What are the responsibilities and job description for the Interpreter (Sign Language) - HOURLY (John L. Norris Addiction Treatment Center) position at Addiction Services and Supports, Office of?
The duties that the incumbent of the vacancy will be expected to perform. Duties Description Duties for this position include providing visual interpretation services to patients at the John L. Norris Addiction Treatment Center. General duties include, but are not limited to: • Translating, communicating, and interpreting verbal spoken language (i.e., English) into American Sign Language (ASL) and from ASL into a verbal spoken language.• Providing ASL interpretation services for Deaf or Hard of Hearing patients during treatment groups and during other treatment activities;• Providing ASL services for clinical appointments and/or for community based outside appointments.• Maintaining patient confidentiality. J. L. Norris ATC is a Tobacco-Free Facility.
The minimum qualifications required for this vacancy. Minimum Qualifications Certification by the Registry of Interpreters for the Deaf, Inc. (RID); or a passing score on the written portion of the RID certification examination and two years of experience providing sign language interpretive services; or a rating of intermediate or above on the Sign Communication Proficiency Interview conducted by the national Technical Institute for the Deaf.
Additional comments regarding the vacancy. Additional Comments Background Investigation Requirements: Prospective appointees will be: 1) Checked against the Staff Exclusion List (SEL) maintained by the Justice Center for the Protection of People with Special Needs. Prospective employees whose names appear on the SEL as having been found responsible for serious or repeated acts of abuse or neglect will be barred from appointment and may have their names removed from the eligible list(s) for the title(s) if applicable. 2) Investigated through a Criminal Background Check (CBC) that includes State and federal Criminal History Record Checks. All convictions must be reported; conviction of a felony or misdemeanor, or any falsified or omitted information on the prospective appointee’s employment application may bar appointment or result in removal after appointment. Each case will be determined on its own merits, consistent with the applicable provisions of State and federal laws, rules, and regulations. Prospective employees will be fingerprinted in order to obtain a record of their criminal history information, and may be required to pay any necessary fees. 3) Screened against the Statewide Central Register of Child Abuse and Maltreatment (SCR). Prospective employees may be required to pay any necessary fees. Additionally, prospective employees whose names are indicated on the SCR may be barred from appointment.
Some positions may require additional credentials or a background check to verify your identity.
The minimum qualifications required for this vacancy. Minimum Qualifications Certification by the Registry of Interpreters for the Deaf, Inc. (RID); or a passing score on the written portion of the RID certification examination and two years of experience providing sign language interpretive services; or a rating of intermediate or above on the Sign Communication Proficiency Interview conducted by the national Technical Institute for the Deaf.
Additional comments regarding the vacancy. Additional Comments Background Investigation Requirements: Prospective appointees will be: 1) Checked against the Staff Exclusion List (SEL) maintained by the Justice Center for the Protection of People with Special Needs. Prospective employees whose names appear on the SEL as having been found responsible for serious or repeated acts of abuse or neglect will be barred from appointment and may have their names removed from the eligible list(s) for the title(s) if applicable. 2) Investigated through a Criminal Background Check (CBC) that includes State and federal Criminal History Record Checks. All convictions must be reported; conviction of a felony or misdemeanor, or any falsified or omitted information on the prospective appointee’s employment application may bar appointment or result in removal after appointment. Each case will be determined on its own merits, consistent with the applicable provisions of State and federal laws, rules, and regulations. Prospective employees will be fingerprinted in order to obtain a record of their criminal history information, and may be required to pay any necessary fees. 3) Screened against the Statewide Central Register of Child Abuse and Maltreatment (SCR). Prospective employees may be required to pay any necessary fees. Additionally, prospective employees whose names are indicated on the SCR may be barred from appointment.
Some positions may require additional credentials or a background check to verify your identity.
