Workplace Violence Prevention Program Manager - 130710 (2024)

Special Selection Applicants: Apply by 7/10/2024. Eligible Special Selection clients should contact their Disability Counselor for assistance.

This role will serve as a workplace violence prevention expert clinician, educator, researcher, consultant, and leader for nursing staff, patients, families, and members of inter-professional health care teams. The Workplace Violence Prevention Program Manager uses a clinical lens to develop, implement, and manage programs aimed at preventing violence against healthcare workers. This individual works collaboratively with stakeholders across the health system to prevent violence.

The position will design comprehensive programs tailored to the organization's specific needs. This involves conducting assessments to identify risk factors for violence, reviewing current policies and procedures, and collaborating with stakeholders including healthcare professionals, law enforcement agencies, and community organizations to develop effective mitigation strategies. This may involve evaluating the physical environment for potential hazards, assessing patient populations for risk factors associated with violence, and implementing security measures to enhance safety. Analyzes data related to violent incidents within the healthcare facility to identify trends, patterns, and areas for improvement. By tracking incidents and analyzing root causes, they can develop targeted interventions to reduce the incidence of violence and enhance staff safety. Additionally, establish standards for management during incidents and appropriate post-event responses.

Ensures policies and procedures related to violence prevention are effectively implemented throughout the organization. This may involve training staff on recognizing and responding to potentially violent situations and regularly reviewing and updating policies based on feedback and emerging best practices.

  • A Bachelor's Degree in Nursing (BSN).

  • Registered Nurse (RN) issued by the state of California.

  • Five (5) or more years of relevant experience. Relevant experience - program management, overseeing education programs, managing policies and procedures.

  • A minimum of three (3) years of experience with patient populations and conditions that have a higher incidence of violence (trauma-informed care, traumatic brain injury, substance abuse, etc.).

  • Advanced knowledge of methodology for implementing evidence-based practice, data collection, analysis, and reporting.

  • Advanced critical thinking and problem-solving skills to assess highly-complex issues and develop multiple options for resolution.

  • Advanced interpersonal skills, with the ability to provide education, training, and direction to nursing staff, and to develop positive working relationships with patients, families, employees, and outside agencies as required.

  • Advanced skills in written and verbal communications, with the ability to convey complex and / or sensitive information in a clear and concise manner.

  • Advanced knowledge of developing and delivering clinical nursing education and training material for orientation, class training and skills / competency learning and leadership development.

  • Advanced organizational and project management skill to lead a team, prioritize tasks, and see projects through from inception to completion on schedule.

  • Advanced knowledge of a broad spectrum of professional nursing practices and issues and in-depth knowledge in a clinical nursing specialty area.

  • Experience in de-escalation training. Ideally in implementation.

  • A Master's Degree in Nursing (MSN).
  • Advanced computer knowledge, ability to research current practice, collation of statistical data, and development of appropriate presentation techniques.
  • Professional certification.
  • Experience with electronic health record.
  • Experience with learning management system.
  • Must be able to work various hours and locations based on business needs.
  • Employment is subject to a criminal background check and pre-employment physical.

Pay Transparency Act

Annual Full Pay Range: $112,100 - $216,500 (will be prorated if the appointment percentage is less than 100%)

Hourly Equivalent: $53.69 - $103.69

Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).

If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

If applicable, life-support certifications (BLS, NRP, ACLS, etc.) must include hands-on practice and in-person skills assessment; online-only certification is not acceptable.

UC San Diego Health is the only academic health system in the San Diego region, providing leading-edge care in patient care, biomedical research, education, and community service. Our facilities include two university hospitals, a National Cancer Institute-designated Comprehensive Cancer Center, Shiley Eye Institute, Sulpizio Cardiovascular Center, the only Burn Center in the county, and and dozens of outpatient clinics. We invite you to join our team!

Applications/Resumes are accepted for current job openings only. For full consideration on any job, applications must be received prior to the initial closing date. If a job has an extended deadline, applications/resumes will be considered during the extension period; however, a job may be filled before the extended date is reached.

To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community.

UC San Diego is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California’s Affirmative Action Policy please visit:
For the University of California’s Anti-Discrimination Policy, please visit:

UC San Diego is a smoke and tobacco free environment. Please visit for more information.

UC San Diego Health maintains a marijuana and drug free environment. Employees may be subject to drug screening.

Workplace Violence Prevention Program Manager - 130710 (2024)


What are the 7 elements of a workplace violence prevention program? ›

What are the 7 elements of a workplace violence prevention program?
  • Risk assessment and identification. ...
  • Policy development and implementation. ...
  • Training and awareness programs. ...
  • Incident reporting and investigation. ...
  • Support and assistance for affected employees. ...
  • Workplace design and security measures.
Mar 7, 2024

What are the 5 elements of an effective workplace violence program? ›

OSHA's five major elements of an effective workplace violence prevention program are:
  • Management commitment and employee involvement;
  • Worksite analysis;
  • Hazard prevention and control;
  • Safety and health training;
  • Recordkeeping and program evaluation.

What should a workplace violence prevention and response plan include? ›

Suggested topics include an overview of the workplace violence prevention plan, including identified hazards and control measures; risk factors for particular occupations; ways to prevent or diffuse volatile situations; the location and use of safety devices such as alarm systems and panic buttons; and other topics ...

What is the purpose of the workplace violence prevention program? ›

It is intended to make employees, including supervisors and managers, aware of the potential for violence in the workplace, to increase their abilities to recognize early warning signs of potentially violent situations, and to understand how to respond to actual or potential incidents.

What are the 4 types of workplace violence? ›

Types of Workplace Violence
  • Type 1: Criminal Intent. ...
  • Type 2: Customer/Client. ...
  • Type 3: Worker-on-Worker. ...
  • Type 4: Personal Relationship.

What are the three 3 core principles prevention of workplace violence? ›

That stewardship mindset, which views employees as custodians of your bank's reputation and safety, requires equipping staff to understand the “Three R's” of workplace violence: Recognizing the warning signs and indicators; Reporting concerns; and Responding appropriately when the risk becomes a reality.

What are the three levels of hostile behavior? ›

Stages Of Workplace Violence
  • Stage 1: Early indicators are marked by abusive language. ...
  • Stage 2: Here the outbursts have evolved from abusive to threatening, just shy of direct physical confrontation. ...
  • Stage 3: It's at this point that the threats have become violent acts.

What are the three categories of prevention strategies for workplace violence? ›

To adequately address workplace violence aggression, and responsive behaviour, organizations should take a three-pronged, cyclical approach: Prevention, Protection, and Post-incident Response (the 3 P's). Wherever possible, the emphasis should be on implementing measures to prevent the workplace violent event.

What is the most common violence in workplace? ›

According to the National Crime Victimization Survey (NCVS), robbery is the most common reason for work-related homicide, which accounts for 85 percent of workplace violence deaths. Those at higher risk are workers who exchange cash, work alone or work night shifts.

What is the first step in prevention of workplace violence? ›

The first step in preventing workplace violence is conducting a risk assessment. If the assessment shows that there is a risk of violence, the employer must develop and implement a workplace violence prevention program.

What is an example of workplace violence? ›

What is workplace violence? Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide.

What responsibilities do employees have to prevent workplace violence? ›

It is the responsibility of each employee to immediately adhere to the Incident Reporting Procedures for any and all acts of workplace violence without fear of reprisal. All reports will be taken seriously.

What do violence prevention programs do? ›

Violence intervention programs identify those who are at the highest risk and work to reduce violence through targeted interventions.

What is the best way to prevent workplace violence? ›

Here are 9 practical strategies to ensure safe workplaces and reduce the risk of violence.
  1. Create violence, harassment, and bullying prevention policies. ...
  2. Implement training and awareness programs. ...
  3. Establish clear reporting procedures. ...
  4. Enhance site security measures. ...
  5. Perform regular risk assessments.

What OSHA requirements are for preventing workplace violence? ›

There are currently no specific OSHA standards for workplace violence.

What are OSHA's 7 core elements of an effective safety and health program? ›

Recommended Practices for Safety and Health Programs
  • Management Leadership.
  • Worker Participation.
  • Hazard Identification and Assessment.
  • Hazard Prevention and Control.
  • Education and Training.
  • Program Evaluation and Improvement.
  • Communication and Coordination for Host Employers, Contractors, and Staffing Agencies.

How many elements are there on the workplace violence program plan? ›

You may use your existing Workplace Violence Prevention Program if it contains all of the following elements: Workplace Violence Policy, Purpose, Legal Authority, Definitions, Responsibility, Compliance/Discipline, Communication , Incident Reporting, Hazard Assessment, Incident Investigation, Hazard Correction, ...

What is a key element of workplace violence prevention OSHA? ›

(1) Management commitment and employee participation, (2) Worksite analysis, (3) Hazard prevention and control, (4) Safety and health training, and (5) Recordkeeping and program evaluation. A violence prevention program focuses on developing processes and procedures appropriate for the workplace in question.

How can we prevent workplace violence 7 steps to take right now? ›

Let's look at these steps in more detail.
  1. Analyze your workplace. ...
  2. Create a supportive environment. ...
  3. Offer communication and empathy training. ...
  4. Establish a clear workplace violence policy. ...
  5. Commit to a non-violent workplace. ...
  6. Train employees to recognize warning signs. ...
  7. Create an action plan, share it with employees, and practice.

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