Deputy Director-Case Managemnt

Introduction

San Joaquin General Hospital is offering an excellent employment opportunity for the Deputy Director - Case Management. The ideal candidate is a motivated leader with a passion to serve economically and diverse communities, demonstrated case management experience in an acute care hospital setting, strong work ethic, administrative experience, and excellent oral and written communication skills.

Click on the following link to view the recruitment brochure: Deputy Director of Case Management

Final appointment will be conditional upon passing a drug screening test, DOJ Live Scan fingerprinting, as well as a background investigation.

Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.

NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.

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.

TYPICAL DUTIES

This specification is a general guideline for this classification. The statements below are not restrictive, and the responsibilities and duties assigned to a position in this class may expand beyond those identified in the specification.

• Plans, organizes, and directs patient care coordination activities in a hospital or other acute care setting for a select group of patients with complex diagnoses and health care needs.
• Directs development and implementation of facility-wide care transitions, discharge planning and utilization standards to ensure coordinated plans of treatment, customer focused delivery of services, and cost-effective utilization of necessary services.
• Establishes and implements a Case Management program in compliance with federal, state, county, and contracted agencies’ regulatory mandate and law. Oversees the development of department standards as identified by regulatory agencies, including The Joint Commission. Maintains a state of continuous regulatory readiness.
• Interprets federal and state regulations, contracts and agreements related to utilization review and inpatient reimbursement.
• Maintains oversight and monitors effectiveness of the concurrent and retrospective inpatient reviews and appeal process, discharge planning and transition of care services; conducts quality of work and compliance audits of casework.
• Coordinates with the Physician Chairman of the Utilization Review Committee to meet the Joint Commission requirements; educates physicians and hospital staff.
• Collaborates and develops effective working relationships with physicians and multidisciplinary teams with hospital and community entities to ensure timely and coordinated discharge planning for patients; negotiates effective contracts with external providers, community partners, and other contractors for service.
• Trains and develops the Case Management staff to accomplish department goals and objectives; ensures efficient use of resources, develops processes to screen, interview, hire, train, and maintain the competency of subordinate staff.
• Provides oversight and monitoring of the assigned budget area, analyzes data, and performs cost analysis as needed.
• Identifies and implements resource reduction strategies consistent with facility strategic plan with a focus on quality outcomes, reduction of length of stay, medical necessity, and appropriate levels of care.
• Participates in leadership activities to drive quality, performance improvement, consistency of operations and cost-efficiency.
• Works towards reducing administrative, avoidable and denied days; provides a secondary review of cases that do not meet the established criteria.
• Provides information regarding changes in MediCal and Medicare regulations and documentation issues to physicians, nurses, and others as needed.
• Establishes, prioritizes, and meets utilization goals; monitors utilization indicators; identifies and escalates issues; and initiates and evaluates action plans for achieving the areas goals/targets.

MINIMUM QUALIFICATIONS

KNOWLEDGE

Principles and practices of supervision, staff development, organization, administration, fiscal, and program management; budget preparation and monitoring; principles and practices of nursing and patient care services for care management, discharge planning, and utilization management in an acute health care setting; federal and state health care laws and regulations common to the operation of hospitals in California; financial processes of various private and public funding sources; regulations of intermediary agencies pertaining to hospital stay coverage (e.g. Medicare/Medi-Cal); principles and applications of hospital information systems as they relate to care management and utilization review; criteria for level of care and current standards in medical and nursing practice; professional nursing theory and techniques; available alternative patient services and treatments; English usage, style, grammar, punctuation, and spelling; and common computer systems and applications.

ABILITY

Exercise analytical and critical thinking skills; make sound managerial decisions; provide effective and efficient management advice in a high paced environment; serve as a resource to physicians, nurses, and care management staff; keep abreast of, understand, interpret, apply, and implement healthcare laws, rules, regulations, and procedures; evaluate data and statistics and prepare reports; select, train, supervise, develop, evaluate, discipline, and motivate staff; work effectively as a member of a management team in a large health care organization; establish and maintain effective working relationships with those contacted in the course of work, at all levels, including colleagues, the public, and representatives of other agencies; communicate effectively, both orally and in writing, with people of diverse backgrounds and cultures.

PHYSICAL/MENTAL REQUIREMENTS

Mobility-Frequent operation of data entry device; occasional standing and walking; frequent driving and sitting may be required; Lifting-occasional lifting 5 to 10 pounds; Vision-frequent hand-eye coordination, depth perception, reading and close-up work; Dexterity-normal dexterity with occasional writing; Hearing/Talking-constant hearing and talking on the telephone/radio and in person; Emotional/Psychological-constant decision making with frequent concentration required; Special Requirements-may occasionally work weekends/nights; may be required to travel; Environmental Conditions-occasional exposure to noise.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

Equal Opportunity Employer

San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org).

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

San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

BENEFITS

Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of four medical plans: a Kaiser HMO plan, a Sutter Health Plus HMO plan, and two self-funded PPO plans called the Select Plan and 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 four dental plans: Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation Plan. The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost. Dependent coverage is available at the employee’s expense.

Vision Insurance: The County provides two vision plan options through Vision Service Plan (VSP). There is no cost for the base plan at employee only coverage. The buy-up plan option has a slightly higher cost. 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

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

Section 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 and dependent care costs. Annual limits are set by the IRS and may change each year.

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 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. For members of this unit, the County shall make a contribution equal to 2% of the employee’s base salary to the deferred compensation plan.

Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years.

Holidays: 14 paid holidays per year.

Vacation Cash Out: Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the member’s accumulated vacation with the approval of the County Administrator.

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.

Recruitment Incentives: Upon the request of the Department Head and with the approval of the County Administrator or his designee, the following recruitment incentives may be provided:

a) Reimbursement of moving expenses: Actual documented cost of
moving to a maximum of $2,000. Costs may include moving
expenses, interim housing, and travel expenses related to the move
for the candidate and his/her family. Any approved reimbursement
shall be made contingent upon employment, in two incremental
payments: the first payment after six months of service, the second
after twelve months of service.
b) Vacation Accrual Rate: The San Joaquin County vacation accrual
rate consistent with the candidate’s total years of public service.

c) Sick Leave: If the candidate is leaving other employment to accept
the San Joaquin County position, credit of the candidate’s actual
unreimbursable sick leave hours from the candidate’s last agency
will be a maximum of 160 hours. Such hours shall be subject to San
Joaquin County’s minimum sick leave cash out provisions.

Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1,600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues, not to exceed actual amount of the dues.

Parking Supplemental Downtown: 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.

HOW TO APPLY

San Joaquin General Hospital is seeking a highly experienced and dedicated Human Resources professional to join its executive management team. This senior-level position will lead a wide range of HR functions. Responsibilities include strategic planning, direction, and management of all HR operations and staff, evaluating and developing HR programs and policies to align with the hospital’s goals, employee relations, performance management, training, and compliance efforts. The role also serves as a key advisor on HR best practices and regulatory matters.
Click on the following link to view the recruitment brochure:
Final appointment will be conditional upon passing a drug screening test, DOJ Live Scan fingerprinting, as well as a background investigation.
Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.
NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.

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.


Click on a link below to apply for this position:
Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here. View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email, or apply for a job in person at the San Joaquin County Human Resources Division.

Closing Date/Time: 10/13/2025 11:59:00 PM

• 

• San Joaquin County

• (209) 468-3370

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