Company Profile
Atascadero State Hospital
Company Overview
OUR MISSION
The staff of Atascadero State Hospital (ASH) proudly serve the people of the State of California by providing protection for the community, expert evaluations for the courts, and state-of-the-science psychiatric recovery services for individuals referred to us from across the state.
The mission of ASH is three-fold: Protection, Recovery, and Evaluation.
Protection: In emphasizing public safety, we provide a secure environment within which individuals referred to our care can recover from the effects of their psychiatric conditions. This secure environment protects the community as well as the people within the hospital and enables and supports the therapeutic milieu.
Recovery: We provide up-to-date treatment and rehabilitation services to the individuals in our care and ensure that community standards of practice and care are provided in our facility. We recognize that recovery is most effectively achieved when services are person oriented, empirically based, and arise out of a diverse theoretical and multidisciplinary foundation.
Evaluation: We provide consumer-specific objective evaluations and recommendations to the courts and other agencies using the most up-to-date instruments and risk assessment models.
VALUES
Excellence. The hospital is committed to the pursuit of clinical, forensic, and organizational excellence. We provide those we serve with the most up-to-date treatment. We provide our staff with opportunities for career-long professional development, research, and continuing education.
Security. The hospital's security is dependent, first and foremost, on the partnership between skilled clinical and hospital police staff. These two groups communicate regularly, both formally and informally, and monitor safe therapeutic relationships between staff and patient residents, control of contraband and criminal activity, and the integrity of the perimeter of the facility.
Norm of non-violence. The staff members of ASH work with the residents to promote and maintain a norm of nonviolence in the hospital. Staff members continually model and teach pro-social communication skills. Each individual is assisted in using his strengths to learn new skills to manage his behavior in an environment that is designed to be a model of the larger community.
Spirit of community. A spirit of community and value in service is maintained by all employees. Mutual respect, open communications, and teamwork create an atmosphere of pride and esprit de corps.
Dignity and Respect. All individuals in our care deserve respect and benevolence in treatment with maximum involvement possible in their care decisions. Essential interpersonal skills are cultivated in an environment that is supportive while still setting limits. We create and maintain an atmosphere of mutual dignity and respect, and cultural awareness so that individuals can work towards achieving their own personal goals.
Innovation. The hospital is committed to fostering an environment wherein innovation, change, creative problem solving, and performance improvement occur in an atmosphere of collaboration, with mindful planning that supports input from the staff and the individuals we serve.
Individual Responsibility. The hospital promotes individual responsibility and accountability of each person. Employees and patients are empowered to identify problems, propose recommendations, and implement solutions.
VISION
We envision a hospital in which individuals referred to our care receive the treatment, rehabilitation services, and support they need to recover from a psychiatric disability. We strive to ameliorate disabling symptoms of mental disorders, assist in the development of knowledge and skills needed to meet daily life challenges, and support the concept that, through hope, positive change is possible and all individuals can move forward towards recovery. We provide opportunities for individuals to experience a sense of purpose, have a role as a contributing member of their community, and realize that their ideas can and do make a difference in the life of the hospital.
We envision a hospital in which staff are healthy, well-trained, and competent. Staff are engaged, productive, and motivated to provide quality services. Each staff member is valued for their skill, unique experiences, and specialized training. Contributions are acknowledged and rewarded.
We envision a hospital milieu in which the physical environment is clean, attractive, well-maintained, comfortable, and safe. Within the milieu, individuals are afforded choices, input into treatment decisions, and positive support. Staff are familiar with each individual's recovery objectives and take the opportunity to reinforce learning on a daily basis. Conflicts are resolved with respect and equanimity; the individual's needs are understood and supported; and safety and security are integral to everyday life.
PHILOSOPHY
As a public sector forensic psychiatric facility, public protection is our first concern. Our recovery efforts are best provided in an environment that successfully balances security with each individual’s recovery needs. We fulfill our security mandate while at the same time, to the extent possible, creating the least restrictive rehabilitation milieu to promote maximum autonomy.
We recognize that psychiatric disorders, including those that are associated with habitual criminal and anti-social acts, are complex phenomena stemming from various nurture and nature influences. We maintain that while severe and persistent psychiatric disorders are not curable at this time, rehabilitation and development of skills and supports needed to achieve one’s goals are within the reach of each and every individual. We strive to assist those in our care to manage their symptoms, antisocial behaviors, and develop functional skills using the most current biological and psychosocial rehabilitation available so that they may be returned to their communities with pro-social skills that promote nonviolence. We continually seek to discover new, more effective modes of treatment and actively engage in collaborative scholarly activities with experts in the field of behavioral health, nationally and internationally.
We believe that the process of providing expert clinical evaluation and treatment for mentally ill forensic individuals takes place most effectively in an environment that fosters innovation, creative problem-solving, and mutual respect within a dynamic therapeutic milieu. Competency, respect for social and cultural differences and active efforts to dispel the stigma that is associated with the person’s criminal offenses are paramount. Expert clinical evaluation is drawn directly from current risk assessment models and addresses the needs of external agencies and stakeholders.
All members of the hospital community share a responsibility for safety and security including security in interpersonal relationships and identification and control of contraband and environmental security risks. We provide structure, support, and validation for those we serve to facilitate recovery.
Company History
HISTORY AND DESCRIPTION
Located on California's Central Coast, midway between San Francisco and Los Angeles, Atascadero State Hospital (ASH) is an all-male, maximum security, forensic facility serving the entire state of California. ASH opened in 1954 and is a completely self-contained psychiatric hospital constructed within a security perimeter. ASH has a licensed capacity of 1275 beds, of which 204 are acute/psychiatric and 1071 are intermediate care. All residents at Atascadero State Hospital are male and have a mental disability and pose a threat to others or themselves. The majority are remanded for treatment by the superior courts of the counties of California or by the Department of Corrections pursuant to various sections of the California Penal Code and the Welfare and Institutions Code. Individuals are admitted from state prisons, county jails or are transferred from other state hospitals. The hospital does not accept voluntary admissions.
As a public sector facility, ASH's mission is linked to public policy. ASH has undergone a number of changes due to shifting public, professional, and legislative policy and law regarding the relationship between crime and mental disorders. The hospital's current mission includes the provision of a secure environment that protects the community as well as the people within the hospital, evaluations to the courts and other agencies, and recovery-focused treatment and rehabilitation services.
The hospital is currently incorporating the concepts, philosophy and activities put forth in the Recovery Model of Psychosocial Rehabilitation. The Recovery Model incorporates the elements of hope, choice, empowerment, respect, and self determination for the individuals served, while supporting the individual's recovery through a variety of cognitive, social, and functional skill-building strategies. The model is growth-oriented and normalizing, necessitates the individual’s participation and collaboration in the Wellness and Recovery planning process, and emphasizes his strengths over his limitations .
The residential treatment programs, in conjunction with Recovery and Mall Services, provide a variety of individual, group, and unit-wide skills training, rehabilitative and enrichment activities. These activities are prescribed by the Wellness and Recovery team according to the individual’s identified interests and assessed needs. Included in these activities is a vocational rehabilitation program which provides the individuals with the opportunity to learn an increasing number of vocational and work skills under the direction of trained vocational counselors and a variety of school-based classes where individuals can improve academic achievement, receive a GED, or pursue advanced independent studies.
Atascadero State Hospital employs over 2000 staff and supports a community volunteer organization. An American Psychological Association-approved internship program and Cuesta College Psychiatric Technician Training program are operated on-site and a state-sponsored 20:20 program is available for career advancement.
ASH is a fully state licensed and Joint Commission on Accreditation of Healthcare Organizations (J.C.A.H.O.) accredited facility. In 1993 and 1996, A.S.H. received "Accreditation with Commendation", the highest level of accreditation awarded by the Joint Commission.
ASH is located in a region that encompasses 100 miles of pristine coastline, a rapidly growing wine industry, agricultural lands, ranches and a carefully preserved rural quality. An unpolluted environment spiced with charm and friendliness, the central coast offers the amenities of an urban area in a serene country setting.
The area is host to five state parks, part of the Los Padres National Forest, four lakes, scenic mountains and snug hills and valleys, each contributing to a wide selection of outdoor recreational activities. Among its many activities, San Luis Obispo County boasts its own Mozart Festival and is host to the Mid-State Fair, one of the largest in the State.
The climate is as varied as the terrain with coastal moderation and inland areas experiencing four distinct seasonal changes. Pleasant small communities with excellent schools, California Polytechnic University at San Luis Obispo, Cuesta Community College, and access to land and air transportation are all readily available.
The seaside communities of Pismo Beach, Morro Bay, and Cambria offer ocean breezes, beautiful beaches, fine dining and entertainment. San Simeon and Hearst Castle are less than an hour's drive to the north along California's spectacular coastline winding its way north to Big Sur. Within a two-hour drive to the north are Pebble Beach, Carmel-by-the-Sea and the world famous Cannery Row on the Monterey Peninsula. Two hours to the south lies Santa Barbara and its famous beaches, the Santa Barbara Zoo and many historical landmarks.
Benefits
Benefits:
This benefit information is intended to provide a general overview of the benefits most State employees are entitled to receive. When you receive an employment offer by the State of California, you should request specific information regarding applicable benefits. The benefits listed in this section apply to most permanent, full-time employees appointed to California State Civil Service. Permanent, part-time employees are typically eligible for benefits based on the number of hours worked each monthly pay period. Additionally, most benefits are subject to collective bargaining agreements, and may differ from those contained in this section.
For additional information, please contact these State Departments:
CalPERS
DPA Benefits Page
Salaries and Wages/Compensation:
Most State salaries are based on a monthly-compensation rate, by job classification, although some temporary positions are based on hourly rates. Additionally, most State employees are paid at the end of each monthly pay period (generally 21 or 22 working days). The State Controller's Office (SCO) is responsible for issuing paychecks, W-2 Forms and also maintains other employee and employment history information.
Typically, State classifications consist of five salary steps and can also contain several salary ranges within the classification. New employees are usually appointed to the minimum salary rate for the classification. In some instances, the State does allow departments to offer starting salaries above the minimum rate. These are referred to as hiring above minimum (HAM) rates and must meet specific criteria. You should discuss your starting salary rate with the hiring agency and whether or not a HAM rate applies to the job being offered.
State employees may also qualify to participate in the Direct Deposit Program, where the State Controller's Office deposits employees' paychecks directly into their designated bank account of choice. Employees still receive a monthly pay stub that reflects the deductions made and the total amount deposited into their account.
Salary Increase:
There are several types of salary increases that State employees may qualify for, while appointed to their job classification. The frequency and amount of salary increases differ, with the following being the most common types of increases:
Special In-grade Salary Adjustment (SISA): When an employee is appointed to the minimum range of a classification that includes a SISA and has met the standards of efficiency required for the position, he/she may be authorized to receive a SISA upon completion of six months of qualifying service after appointment. A SISA is a one-step salary increase (generally 5% above the employee's current monthly salary). SISA's are one-time increases. Classifications with monthly maximum salary rates at or above $2762 are not eligible for a SISA.
Merit Salary Adjustment (MSA): When an employee is appointed to a salary step other than the maximum for his/her job classification, and has met the standards of efficiency required for the position, he/she may be authorized to receive a MSA upon completion of twelve months of qualifying service after appointment or the last salary increase. A MSA is a one-step increase (generally 5% above the employee's current monthly salary) but not to exceed the maximum salary rate of the classification. MSA's are generally given to employees yearly, until the maximum salary range of the classification is reached.
General Salary Increase (GSI): State employees' salaries and benefits are bargainable. The State of California and each of the 21 Bargaining Units enter into contracts (time frames of each contract vary) that specify any GSIs to be given to employees. The amount and frequency of GSIs vary by bargaining unit. Employees should refer to their unit's contract for more detailed information.
Alternate Range Change: Some State classifications are considered "deep classes" which means they have more than one salary range that may apply to incumbents and/or positions. The number of salary ranges and the requirements for movement between the ranges vary by classification. Each classification with an alternate range has specific requirements that must be met prior to movement or appointment into another range. Employees usually move between ranges through certification by their supervisor that they have met the alternate range criteria.
Paid and Unpaid Leaves
Sick Leave:
Sick leave benefits are credited to all employees on the first day of the month following completion of each qualifying pay period. Full-time employees receive 8 hours of monthly sick leave credit and part-time employees receive a pro-rated number of hours. Sick leave credits may be utilized to compensate the employee during periods of absence due to personal illness or injury, or for the care of a sick or injured family member. Employees may accumulate unlimited sick leave credits and at the time of their retirement, sick leave credits may be utilized to increase employees' length of service applied towards retirement.
Paid Holidays:
Each employee is entitled to receive pay for State holidays observed throughout the year. Traditionally, those paid holidays include:
January 1st (New Year's Day);
the third Monday in January (Martin Luther King Jr's Birthday);
the third Monday in February (Washington's Birthday);
March 31st (Cesar Chavez' Birthday);
the last Monday in May (Memorial Day);
July 4th (Independence Day);
the first Monday in September (Labor Day);
November 11th (Veteran's Day);
Thanksgiving Day and the day after Thanksgiving;
December 25th (Christmas Day).
Generally, when a State holiday falls on a Saturday, employees earn a day of holiday credit to utilize at a later date. When the State holiday falls on a Sunday, the Monday following that day is observed in lieu of the actual date. The exception is November 11th. If it falls on a Saturday, the preceding Friday is observed as a State holiday.
Additionally, upon completion of six qualifying months of State service, each employee becomes eligible for a personal holiday to be utilized on a day of the employee's choice, subject to supervisor approval. Thereafter, the employee will earn a personal holiday on July 1st of each fiscal year.
Vacation:
On the first day of the month following six months of qualifying State service, each employee is entitled to receive a one-time vacation credit of 42 hours. Thereafter, for each qualifying pay period, an employee receives the following vacation credits on the first day of the following month:
State Service Hours of Credit
7 months to 3 years 7 hours per month
37 months to 10 years 10 hours per month
121 months to 15 years 12 hours per month
181 months to 20 years 13 hours per month
20 years and over 14 hours per month
Generally, vacation credits can be accumulated to a maximum of 640 hours. Employees can be paid for any accumulated vacation credits upon their permanent separation from State employment.
Health Related Benefits
Health Benefit Plan:
Qualifying State employees have 60 calendar days from the date of their initial appointment to enroll in a health plan. Enrollment is effective the first day of the month following their submission of a health benefits enrollment form. Your employer should provide you with a Health Plan Booklet that provides specific information regarding the health plans available for enrollment, the cost of monthly premiums, and the criteria for meeting enrollment eligibility for specific plans. The State of California provides a specific dollar amount to cover its share of the premium and the employee is required to pay any remaining balance. Open enrollment (September 1 to October 15 of each year) is the period when those eligible may enroll, change plans, or add eligible family members who are not currently enrolled, which then takes effect January 1st. Additionally, special enrollment allows for the addition of new dependents as a result of marriage, birth, adoption, or placement for adoption at anytime within 60 days of the change.
Dental Benefits:
Each eligible State employee has 60 calendar days from the date of his or her initial appointment to enroll in a pre-paid dental plan. Enrollment is effective the first day of the month following submission of a dental benefits enrollment form. Your employer will provide you with a Dental Plan Booklet that provides information regarding the plans available, the cost of premiums, and the enrollment criteria for specific plans. For pre-paid dental plans, the State pays all monthly premiums, with no additional premium deducted from the employee's monthly pay. Upon completion of 24 qualifying pay periods, employees become eligible to enroll in a fee-for-service dental plan. The State of California provides a specific dollar amount to cover its share of the premium and the employee is required to pay any remaining balance. After an employee's initial enrollment in a dental plan, he or she may elect to make changes to his/her dental plan/coverage, similar to that provided for health benefit changes.
Vision Service Plan:
Each eligible State employee is entitled to enroll in the State sponsored vision service plan. This plan provides an eye examination, lenses and a frame once every calendar year for each employee and his/her eligible dependents. The State pays 100% of the premium and the employee is required to pay a $10 deductible for an eye examination and a $25 deductible for materials (frame and/or lenses).
Consolidated Omnibus Budget Reconciliation Act (COBRA):
The COBRA allows employees to continue medical coverage (health, dental & vision) if they become ineligible for continuation of their current State coverage. The employee must submit a request for COBRA within 60 days following notification of ineligibility and is responsible for paying 102% of the group monthly premium rate. This allows for the continuous medical coverage of employees while on temporary separations, such as a non-paid leave of absences.
Flexible Benefits Election (FLEXELECT):
FlexElect is a voluntary program that offers eligible employees significant tax advantages for expenses related to dependent care, medical and dental costs. There are four types of options available under this program:
Cash Options: If an employee already has medical and/or dental insurance coverage through another source (e.g., covered by spouse's plan), he/she can elect to receive a monthly cash payment, up to a maximum of $140, in lieu of the State-sponsored medical and/or dental insurance. The applicable amount is reflected in the employee's monthly paycheck.
Medical and Dependent Care Reimbursement Accounts: An employee can designate a monthly amount to be deducted from his/her paycheck prior to paying federal, state and social security taxes, thereby reducing his/her tax liability. Money placed in either of these accounts can then be used to reimburse the employee for any incurred medical or dependent care expenses.
Premium Only Plan (POP): The State's POP provides for an automatic pre-tax health and dental premium cost for eligible State employees. All employees who pay out-of-pocket health and/or dental premiums are eligible for automatic enrollment into POP.
Employee Assistance Program:
The Employee Assistance Program (EAP) is a free service that provides a valuable resource for support and information during difficult times, as well as consultation on day-to-day concerns. State employees, their spouses, and unmarried, dependent children are eligible to receive assistance and counseling services through the EAP. The EAP is a voluntary, confidential, and pre-paid program that can help the employee and their family members balance the demands of daily living and find solutions for ongoing or serious concerns. The EAP offers problem assessment and assistance referral. An EAP counselor works with the employee to clarify and define the problem, identify alternatives and develop a plan of action.