Infection Control Coordinator

Infection Control Coordinator

This examination is being given to initially fill 1 full-time vacancy in the San Joaquin General Standards and Compliance Unit, and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be received online by the final filing deadline. Prior to employment, candidates must successfully pass a pre‑employment background check and drug screening. 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.

Under general supervision, develops, evaluates and maintains programs to prevent, control and report community and hospital acquired infections; provides technical assistance to the Infection Control Committee and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. This is a single position class assigned to San Joaquin General Hospital. Supervision is received from a Deputy Director, with guidance and direction from physician and other staff of the Infection Control Committee. This class does not provide direct patient care.

Equal Employment Opportunity

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

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

Our 152‑bed acute care hospital delivers: Advanced General Medical and Surgical Care, Specialized High‑Risk Obstetrics, State‑of‑the‑Art Neonatal Intensive Care, Dedicated Pediatric Services, 24/7 Intensive Care Units. Our outpatient facilities, including Primary Care and Specialty Clinics, are designed to meet the diverse health needs of our community.

Salaries, approx. yearly

$128,919.99 - $156,703.05

Benefits

• Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of three medical plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.
• Dental Insurance: The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense.
• Vision Insurance: The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense.
• Life Insurance: The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000; 3 but less than 5 years of continuous service: $3,000; 5 but less than 10 years of continuous service: $5,000; 10 years of continuous service or more: $10,000. Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.
• 125 Flexible Benefits Plan: This is a voluntary program that allows employees to use pre‑tax dollars to pay for health‑related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit).
• Retirement Plan: Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.
• Deferred Compensation: The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available.
• Vacation: Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years.
• Holiday: Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year.
• Administrative Leave: Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.
• Sick Leave: 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive: an employee is eligible to receive eight hours administrative leave if the leave balance equals at least one‑half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.
• Bereavement Leave: 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child.
• Merit Salary Increase: New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.
• Educational Reimbursement Program: Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.
• Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.
• School Activities: Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities.
• County employee cafeteria plan: Employees who currently receive a cafeteria plan allowance when transferred may receive the capped amount of the Middle Management unit.

Typical Duties

Monitors patients, employees, and reviews laboratory reports, admissions records and patient charts to identify community or hospital acquired infections or potentially hazardous environmental conditions which could lead to the spread of infection; recommends patient care precautions to minimize risk to patients and staff; collects, records, analyzes and maintains data on infectious conditions within the hospital; maintains Infection Control Policy and Procedure Manual.

Monitors patient care activities to identify methods, techniques, equipment supplies and products which may constitute a risk of originating or transmitting infections.

Develops and conducts orientation and staff development training in specific infection prevention and control practices and techniques; participates in infection control aspects of employee health programs.

Advises the hospital’s Infection Control Committee chair of infection surveillance activities and problems; assists hospital divisions in complying with state, federal, and accreditation regulations concerning infection control; advises staff on appropriate measures to take following potential infections.

Reviews and evaluates hospital policies and procedures to ensure adequate infection control practices are in place; recommends to the Infection Control Committee, changes in hospital policies and procedures to reduce the spread of infection.

Reviews current literature and attends meetings and seminars to stay abreast of new developments in infection control; disseminates current information to appropriate departments or individuals.

Prepares correspondence and reports; provides information orally and in writing; develops data collection forms; creates computerized and manual databases.

Participates in special studies involving equipment and procedures to identify and resolve unusual or problematic epidemiological issues; evaluates new equipment, procedures and supplies.

Minimum Qualifications

• Experience: Three years of progressively responsible experience as a registered nurse in an accredited acute care hospital, including at least one (1) year of prior acute care hospital infection prevention and control experience.
• Substitution: A Bachelor’s degree in Nursing may be substituted for one year of the required experience.
• Licenses and Certificates: Current registration as a nurse in the State of California.
• Special Requirements: Currently Certified in Infection Prevention and Control (CIC) with the Certification Board of Infection Control (CBIC) or ability to obtain the certification within one (1) year from hire.

Selection Procedures

• Written Exam: The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
• Oral Exam: The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
• Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list.
• Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process.

Veteran’s Points

Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination.

Eligible Lists

Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established.

Proof of Eligibility

If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S.

Physical Exam

Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities.

Pre-Employment Drug Screening Exam

Some classifications require a new employee successfully pass a pre‑employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen.

Employment of Relatives

Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when;

• They are related to the Appointing Authority,
• The employment would result in one of them supervising the work of the other.

Department Head may establish additional limitations on the hiring of relatives by departmental rule.

Contact

Human Resources

1126-RH1235-01

44 N San Joaquin St

Third Floor, Suite 330

Stockton, California 95202

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