(Clinical Psychologist) Medical Professional Expert
Position DetailsPosition Information Classification Title: Project Specialist Job Category: Short-Term Temporary (non-teaching) Job Open Date: 04/28/2015 Job Close Date: Position ID: NBU1989 Job Opening ID: NBU1989 Position Title: (Clinical Psychologist) Medical Professional Expert Department: Student Health Center (SC-024-094) Salary Schedule: Click here for current Salary Schedules Pay Basis: Hourly Pay Rate: $70.00-$100.00 Hours Per Week: up to 25. Summary Description:
The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.
This position is a short-term, temporary, Non-Bargaining Unit assignment, not to exceed 160 days. The assignment is on an as needed basis, and may be shortened or extended.
This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. All applications will be reviewed by Human Resources. Those qualified applicants who are selected, will be contacted by Human Resources for an interview. Please do not call the Human Resources Office regarding the status of your application.
Under administrative leadership and general guidance of the Director of Student Health Services, the Clinical Psychologist’s primary function is to provide short-term, brief, solution-focused therapy services for students, with the goal of maximizing success in the college setting. The Clinical Psychologist also serves as a college resource on issues of mental health, participates in forums, serves on committees or other college bodies, and acts as a team member when representing the College in the local mental health community, and, in turn, as a referral resource to that community. The Clinical Psychologist supervises the intern-training program which provides services to students through self-referral, health center referral, or through referral by general counseling or instructional faculty or College staff. The Clinical Psychologist may provide individual, group, classroom, and community mental health programs and mental health promotion or illness prevention for the entire Saddleback College community as needed. Clinical therapy services within the Student Health Center are targeted to help students cope with stressors or diagnoses that are affecting their success as a student. The Clinical Psychologist collaborates in furthering the educational growth of students and supports advancement of the vision, mission, and values of Saddleback College.Representative Duties and Responsibilities:
Examples of duties include, but not limited to, the following:
•Provides short-term personal therapy and advisement to Saddleback College students through direct contact individually, as couples, in groups, and through screenings or testing.
•Assesses the psychological needs of students and develops an appropriate plan of intervention.
•Deals effectively and rapidly with students in psychological crisis and acts as a consultant to instructional faculty and staff when they are confronted with such crises.
•Works effectively with Campus Police and Health Center staff in a crisis setting.
•Educates students and staff about the maintenance of psychological health and the minimization of emotional stress.
•Collaborates with college administration, faculty and staff with non-crisis related student issues when behaviors present that disrupt the classroom functioning or indicate the student is psychologically impacted.
•Provides brief, solution-focused psychological services to students, in which the student is, assisted in problem resolution, crisis intervention, assessment, planning, and implementation of his/her immediate and long-term clinical goals.
•Acts as a member of the health center team and when asked represents as a professional liaison between Saddleback College and the community.
•Works collaboratively with the Director of Student Health, staff, faculty, and community partnerships within the College.
•Assists with planning student health programs to respond to identified needs; assists in the implementation of new need-based programs, and monitoring of existing programs for effectiveness, applicability, and safety through ongoing quality improvement and program review activities.
•Assists the Physician and nurses with mental health needs as applicable.
•Follows professional protocols for licensed Clinical Psychologists as stipulated by the California Board of Psychology.
•Serves on the Crisis Intervention Team (CIT) to assist in developing, facilitating, and evaluating intervention programs and health promotion, as well as to problem solve disruptive, distressed, or threatening student issues.
•Serves on college committees as appropriate and requested.
•Maintains up-to-date knowledge as it relates to clinical therapy, clinical supervision for interns, and the role of clinical psychologists in the California Community College system.
•Insures confidentiality is maintained as stated by law; maintains complete, confidential mental health records for the Student Health Center.
•Serves as supervisor of clinical psychology students, or marriage and family therapist (MFT) interns, or social workers, or pre and post-practicum students in clinical therapy, both in individual and group sessions.
•In conjunction with the Director of Student Health Center serves as a resource and liaison for the college community on issues of mental health promotion and advocacy, this may include committee membership, or staff and faculty presentations.
•Performs other related duties as required or assigned.
•In conjunction with the Director of Student health Center sets and maintains regularly scheduled hours of operation and attends meetings as required.
•Maintains official records required by District policy and administrative procedures and submits them in accordance with college procedures.
•Abides by departmental regulations concerning the proper use, care, and security of college equipment and District property.
•Advises administration of unsafe conditions or potential hazards and recommend solutions.
•Participates in advisory committee meetings as required.
•Consults with management on personnel needs; assists with position announcements, recruitment, and screening/interviewing committees.
•Participates in the evaluation of interns and therapists as assigned.
•Assists with program review efforts.
•Clinical therapy methods.
•Mental health promotion and advocacy techniques.
•Strategies and methods to enhance psychological health of students.
•Appropriate intervention techniques.
•Clinical experience with individuals, couples, and groups, preferably in a college setting.
•Demonstrated effective crisis intervention skills.
•Eligibility to supervise clinical psychology students, or marriage and family therapist (MFT) interns, or social workers, or pre and post-practicum students and interns.
•Communicate effectively orally, in writing, and through electronic medium
•Work cooperatively with administrators, faculty, staff, and the community, including physicians, psychiatrists, and the available referral sources.
•Work effectively with high-risk, under-prepared, and special needs students.
•Work with designated computer programs and systems; maintain accurate records.
•Understand and work within the mission and philosophy of Saddleback College, South Orange County Community College District and the California Community College system.
Doctorate Degree in Psychology from an accredited university. Psy.D.Experience:
At least 3 years of current clinical experience along with:
•Clinical therapy experience and demonstrated ability to perform the duties effectively as described above.
•Successful experience supporting students of diverse academic, ethnic, socioeconomic, and cultural backgrounds, including students with disabilities.
•Maintain membership and contribute to professional organizations and/or community service.
Current California licensure from the State of California Board of Psychology. Current malpractice insurance.
A valid California Driver’s License. Proof of insurance may be required for offsite assignments in order to drive a District or personal vehicle.Conditions of Employment:
Employment is contingent upon verification of employment history, DOJ background verification as governed under Education Code requirements, eligibility to work in the United States, and approval by the SOCCCD Board of Trustees. It is the employee’s responsibility to pay costs associated with Pre-Employment Live Scan Fingerprinting. The fee is approximately $50. Please note that all NBU positions are paid once per month. The NBU pay period runs from the 15th of one month to the 14th of the next. They are paid the month after on the 10th. Upon successful completion of the Human Resources NBU pre-employment process, NBU employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. NBU employees are limited to working in a single position in one department/site. NBU employees working as Classified substitutes for vacant positions may be able to serve up to 90 calendar days while the District recruits to fill the position. NBU positions do not offer benefits or pay for holidays or time not worked. Upon hiring, Payroll requires that you present your original Social Security Card for IRS purposes. This requirement is in no way connected to completion of the I-9 form for employment eligibility purposes.Work Environment: Physical Demands: Additional Position Information:
•Participate in required professional development activities.
•Develop professional skills and up-to-date subject matter knowledge.
•Attend/participate in professional conferences, seminars, or meetings.
•Participate in presenting staff development programs as needed.
•Participate in institutional research activities and grants as needed.
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost of any testing required for the position, and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.
NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at anytime. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.
Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.
Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.
160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employee’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.
Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.
Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Classified substitutes will be paid at the first step of the Classified Salary Schedule range of the position that they are substituting for. Exceptions may be paid for previous Classified employees. Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 will be sent to all new hires after the new hire paperwork session. Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines. Shift pay does not apply to NBU employees.
Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.
Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.
Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.Job Duties Supplemental Questions
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