JOB SUMMARY

The Respiratory Care Practitioner II (RCP II) is responsible for providing safe, effective, and evidence-based respiratory care services to adult and pediatric patients in accordance with physician orders, departmental policies, and regulatory standards. Must be able to work independently in cardiac intensive care unit and the emergency department.  The RCP II functions as an essential member of the interdisciplinary healthcare team and contributes to quality patient outcomes through collaboration, professional judgment, and adherence to organizational values.

MINIMUM QUALIFICATIONS

Education: See License and Certification.

Experience:  Must have minimum of 3 years of acute care experience. Experience in cardiac intensive care unit and emergency department preferred. Experience with adult and pediatric patient populations preferred.

Knowledge and Skills:  Knowledge of respiratory care principles, BIPAP management, ventilator management, and oxygen delivery systems for adult and pediatric patients. Ability to work independently in cardiac intensive care unit. Ability to work independently in emergency department. Ability to assess, monitor, and evaluate patient response to respiratory therapies. Proficiency in emergency response procedures, including CPR and airway management support. Effective verbal and written communication skills. Ability to follow policies, procedures, and regulatory requirements. Ability to work independently and as part of an interdisciplinary team.

License and Certifications: Current licensure as a Respiratory Care Practitioner (RCP) issued by the State of California. Current American Heart Association (AHA) Basic Life Support (BLS/CPR) certification. AHA PALS certification.

Physical Requirements:  Must be able to perform the essential physical requirements of the job.

PAY RANGE

$39.06 - $56.10

The posted pay range reflects the lowest to highest pay that was available for this position at the time of posting and may be subject to change.  Salary offers are determined by candidate’s relevant experience and skills.  For per diem positions, a standard rate is used based on market data and not the candidate’s individual experience.