Job Summary
The School-Based Health Coordinator (SBHC) serves as a vital bridge between the K–12 education system and healthcare partners to improve both academic success and health outcomes for students and families. The SBHC acts as a trusted resource and point of contact, ensuring access to integrated health services within school environments while building strong, collaborative relationships with school staff, families, and community partners.
The SBHC coordinates school-based health initiatives across assigned schools, supporting student health, wellness, and access to care. Responsibilities include facilitating healthcare services, reducing barriers to care, supporting family engagement, and aligning services with student academic and social-emotional needs. The role also includes program tracking, reporting, and communication to support informed decision-making and continuous improvement.
Essential Functions: These functions are fundamental to the role and must be performed with or without a reasonable accommodation.
Essential Duties & Responsibilities
Non-Essential Functions
Qualifications
Education
Certification/Licensure
Experience
School-Based Health Coordinator I
School-Based Health Coordinator II
Language Skills
Skills & Competencies needed
Work Environment & Physical Demands
Exposure to Hazards:
Blood/Fluid Exposure Risk
Age Specific Competency
Telecommuting
Not eligible for telecommuting.
Equal Opportunity Statement
Benefits
*Coverage below based on a 1.0 FTE; Medical, Dental, Paid Leave, Holidays are prorated based on FTE
Benefit: | Coverage: | Effective: |
Medical Premera (Self Insured) Preferred Provider | Employee covered - $70.00 per month Dependents covered – please refer to the benefits Guide 2026 for rates | First of the month following the first date of employment. |
Dental Washington Dental | Employee covered – 100% Dependents covered – 50% | First of the month following the first date of employment. |
Paid Leave | 120 hours – Year 1 136 hours - Year 2 | Paid Leave may be used immediately for sick leave and after 3 months employment for vacation. Maximum accrual cap of 320 hours; hours in excess of 320 hours will automatically transfer into the employees EIB. |
Extended Illness Bank (EIB) | Allows for maximum accrual of 200 hours | PTO hours in excess of 320 will transfer into EIB. Employees are eligible to use EIB hours after at least 3 consecutive scheduled working days of PTO (max 24 hours) which have been used for a personal illness and/or a qualifying event under FMLA or the WA Family Care Act. |
Holidays | 64 hours related to: · New Year’s Day · Memorial Day · 4th of July · Labor Day · Thanksgiving Day · Day after Thanksgiving · Christmas Eve · Christmas Day |
Holidays are based on an 8-hour day. Providers will receive a holiday pool of 64 hours as a 1.0 FTE at the beginning of each calendar year. Holiday pool hours must be used by December 31 of each calendar year; unused holiday pool hours will be forfeited. If an employee starts after the calendar year has begun, holiday hours will be prorated based on remaining holidays in the calendar year. |
Diversity Days | 3 Diversity Days | Available after the first payroll cycle after start date. Diversity days will be prorated based on start date as outlined below:
Please refer to the Paid Leave policy for additional details. |
403(b) Retirement Plan Lincoln Financial | 150% CVCH match up to 3% of the employee’s contribution | Immediately. Vesting schedule: 20% at 2 years, 50% at 3 years, 60% at 4 years, and 100% at 5 years. |
Employee Assistance Program Mutual of Omaha | Free short-term counseling for employee and family | Immediately. Call 800-316-2796 |
Long-term Disability Mutual of Omaha | Employee Only (variable) | First of the month following the first date of employment. |
Benefit: | Coverage: | Effective: |
Basic Term Life Mutual of Omaha | Employee Only (1x annual salary, up to $200,000) | First of the month following the first date of employment. |
Group Accidental Death and Dismemberment (AD&D) Mutual of Omaha | Employee Only (1x annual salary, up to $200,000) | First of the month following the first date of employment. |
Supplemental Term Life Mutual of Omaha | Employee / Spouse / Dependent(s) | First of the month following the first date of employment. |
Voluntary AD&D Mutual of Omaha | Employee / Family | First of the month following the first date of employment. |
Health Reimbursement Arrangement RedQuote | Reimbursement for out of pocket expenses for services received at CVCH (medical, dental, and prescription) by employees and their dependents enrolled in our medical plan. Up to $750 per family per year. | First of the month following the first date of employment. |
Flex Plan: Medical RedQuote | Flex Plan: Maximum $3,400 per year Direct Deposit available | First of the month following the first date of employment. |
Flex Plan: Dependent Care RedQuote | Flex Plan: Maximum $7,500 per year Direct Deposit available | First of the month following the first date of employment. |
AFLAC | Supplemental insurance – cafeteria plan | First of the month following the first date of employment. |
Wellness Stipend | CVCH will reimburse staff up to $30 per month for a local gym membership OR CVCH will reimburse up to $150 per year for a subscription type workout program service (i.e.: Beachbody on Demand, Les Mills, etc.) | Immediately. Once employee has submitted invoice to HR/Payroll department. |
Cell Phone Discounts | Discounted monthly access fees Discounted select accessories and special equipment | Available for personal cell phones, currently in place with AT&T & Verizon |
Benefit: | Coverage: | Effective: |
Tuition Reimbursement | For approved courses, the cost of tuition, books, and lab fees may be reimbursed at 75% of the actual costs up to a maximum of: · $4,000 for an Associate’s degree, vocational, technical, or certification program · $6,000 for a Bachelor’s degree · $8,000 for a Master’s degree | Upon approval; regular employees who work at least 20 hours per week, have successfully passed their evaluation period and are in good standing may apply.
Employees must agree to work for a period of two (2) years from the date of receipt of tuition reimbursement and obtain satisfactory completion of approved courses or Challenge Exams. |
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