Cleveland County Government

311 East Marion Street

Shelby, NC  28150

 

Position Vacancy Listing

 

Wednesday, May 14, 2008

 

 

 

Position #                                                                     Closing Date                       Applicant Process

 

Health Department

 

 

012.544.1237              Dentist II                                                          Open until filled                                     Human Resources Dept.

012.546.1263              PHN I (Carolina Access)                                  Open until filled                                     Human Resources Dept.


Department of Social Services


011.504.1279              Social Worker III                                             Open until filled                                     Human Resources Dept.

 

011.504.1165              Social Worker III                                             Open until filled                                     Human Resources Dept.

 

011.508.4046              IMC II (2 Positions)                                         May 22, 2008                                      Human Resources Dept.
&4076

 

 

Emergency Medical Services

 

010.446.5.122             Emergency Medical Technician – P                   Open until filled                                     Human Resources Dept.

 

010.446.5.122             Emergency Medical Technician – I                    Open until filled                                     Human Resources Dept.

 

010.446.5.122             Emergency Medical Technician – B                   Open until filled                                     Human Resources Dept.

 

010.446.4203              Emergency Medical Technician – P or I            Open until filled                                     Human Resources Dept.

 

 

Application Process: Two (2) Established Referral Sources

ESC – Apply at Employment Security Commission – (Typing Test Required)

HRD – Apply at Human Resources Department (Professional, Administrative and all Non-Tested Classes)

            Complete job description may be reviewed in the Human Resources Department

 

You may download a Cleveland County job application by clicking here or contact below:

 

Cleveland County Human Resources

311 E. Marion Street

PO Box 1210

Shelby, NC 28151-1210

 

Office: 704-484-4833

Fax:    704-484-4762

Job Line: 704-484-4819

 

CLEVELAND COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

 

CLEVELAND COUNTY

EQUAL EMPLOYMENT OPPORTUNITY PLAN

INTRODUCTION

Cleveland County Government is firmly committed to a policy of nondiscrimination in all personnel practices to ensure equal opportunity for employment, promotion, training and salary potential for all segments of the community.  All aspects of employment shall be based solely on individual merit without regard to race, color, national origin, religion, gender, age, disability (except where gender, age, or physical requirements are legitimate occupational qualifications), or any other non-merit factor.

Established as a supplement to the recruitment guidelines in Article IV of the Cleveland County Personnel Ordinance, the Equal Employment Opportunity Plan (EEO) will be used as the method by which the County formulates its commitment to these ideals, measures its achievements, and evaluates its effectiveness.  It outlines objectives, assigns responsibilities, establishes goals and provides for an annual evaluation of its effectiveness. 

The policies and programs outlined in this plan are applicable to all officers and employees of Cleveland County except the Sheriff's Office, Board of Elections and Register of Deeds.

While this document cannot be considered an employment contract between Cleveland County and its employees, we view the principles of equal employment as a vital element in the employment process and as a hallmark of good management.

 

EQUAL EMPLOYMENT OPPORTUNITY

POLICY STATEMENT

 

Cleveland County Personnel Ordinance, Article IV, Section 1 establishes the following:

“It is the policy of the County to maintain a systematic, consistent recruitment program, to promote equal employment opportunity, and to identify and attract the most qualified applicants for all present and future vacancies.  This intent is achieved through consistency in announcing all positions, evaluating all applicants on the same criteria, and by applying testing methods through the Local Job Service Office (Employment Security Commission).  To avoid discrimination, equal employment opportunities are allowed without regard to sex, race, religion, color, national origin, age, or disability.  These prohibitions against discrimination are consistent with the Civil Rights Act of 1964 as amended, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967 as amended, the Rehabilitation Act of 1973 as amended, and the Americans with Disabilities Act of 1990 as amended.

This policy statement shall also ensure greater utilization of all persons by identifying previously underutilized groups in the work force, such as women, minorities, and the disabled, and make special efforts toward their recruitment, selection, appointment, promotion, development, and upward mobility.  A work force analysis will be periodically conducted to determine whether percentages of minorities and women employed in various categories are substantially similar to percentages of those groups available in the relevant labor force.  If an under representation is identified, employment procedures will be analyzed to determine the cause.  Efforts will be made to seek qualified applicants to correct any substantial disparities identified as a result of this analysis.  A periodic evaluation of the County’s personnel policies and practices relevant to total employment will guarantee equal opportunities for all persons, while eliminating any artificial barriers to equal employment opportunity.”

Cleveland County Government is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, gender, national origin, age, or disability. The Human Resources Department has been designated to administer the County's EEO Program and will monitor the program and make reports on a periodic and continuing basis.  All employment and personnel policies and practices -- recruiting, hiring, promotions, transfers, training, compensation, benefits, reductions-in-force, and terminations will be administered according to EEO principles.

Any employee or applicant for employment who believes that he or she has not been treated in accordance with the County's policy for equal employment opportunity may file a grievance with the Human Resources Department. This policy prohibits any retaliatory action against any employee or applicant because that person made a charge, testified, or participated in the proceeding or investigation of employment discrimination.

This Equal Employment Opportunity Plan is designed to provide guidance with respect to the County's commitment to full implementation of its EEO policy. The County's policy includes, without limitation, the following commitments:

  • To continue to provide equal employment opportunity to all qualified persons, and to continue to recruit, hire, train, promote and compensate persons in all jobs without regard to race, color, religion, gender, national origin, age, or disability.
  • To properly communicate the County's policy to all employees who are involved in the recruiting, screening, selection, promotion, disciplinary and related personnel processes for the purpose of making good-faith efforts to ensure that personnel decisions are made without regard to race, color, religion, gender, national origin, or disability.
  • To notify recruitment resources and community organizations of our EEO Policy and to ask them to refer qualified candidates for available positions.

The County Manager is charged with directing the implementation of the County's EEO Program. The Human Resources Department shall assist the County Manager by administering and monitoring the EEO Program on a daily basis. The Human Resources Department will submit an annual report to the Manager, indicating the progress of the County in acquiring and maintaining a workforce where minorities and females are represented proportionally to the availability of minorities and females in the labor force.

RESPONSIBILITY FOR IMPLEMENTATION OF EQUAL EMPLOYMENT OPPORTUNITY PLAN

The County Manager, in accordance with the Personnel Ordinance, is ultimately responsible for administration of the Equal Employment Opportunity Plan (EEO).

The Human Resources Director is responsible for:

  • Implementing and monitoring of the EEO Plan.
  • Developing and modifying the County's policies and procedures to ensure that the legal requirements and regulations of EEO continue to be met.
  • Acting to ensure that supervisors and employees do not engage in harassment of any employee or applicant.
  • Ensuring only job-related recruitment, selection and promotion criteria are in place to remove any disparate treatment.
  • Reviewing exit interview and turnover data to ensure nondiscriminatory practices, in order to identify areas of concern and factors that impact employee retention.
  • Periodically discussing EEO matters with individual managers, supervisors and other employees, where appropriate, to ensure that the County's policies are being followed.
  • Developing and coordinating training and career development programs that afford equal opportunity for participation to all employees.
  • Ensuring the maintenance of personnel records is in accordance with the applicable employment laws.
  • Encouraging employees to bring EEO-related questions and complaints to the attention of the Human Resources Department, so that, to the extent possible, complaints may be resolved internally.
  • Auditing the EEO Plan.
  • Developing, modifying, and maintaining an effective written EEO Plan in compliance with the applicable rules and regulations.
  • Collecting and analyzing employment data, and assisting management in identifying any problem areas in meeting the goals and objectives of the EEO Plan.
  • Developing action-oriented alternatives, including realistic and attainable goals, to help management achieve the Plan's objectives.
  • Designing, implementing, and monitoring internal audit and reporting systems to measure the program's effectiveness.
  • Assisting in the preparation and completion of EEO-4 Report and other required documents.
  • To the extent possible, serving as liaison with minority organizations, women's organizations, organizations serving the disabled and community action groups concerned with the employment opportunities for minorities, females, and the disabled.
  • Serving as the County's liaison with federal, state, and local regulatory agencies.
  • Keeping departmental management informed of equal employment opportunity policies and procedures.
  • Conducting periodic audits to insure that the required federal, state, and local employment discrimination posters and the County's EEO Policy are properly displayed.
  • Developing supplementary recruitment programs emphasizing minority and women applicants, and individuals with disabilities.

The Department Heads are responsible for:

  • Ensuring that the equal employment opportunity goals and objectives set forth by the EEO Plan are adhered to by the operations under their jurisdiction. This includes: selection, promotion, training, and related personnel actions.
  • Assisting in evaluating EEO progress and establishing alternative strategies for attracting under represented groups, including the establishment of goals, where applicable.
  • To the extent possible, being actively involved with local minority, women's, and organizations serving the disabled, community action groups and community service programs.
  • Encouraging employees, particularly minorities, females, and the disabled to attend workshops and seminars in order to enhance their promotional standing.
  • Making available to employees, upon request, EEO information that will enable them to know of their rights and responsibilities under the Plan.

 

 

PROGRAMS AND PRACTICES

 

The following are examples of the continuing programs or procedures designed to advance the County's commitment to equal employment opportunities:

  • Job specifications are periodically reviewed and evaluated to ensure that all required criteria are job-related.
  • The County continues to evaluate the entire selection process and to make good-faith efforts to select persons according to ability and qualifications, while recognizing its commitment to equal employment opportunities for minorities, females, and the disabled. Recruitment sources are notified of the County's policy of nondiscrimination.
  • Personnel actions are reviewed to ensure adherence to appropriate guidelines for selection, promotion, salary increase, transfer, demotion, reduction-in-force and termination.
  • A formal grievance procedure is in place to allow employees and applicants the opportunity to bring forth issues of alleged discrimination freely without fear of retaliatory action.
  • A formal exit interview program is in place to monitor reasons for separation in an effort to ensure that no discriminatory conditions exist.
  • Cleveland County offers in-house staff training programs to provide advancement and growth opportunities for all employees.
  • Training is provided to address the principles of equal employment opportunity as they relate to the selection process.

              

DISSEMINATION OF EQUAL EMPLOYMENT OPPORTUNITY PLAN

The County takes the following steps to inform Cleveland County employees and the community of its commitment to Equal Employment Opportunity (EEO).

INTERNAL DISSEMINATION

  • Posts the County's EEO Policy and the Equal Employment Opportunity Commission's equal employment poster on bulletin boards at all County-operated facilities in locations that are visible to applicants and employees.
  • Includes the policy statement, or abbreviated versions thereof, in the County's manuals and appropriate employee orientation materials.  
  • Assures that management personnel are aware of the policy and the departmental and individual responsibilities for its implementation and progress.
  • Makes available to employees, upon request, those portions of the written EEO Plan that will enable them to know and avail themselves of its benefits.
  • Assures new employees are made aware of the County's EEO policy and the employee's individual responsibility.
  • Encourages employees to bring any equal employment-related issues to the attention of the Human Resources Director.
  • Makes available educational materials and on-going training to managers, supervisors and employees outlining the legal requirements of EEO.

EXTERNAL DISSEMINATION

  • Notifies all recruiting sources in writing of the County's commitment to equal employment opportunity.
  • Includes the EEO statement in all employment notices, advertising, brochures and other related publications.
  • Communicates in writing with minority, women's and organizations serving the disabled indicating the County's commitment to equal employment opportunities.
  • Upon request, makes available such portions of its written EEO Plan as will enable prospective employees to know and avail themselves of its benefits.
  • Places recruitment ads in media of particular interest to minorities, females, and the disabled.
  • Distributes a weekly listing of Job Opportunities to all Cleveland County departments to ensure notification of all vacancies to County employees.
  • Maintains a 24-hour JobLine identifying positions for which we are currently accepting applications.
  • Publishes the weekly listing of County vacancies on the Internet to ensure notification of all vacancies to the public.
  • Assures, to the extent possible, that staff participates in college and high school career day activities.  
  • Forwards, when applicable, job announcements to organizations and educational institutions that have high numbers of minorities, females, and the disabled.
  • Amplifies, to the extent possible, outreach efforts through school visitation and meetings with protected group organizations.

 

 

 

 

Department

Position

Grade/Step

Salary

Listing Date

Closing Date

Position #

*Application Process

Health

Dentist II

90

Negotiable

2/20/08

OPEN

012.544.1237

HRD

 

Dental Assistant

 

DESCRIPTION OF WORK:  The primary responsibility of this position will be to provide complete and comprehensive dental care to patients between the ages 0 to 21 years of age within the Cleveland County Health Department. 

 

KNOWLEDGE, SKILLS AND ABILITIES:  Through knowledge of modern dentistry and recent developments in the field of dentistry.  Considerable knowledge of departmental policies, rules, and regulations pertaining to dental health services.  Considerable knowledge of dental health problems in the community or health facilities to which assigned.  Ability to supervise both professional and sub-professional personnel.  Ability to establish and maintain effective working relationships with patients, departmental personnel from other professional disciplines within the institution, clinic, or community setting.  Ability to prepare and deliver lectures on dental health education to professional and community groups.

 

MINIMUM EDUCATION AND EXPERIENCE:  Graduation from an approved school of dentistry and two years experience in the general practice of dentistry or an equivalent combination of education and experience.

 

THE CLEVELAND COUNTY HEALTH DEPARTMENT QUALIFIES AS A SITE FOR STUDENT LOAN REPAYMENT ASSISTANCE THROUGH THE NORTH CAROLINA OFFICE OF RURAL HEALTH (HRSA).

 

NECESSARY SPECIAL QULIFICATION:  Must be licensed to practice dentistry in the State of North Carolina.

 

APPLICATION PROCESS:  Cleveland County application must be submitted to the Cleveland County Human Resources Department, Post Office Box 1210, Shelby, North Carolina 28151 prior to application closing date.  Applications may be obtained from the Cleveland County Human Resources Department or can be downloaded from the Cleveland County web site at www.clevelandcounty.com.  Applications can be mailed or faxed to the Cleveland County Human Resources Department.

 

SELECTION PROCESS:  Selection will be by structured interview.  Applications will be reviewed to select the best qualified applicants for admission to the interview.

 

SPECIAL TERMS OF EMPLOYMENT ARE NEGOTIABLE FOR THIS POSITION WITH CONTRACTUAL EMPLOYMENT BEING AN OPTION.  CLEVELAND COUNTY HEALTH DEPARTMENT WILL INCUR THE EXPENSE OF CME AND WILL PAY MALPRACTICE INSURANCE PREMIUMS. 

 

 

 

 

 

 

 

Department

Position

Grade/Step

Salary

Listing Date

Closing Date

Position #

*Application Process

Health

PHN I

70/1

Negotiable

4/9/08

OPEN

012.546.1263

HRD

 

 

PHN I (Carolina Access)

 

 

DESCRIPTION OF WORK:  This is beginning level professional nursing work in providing primary, preventive, and rehabilitative care to individuals and families within an adult health program, with special emphasis being on the high-risk population, including clients with diabetes, asthma, congestive heart failure and chronic obstructive pulmonary disease.  This position will work closely with resources within the community, local primary care providers, hospitals and Health Department.

 

KNOWLEDGE, SKILLS AND ABILITIES:  Considerable knowledge of and skill in the application of nursing theory, practices, principles, and techniques employed in the field of public health and related programs; general knowledge and ability to apply the principles and practices of public health; working knowledge of current social and economic problems relating to public health; working knowledge of available resources and organizations.

 

MINIMUM EDUCATION AND EXPERIENCE: BSN PREFERRED

Graduation from a four-year college or University with a B.S. Degree in Nursing which includes a Public Health Nursing rotation; or graduation from an accredited school of professional nursing and one year of professional nursing experience; or an equivalent combination of education and experience.

 

NECESSARY QUALIFICATIONS:  Licensed to practice as a Registered Nurse in North Carolina by the North Carolina Board of Nursing.

 

APPLICATION PROCESS: Cleveland County application may be obtained from and must be submitted to the Cleveland County Human Resources Department prior to application closing date.

 

SELECTION PROCESS:  Selection will be by structured interview.  Applications will be reviewed to select the best-qualified applicants for admission to the interview.

 

 

 

 

 

 

 

 

 

Department

Position

Grade/Step

Salary

Listing Date

Closing Date

Position #

*Application Process

DSS

Social Worker III

70/1

$37,854

2/13/07

OPEN

011.504.1279

HRD

 

 

Social Worker III

 

Job Description

The primary function of this position is to provide child protective services and foster care services to families and children in Cleveland County.  This position will not carry a caseload but will be subject to move to a regular child protective services or foster care social work position carrying a caseload when vacancies occur in these areas.  This position will perform all job duties relating to child protective services and foster care to include: conduct home visits to child protective services and foster care clients, conduct school and daycare visits to observe and talk with children, interview professionals within the community, attending court proceedings and providing court testimony, interview families informal support systems, arranging for and transporting clients to other agencies, provide guidance and support to the family in their family’s home, and complete current and accurate documentation for all duties and tasks performed. 

        

Minimum Education & Experience

Master's degree from an accredited school of social work; or a bachelor's degree from an accredited school of social work and one year of directly related experience; or a four-year degree in a human services field from an accredited college or university and two years of directly related experience; or graduation from an accredited four-year college or university and three years of directly related experience. Note: Degrees must be from appropriately accredited institutions.

 

(NOTE:  Applications for Social Worker II, Social Worker I and Social Worker I Trainee will be accepted for consideration for a possible “Work Against” appointment, if recruitment for a qualified Social Worker III is unsuccessful.  SEE attached information regarding “Work Against” appointments and required qualifications for Social Worker III, II, I and Trainee positions.)

 

Knowledge, Skills & Abilities

Thorough knowledge of social work principles, techniques, and practices, and their application to complex casework, group work, and community problems.  Considerable knowledge of family and group dynamics and a range of intervention techniques.  Considerable knowledge of governmental and private organizations and resources in the community. Consi