Assistant Staff Analyst, Health (N22) (Administrative)

Salary Range: $35.23-$50.83 per hour

SUMMARY

The Los Angeles County Department of Health Services (DHS) is the second largest municipal health system in the nation.   DHS is an integrated health system, operating 26 health centers and four acute care hospitals, in addition to providing health care to youth in the juvenile justice system and inmates in the LA County jails.  Across the network of DHS' directly operated clinical sites and through partnerships with community-based clinics, DHS cares for about 800,000 unique patients each year, employs over 22,000 staff, and has an annual operating budget of 5 billion.

Housing for Health (HFH) is a program office within Health Services Administration, a division in the DHS.  HFH was created in 2013 to address the unique needs and challenges faced by vulnerable people experiencing homelessness to provide flexible funding to community-based organizations.  HFH's Housing and Services team works in partnership with contracted agencies to permanently house people and provide non-time limited services in housing.  As such, HFH is a key player and supports many of the Los Angeles County Homeless Initiative recommendations in response to and in support of the County's effort to address and combat homelessness in the communities residing within Los Angeles County. “

The Assistant Staff Analyst in the Housing and Services unit has experience and knowledge in supportive housing, programs and services tailored to people experiencing homelessness, provides technical assistance/training, and is flexible and adaptable to changes that may be needed to meet the needs of people experiencing homelessness.  This position is responsible for assisting in the planning, directing, implementing, and monitoring Countywide Intensive Case Management Services supportive housing projects and homeless initiatives for clients who have complex health and/or behavioral health conditions, high utilizers of public services, and other vulnerable populations.

The Assistant Staff Analyst will be assigned to the following areas within the Housing and Services Team: Performance Improvement.

ESSENTIAL FUNCTIONS

Essential Skills & Responsibilities:

• Data Analysis & Reporting: Collect, analyze, and interpret data to assess program performance, identify trends, and inform decision-making.
• ETL (Extract, Transform, Load) & Power Query: Extract data from various sources, clean and transform it, and load it into reporting systems for analysis.
• Report & Tracker Development: Design and maintain trackers, dashboards, and automated reports to monitor program performance and contracted agency outcomes.
• Excel Macros & Automation: Develop and utilize Excel macros, VBA scripts, and other automation tools to improve data processing efficiency.
• Quality Assurance & Performance Improvement: Support ongoing data validation, quality assurance, and process improvement efforts for program tracking and fiscal reconciliation.
• Cross-Team Collaboration: Work with various teams and contracted agencies to improve data accuracy, streamline reporting, and enhance program efficiency.
• Cal-AIM Community Supports Knowledge (Preferred): Familiarity with Cal-AIM Community Supports and experience working within its framework is highly desirable.
• Other duties as assigned.

JOB QUALIFICATIONS

Three or more years of highly complex administrative experience in the health, housing, social services, or related sectors.

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 clearing through the Live Scan process with the County of Los Angeles

Desirable Skills, Knowledge, and Abilities

• Power Query (Preferred)
• VBA Macros (Preferred)
• Proficient skill set in using an array of Microsoft Office Suite software programs.
• Able to multi-task and set workload priorities for time sensitive projects/tasks.
• Ability to problem solve and make recommendations to processes, policies, etc.
• Able to communicate with all levels of personnel, e.g., written, verbal, in a professional and concise/clear manner; ability to work within a project team and/or independently.
• Able to work in a very diverse environment and with diverse individuals.
• Ability to be flexible in meeting changing work tasks and timelines; must be dependable and reliable

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 15 lbs.

Push/Pull                                 Occasionally - Up to 15 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 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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