Vision Statement: CSDB aspires to be an exemplary global resource for families and professionals that excels in preparing diverse learners to transform the world with PRIDE: Positive attitude, Respect, Independence, Determination, and Excellence.
Mission Statement: The Colorado School for the Deaf and the Blind (CSDB), in collaboration with families, school districts and community partners, ... educates and inspires learners throughout the state, birth through age 21, to achieve their full human potential through comprehensive, individualized academic, transition, residential and outreach programs and resources
JOB DESCRIPTION: Document current, permanent, primary job duties and the frequency and percent of time. Do not include temporary assignments, duties performed only due to the absence of another employee, or those duties which may be assigned in the future. The total of all duty statements must equal 100%. Use the following scale for frequency: D=Daily; W=Weekly; M=Monthly; 0=0uarterly; S=Semi-annually or Semester; A=Annually.
For the purpose of the Americans with Disabilities Act, please indicate those duties which are designated as essential functions. An "essential function" under the Americans with Disabilities Act (ADA) is one that meets the following elements:
The reason the position exists; there are a limited number of other employees available to perform this function; highly specialized and the person is hired for this special expertise or ability to perform it; or judged by the employer (delegated appointing authority) to be essential.
Judgment is based on factors such as the amount of time spent performing the function, the consequences of not performing the function, the terms of any work agreement, the work experience of persons currently performing or who have previously performed the function, and the nature of the work or the unique organizational structure. The ADA requires reasonable accommodation of the known limitations of qualified persons with disabilities. Duty statements should be outcome based, as the method or process currently used may not be the only way that the same result may be achieved, e.g., the duty could be performed with reasonable accommodations.
DECISION MAKING: The decision making factor is evaluated based on the range and impact of
current. on-going decisions which are regularly made. Most important are those decisions which are about the control, or decision making freedom, assigned to the position regarding how duties are performed or how work assignments are carried out. Provide
specific examples of decisions which :
Are related to the duty statements described in the above section; are regular and on-going;
do not require supervisory approval; and
control how the duties are performed or how work is carried out.
- Decides which tasks can be safely delegated to persons other than RNs and selects those individuals best suited to carry out these tasks. Determines which mode of delivery of these tasks is safest.
- Assesses school staff members' knowledge and ability to follow emergency protocols for students; determines and provides necessary training.
- Assesses what health knowledge is lacking in a particular age/group of students and develops appropriate materials to provide knowledge to that group; decides how to best teach students.
- Decides which students require emergency care; develops a plan to transport the student to the ER while assuring adequate nurse coverage on CSDB campus.
- Determines what information is needed from new or returning students; determines what information, if any, should be shared (and with whom) to ensure a student's well-being.
- Assesses acute and chronic health situations and implements appropriate treatment /intervention / medications.
In contrast to decisions made by the position, provide examples of
recommendations which the position currently makes to higher levels in the organization.
- Changes in student health services staffing patterns to include scheduling and type of licensure required for nurse / health care professionals on CSDB campus.
- Changes in lines of communication among departments, or recommendations regarding how conflicts are resolved among departments.
- Recommendations related to staff in-services/training; how best to deliver training.
- Recommendations related to student health services policies and procedures; equipment, supply and technology purchases.
PURPOSE OF CONTACT: The purpose of contact factor is evaluated based on the position's ongoing communications, verbal and written, with others. These communications may be for one or more of the following reasons:
To exchange information/facts; to interview or investigate;
to secure regulatory compliance;
to advise/counsel on behaviors/actions; to clarify understanding or teach others; to restrain or arrest;
to negotiate as an agency spokesperson; to officially defend an agency's position;
to authorize medical treatment protocols; or
to arbitrate differences, as the official agency representative.
Please provide
specific examples that show the purpose of this position's contacts made on a
regular basis. These examples
should not include supervisory contacts. Remember, the
purpose or nature of the communications is important, NOT whom the position contacts.
- Exchange/ Provide information to teachers / dorm staff concerning a student's acute health care problem.
- Advise non-licensed staff how to provide care to students with specific medical concerns (seizures, pace makers etc.).
- Teaches and counsels students about the effects of drugs and how to properly select and use medications to avoid complications.
- Clarify / Educate parents regarding the Policies and Procedures concerning Student Health Services.
- Help students, parents, doctors, hospital, etc. understand the need for a certified sign language interpreter to help facilitate communication in the medical process.
- Write, explain and attend (if appropriate) a student's IEP (Individual Education Program) meeting, for the purpose of exchanging information and advising/counseling/clarifying.
- Authorize medical treatment protocols including authorizing non-licensed personnel to perform delegated medication / treatments.
Residency Requirement: (New)
This posting is only open to residents of the State of Colorado at the time of submitting your application.
Class Code & Classification Description: (New)
MINIMUM QUALIFICATIONS:
Education/Licensure/Certification/Experience:Current, valid licensure as a Registered Nurse from the Colorado Board of Nursing or any state participating in the Enhanced Nurse Licensure Compact (ENLC)
No Substitutions
PREFERRED:- Bachelor's of Science in Nursing (BSN) from a regionally accredited college or university; OR, three (3) or more years of licensed, practical experience as a Registered Nurse (RN) with school-aged children.
- Applicants must hold, be eligible for, or eligible to apply for and obtain within no more than three (3) years from hire, Special Services Provider licensure through the Colorado Department of Education (CDE), with School Nurse endorsement (requires BSN or experience detailed in bullet above).
- Proficiency in American Sign Language (ASL) at the Intermediate (Level 2+, ASLPI) skill level, or ability and willingness to attain proficiency at that level within a specified period of time, as demonstrated by an appropriate assessment tool and according to school policy/ procedures.
- Must successfully complete annual Colorado Department of Education (CDE) transportation/ driver training requirements (to transport students).
- Applicants must be able to effectively provide health services to students who are Deaf/hard-of-hearing and/or blind/visually impaired, and who may have additional disabilities/ special needs.
- Ability to communicate effectively with a variety of audiences, and via various communication medium.
- Knowledge of and ability to assess and apply technology to perform the requirements of the position; ability to effectively utilize a variety of computer software applications, which may include but is not limited to e-mail, Internet, word processing, electronic calendar, presentation development, spreadsheet, database, etc.; willingness to stay current and develop skills as needed with or without direct support from CSDB.
- Ability to respond effectively and positively to feedback; ability to participate effectively in a team setting and to work independently; strong interpersonal and communication skills; effective organizational skills; effective problem-solving skills.
- A courteous, professional and helpful attitude in the role of CSDB representative.
- Selected applicant(s) will be required to submit to and pass a background check, to include Colorado and Federal criminal history checks, employment verification, and professional/ personal reference checks.
Appeal Rights: (Updated)
An applicant who has been removed from an employment list or removed from consideration during the selection process may request a review by the State Personnel Director.
As an applicant directly affected by the results of the selection or comparative analysis process, you may file a written appeal with the State Personnel Director.
Review of the completed, signed and submitted appeal will be timely on the basis of written material submitted by you, using the official appeal form signed by you or your representative. This form must be completed and delivered to the State Personnel Board by email at dpa_state.personnelboard@state.co.us within ten (10) calendar days from your receipt of notice or acknowledgement of the Department’s action.
For further information on the Board Rules, you can refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, atspb.colorado.gov/board-rules.
