Application Instructions :

• Complete all sections and fields on the application and attach all required documents – incomplete applications may not be considered.

• Include all relevant education, training, and/or experience on the application.

• Do not include any personally identifiable, confidential, or otherwise unrequested information that does not pertain to job related factors (e.g., social security number, date of birth, pictures, etc.) on your application or attached documents.

• For job postings with a close date, all applications received by 11:59 PM (Pacific Time) on the job posting close date, will receive consideration.

• For job postings with an initial screening date, all applications received by 11:59 PM (Pacific Time) on the job posting initial screening date, will receive priority consideration; however, typically the job posting will remain open, and continue to accept applications, until the position is filled.

• For job postings requiring professional references, include at least three (3) professional references from the following categories:

1. Current department chair(s) (for faculty) or supervisor(s);
2. Previous department chair(s) (for faculty) or supervisor(s) (from within the past five (5) years);
3. Master’s thesis or Doctoral Dissertation advisor or supervisor (for faculty);
4. Colleague(s) or co-worker(s) who can address professional competency and skills relevant to the position; and/or
5. Other professional references.

Please note, professional references are typically contacted when a candidate is selected for, or as a finalist for, a position.

The Clinical Placement Site Recruiter (CPSR) role in the Department of Nursing is a highly complex and challenging position encompassing clinical operations responsibilities and acting as the primary point of contact for all community partners and coordinating and fostering relationships with external stakeholders and the placement of nursing students.

The CPSR is responsible for guiding and collaborating with a team of support staff involved in clinical placement processes. They provide guidance, mentorship, and supervision to ensure the team's effectiveness and productivity. This includes collaborating on tasks and implementing strategies for clinical placement improvements.

In their capacity as the primary point of contact for community partners, the CPSR establishes and nurtures relationships with a diverse range of healthcare agencies, hospitals, clinics, and other relevant organizations. They serve as liaisons, facilitating effective communication and collaboration between the Department of Nursing and these external partners. This involves establishing partnerships, negotiating agreements, and addressing any concerns or issues that may arise. The CPSR will be responsible for expanding the department’s current portfolio of clinical sites and developing opportunities for students to engage in community work. The CPSR represents the School of Nursing, showcasing its strengths, values, and commitment to providing exceptional nursing education.

Furthermore, the CPSR is proactive in staying abreast of emerging trends, changes, and best practices in clinical placement processes and healthcare environments. They will work closely with the faculty and simulation and lab coordinators to integrate these opportunities into clinical assignments. They actively seek opportunities for innovation and improvement, advocating for the integration of new technologies, methodologies, and strategies that enhance the overall effectiveness and efficiency of the clinical placement program. By conducting research, attending professional development conferences, and engaging in networking activities, the CPSR brings valuable insights and recommendations to the Department of Nursing, positioning it at the forefront of nursing education.

The complexity and challenges of the CPSR’s role are further intensified by the need to navigate a dynamic and evolving healthcare landscape. They must stay informed about industry regulations, ensuring the clinical placement program complies with all relevant guidelines. This necessitates a keen understanding of policy development, risk management, and compliance practices to mitigate potential challenges and maintain the highest quality and safety standards.

In summary, the Clinical Placement Site Recruiter is characterized by its complexity and the critical role it plays as the point of contact for all community partners and the department. By collaborating with the team, fostering relationships with external stakeholders, and staying informed about industry trends, the CPSR contributes to the strategic advancement of the Department of Nursing's clinical placement needs. Their ability to navigate challenges, drive innovation, and cultivate collaborative partnerships ensures the successful placement of students in diverse healthcare settings.

Job Responsibilities:

Relationship Management and Clinical Partnership Development: 55%

• Serve as the key liaison and primary point of contact for all community partners, including healthcare agencies, hospitals, clinics, and other relevant organizations.
• Cultivate and maintain strong relationships with external stakeholders, proactively addressing their needs and concerns.
• Collaborate with community partners to identify new placement opportunities, discuss agreements, and establish mutually beneficial partnerships.
• Act as a representative of the Department of Nursing, promoting its reputation and fostering collaboration with external organizations.
• Foster effective communication and collaboration with internal stakeholders, including faculty, advisors, and other staff members.
• Facilitate regular meetings and discussions to share updates, gather feedback, and ensure alignment between clinical placement processes and academic requirements.
• Engage in proactive and timely communication with external stakeholders, responding to inquiries, addressing concerns, and nurturing positive relationships.
• Represent the School of Nursing in meetings and community events to promote the program.

Team Collaboration: 30%

• Provide strong leadership and guidance to a team of support staff involved in clinical placement processes, contracts, and document compliance.
• Mentor and coach team members.
• Collaborate with team members to set goals, establish clinical paperwork expectations.
• Coordinate team efforts, identify team member’s responsibilities, and ensure efficient workflow within the team.
• Contribute to the strategic planning and development of the clinical placement program, aligning it with the overall goals and objectives of the Department of Nursing.
• Analyze market trends, industry best practices, and emerging healthcare needs to identify program enhancement and expansion opportunities.
• Collaborate with key stakeholders to develop innovative strategies and initiatives to optimize the clinical placement experience for students and align with evolving healthcare demands.
• Evaluate and recommend methods to streamline and improve the efficiency of clinical placement processes.

Contracts, Document Compliance and Risk Management: 5 %

• Maintain accreditation standards and document compliance for clinical placements and documents.
• Serve as the School of Nursing liaison for Contracts and Procurement and Risk Management to ensure we follow all protocols.
• Conduct reviews to monitor contracts, document compliance with established protocols, and address any identified gaps or deficiencies.

Problem-Solving and Continuous Improvement: 5%

• Proactively identify challenges, bottlenecks, and areas for improvement within the clinical placement program.
• Apply critical thinking and problem-solving skills to develop creative solutions and implement process enhancements.
• Lead and facilitate quality improvement initiatives to optimize the clinical placement program's efficiency, effectiveness, and overall experience.
• Engage in professional development activities, attend conferences, and participate in relevant training to stay abreast of best practices and industry advancements.

Other duties as assigned: 5%

Work Schedule: TBD – Schedule and shift vary and are subject to change in accordance with the department's needs.

Hours per Week: Up to 24

Employment Conditions and Information:

This is a short-term, temporary, hourly Non-Bargaining Unit (NBU) assignment, not to exceed 160 days and 960 hours per fiscal year (July 1st through June 30th). Short-term, temporary NBU positions may only be used on an intermittent, seasonal, or project basis. Education Code Section 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis.”

After successful completion of the onboarding requirements, an individual may be employed by the South Orange County Community College District (SOCCCD) as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the SOCCCD. The assignment may be shortened or extended at any time, due to departmental needs, with little to no notice. NBU employment is at-will, and either party may terminate this working relationship at any time. 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.

NBU employees are limited to working in a single position for a single department and site (assignments are onsite only).

NBU employees are paid on a monthly basis. The payroll reporting period is from the 15th of the first month to the 14th of the second month. NBU employees are paid on the 10th of the third month.

Example : For the following reporting period: September 15th through October 14th, the NBU employee will be paid on November 10th.

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. The SOCCCD does not intend to employ NBU employees for more than 960 hours during any fiscal year.

Special COVID-19 Notice :

Interviews may be held in-person (following all necessary precautions) or in a virtual format. Employees must reside in California while employed with the South Orange County Community College District (SOCCCD), even during offsite work.

The SOCCCD is committed to protecting the health and wellbeing of students, faculty, staff, managers, and the communities it serves. More information can be found on the SOCCCD website by visiting https://www.socccd.edu/communications/covid-19-information .

Notice to all Candidates for Employment :

The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. The SOCCCD will not sponsor any visa applications.

California Public Employees Retirement SystemandCalifornia State Teachers Retirement System :

A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with the SOCCCD will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status.

Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the SOCCCD to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS

Disability Accommodations :

If you require special accommodations in the application and/or evaluation process, please notify Human Resources at least two (2) business days prior to the job posting close or initial screening date, by either calling (949) 582-4850 or sending an e-mail to [email protected].

Attendance Requirement :

All SOCCCD employees are required to report to work on a regular and consistent basis, as scheduled, to assigned job.

Campus Crime and Safety Awareness :

Information regarding campus crime and safety awareness can be found at www.ivc.edu or www.saddleback.edu. Paper copies are available in the Human Resources office upon request.

Diversity, Equity, Inclusion and Equal Employment Opportunity :

The SOCCCD is committed to creating an academic and work environment that fosters diversity, equity, and inclusion (DEI) and equal employment opportunity (EEO) for all, and ensures that students, faculty, staff, and managers of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes the SOCCCD a unique and special place for individuals of all backgrounds.

The SOCCCD is looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join the SOCCCD, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, managers, and community partners. In deciding whether to apply for a position at the SOCCCD, you are strongly encouraged to consider whether your values align with the SOCCCD's mission and goals for DEI and EEO.

THE SOCCCD IS AN EQUAL OPPORTUNITY EMPLOYER