Clinical Psychologist II - Public Health Foundation Enterprises, In

Salary Range: $45.19-$61.75

SUMMARY

Under general supervision, serves as a staff psychologist at the full professional level by applying psychological principles in the following major areas: assessment, treatment, research, training, and clinical consultation.

Positions allocable to this class typically report to a higher-level clinical supervisor and independently provide the full range of professional psychological services relating to the diagnosis and treatment of psychiatric and co-occurring disorders. Incumbents are responsible for selecting, administering, and interpreting various types of psychological testing instruments, and for providing individual, group, and family therapy. 

These positions require knowledge of abnormal, developmental, personality, and social psychology; theory and practice of individual and group psychotherapy; crisis intervention techniques; applicable legal and ethical professional standards; Federal, State, and local laws governing mental health services;  principles of psychopharmacology and psychobiology; psychometric and statistical theories and methodologies; psychological research methods and experimental design; and the ability to establish positive and therapeutic relations with clients; conduct crisis intervention and make appropriate referrals; select, administer, and score various psychological assessments; design appropriate treatment interventions, evaluate results, and make modifications as needed; communicate effectively orally and in writing; and establish and maintain effective working relationships with clients, co-workers, management, and representatives of community-based organizations.

ESSENTIAL FUNCTIONS

• Selects, administers, and interprets a wide variety of psychological testing instruments in connection with the diagnosis and evaluation of clients with psychiatric and co-occurring disorders; or in connection with a centralized County-wide program that provides fitness-for-duty assessments to County employees, applicants, or candidates for County employment. 
• Generates reports of diagnostic and psychological findings and/or treatment recommendations.
• Performs direct service activities including diagnostic evaluation, structured clinical interviewing, and individual, group, and family therapy.  
• Utilizes a variety of treatment modalities such as psychotherapy, behavior modification, and various evidence-based or promising practices such as cognitive-behavioral therapy.
• Intervenes with clients to enhance their ability to fully participate in treatment, including defining treatment goals and designing intervention strategies that support recovery and resiliency.
• Evaluates client response to treatment, modifies treatment strategies, and includes the client as part of the decision-making process.
• As a member of a professional, multidisciplinary team, plans treatment programs and disposition of cases, including identifying treatment outcomes.  
• Obtains and studies medical, psychological, social, and family histories by interviewing individuals, couples, or families and reviewing relevant records.
• Provides technical guidance and instruction to interns and license-waivered psychologists.
• Provides consultation to other medical providers in the management of psychological and behavioral aspects of medical conditions. 
• Participates in professional staff conferences concerning psychological assessment methods, techniques, and results.
• Participates in an advisory capacity in the screening of new professional personnel in psychology, including trainees or psychology interns.
• Provides testimony before courts of law on results of psychological evaluations.
• Initiates and carries out psychological research studies and provides rationale to implement departmental or service programs; collaborates on multidisciplinary projects.

NON-ESSENTIAL FUNCTIONS

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

JOB QUALIFICATIONS

Education/Experience

• A Doctorate from an accredited college or university in psychology, educational psychology, education with the field of specialization in counseling psychology, or in a discipline deemed equivalent by the State of California Department of Consumer Affairs, Board of Psychology.

Certificates/Licenses/Clearances

• A license to practice as a psychologist issued by the State of California Department of Consumer Affairs, Board of Psychology.  
• A valid California Class C Driver License.
• 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: Frequently

Walk: Frequently

Sit: Frequently

Handling: Occasionally

Reach Outward: Occasionally

Reach Above Shoulder: Occasionally

Climb, Crawl, Kneel, Bend: Occasionally

Lift / Carry: Occasionally - Up to 10 lbs

Push/Pull: Occasionally - Up to 10 lbs

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 without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.

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)