Senior Staff Analyst at Public Health Foundation Enterprises, In in Los Angeles, California

Job Description:

Salary Range: $47.60-$68.68 hourly

SUMMARY

The Los Angeles County Department of Mental Health (DMH) is seeking a Senior (Sr.) Staff Analyst to join the Department of Mental Health to provide lead analyst support for Service Areas 1 -4 which is collectively referred to as North County.  This Sr. Staff Analyst will lead a team of analysts providing technical direction and oversight in the areas of personnel resources, human resources, finance, program development, and procurement. The Sr. Staff Analyst is distinguished by their responsibility for providing leadership and guidance to lower-level analysts in the research, analysis, and preparation of recommendations regarding the use and deployment of resources and the implementation and improvement of operations and programs having department-wide impact.

ESSENTIAL FUNCTIONS

• Plans, organizes, assigns, and coordinates the work of a staff of analysts serving as technical experts and consultants to management in major health service areas.


• Has immediate responsibility for the orientation, training, development, and evaluation of employees supervised.


• Reviews work for thoroughness, soundness of recommendations, and compliance with applicable standards, policies, procedures and regulations.


• Confers with administrators and with representatives of other jurisdictions and agencies to discuss new and ongoing programs and to exchange information.


• Participates in studies of complex and difficult problem areas.


• Participates in the implementation of recommended procedures and programs.

NON-ESSENTIAL FUNCTIONS

• Participation in County, DMH Management, staff meetings and additional meetings as assigned.

JOB QUALIFICATIONS

Option I: A bachelor’s degree from an accredited college or university in a discipline related to the core business function of the department -AND- five years of experience in the analysis of mental health or public health programs.  

Option II: A master’s degree from an accredited college or university in a discipline related to the core business function of the department may be substituted for one year of the required experience.

Certificates/Licenses/Clearances

• A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.


• Successful clearance through Los Angeles County’s Live Scan process.

Other Skills, Knowledge, and Abilities

• Experience working effectively within a multi-disciplinary team.


• Ability to be flexible with program changes and work duties.


• Strong interpersonal skills with effective verbal and written communication skills.


• Ability to independently problem solve.


• Strong organizational skills.

PHYSICAL DEMANDS

Stand: Occasionally

Walk: Occasionally

Sit: Frequently

Handling: Not Applicable

Reach Outward: Not Applicable

Reach Above Shoulder: Not Applicable

Climb, Crawl, Kneel, Bend: Not Applicable

Lift / Carry: Not Applicable

Push/Pull: Not Applicable

See: Constantly

Taste/ Smell: Not Applicable

 

Not Applicable = Not required for essential functions

Occasionally = (0 - 2 hrs/day)

Frequently = (2 - 5 hrs/day)

Constantly = (5+ hrs/day)

 

WORK ENVIRONMENT

General Office Setting, Indoors Temperature Controlled

EEOC STATEMENT
It is the policy of Heluna Health to provide equal employment opportunities to all employees and applicants, without regard to age (40 and over), national origin or ancestry, race, color, religion, sex, gender, sexual orientation, pregnancy or perceived pregnancy, reproductive health decision making, physical or mental disability, medical condition (including cancer or a record or history of cancer), AIDS or HIV, genetic information or characteristics, veteran status or military service.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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