in a mental health program. Your response MUST INCLUDE:1) Dates of experience, 2) Department, Agency, or Organization3) Relevant job duties, 4) Dates attended.If not applicable, type "N/A".
06
How many years of the above experience was in a supervisory capacity? This may also include clinical supervision and/or lead direction of unlicensed clinical or licensed para-professional staff, or student interns.
- Less than one year
- One year or more
- No experience
07
Describe your supervisory experience below. Please include in your response:1) Number of employees supervised, 2) Clinical supervision or lead direction of unlicensed clinical or licensed para-professional staff, or student interns3) Supervisory duties If not applicable, type "N/A".
08
Do you possess a current, valid California Driver's License (CADL)? NOTE: Military Spouses, please attach copies of your supporting documentation. For more information on how to add attachments to your application, click
- Yes, I possess a valid CADL.
- No, I do not possess a valid CADL, but I am WILLING AND ABLE to obtain one prior to appointment to this position.
- No, I do not possess a CADL, but I am a military spouse with a valid driver's license issued by the state of my active-duty spouse's legal residency. I understand that I will be required to submit documents to verify, including but not limited to my dependent ID, my spouse's current out-of-state driver's license, or any other document necessary to verify the information.
- No, I do not possess a valid CADL and I am UNABLE to obtain one prior to appointment to this position.
09
Do you possess a valid licensure as a Licensed Clinical Social Worker (LCSW), Marriage and Family Therapist (LMFT), or Licensed Professional Clinical Counselor (LPCC) issued by the California Board of Behavioral Sciences (BBS)? This is a requirement to meet minimum qualifications. Please attach a copy of your license prior to submitting your application. For information on how to add attachments to your application, click
- Yes, and I will attach my license prior to submitting my application.
- No, and I understand this will disqualify me from this recruitment.
10
This position requires the ability to qualify for security clearance through a background investigation and fingerprint check.
- I have read and understand the above statement.
11
This position requires the ability to work occasional irregular hours as necessary.
- I have read and understand the above statement and am WILLING AND ABLE to meet this requirement.
- I have read and understand the above statement and am UNABLE to meet this requirement.
12
This position requires the ability to travel within and outside of the County.
- I have read the above statement and am WILLING AND ABLE to meet this requirement.
- I have read the above statement and am UNABLE to meet this requirement.
13
**Bilingual Fluency is preferred, but not required**Please indicate your level of bilingual fluency in Spanish/English. This includes the ability to accurately and appropriately translate program information for individuals and groups in the Spanish-speaking community.
- Advanced
- Intermediate
- Beginner
- No bilingual fluency
14
I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.
- I Accept.
Required Question