0931 Manager III - DPH Human Resources Labor Relations Manager
|Specialty||DPH Human Resources Labor Relations Manager|
|Date Opened||9/3/2018 08:00:00 AM|
|Filing Deadline||10/24/2018 5:00:00 PM|
|Salary||$120,588.00 - $153,920.00/year|
|Job Type||Permanent PBT|
0931 MANAGER III
DEPARTMENT OF PUBLIC HEALTH
HUMAN RESOURCES LABOR RELATIONS MANAGER
Applicants are encouraged to file immediately as this recruitment may close at any time, but no earlier than September 18, 2018
The San Francisco Department of Public Health (SFDPH) is committed to ensuring our patients, clients and colleagues are supported and informed in the face of uncertainty with healthcare. SFDPH’s commitment to provide quality health care and services for all San Franciscans has not changed, regardless of immigration or insurance status. We want all of our patients and clients to continue to seek services with their SFDPH providers, including care at our clinics and hospitals. SFDPH is an integrated health department with two primary roles to fulfill its mission: promote the health of our patients and protect the health of the population.
Under general administrative direction, the 0931 Manager III - Human Resources Labor Relations Manager supervises staff providing labor relations services to employees; coordinates labor relations and manages new projects and labor issues; mediates the resolution of workforce conflict; coordinates expediting labor relations transactions between various Department of Public Health (DPH) divisions and Human Resources.
The 0931 Manager III – Human Resources Labor Relations Manager performs essential job functions including, but not limited to:
- Manages labor negotiations concerning changes in the terms and conditions of employment; coordinates expediting labor relations transactions between various Department of Public Health (DPH) divisions and Human Resources;
- Supervises staff providing labor relations services to employees; coordinates labor relations activities and manages new projects and labor issues; mediates the resolution of workforce conflict;
- Analyzes personnel records to determine causes for turnover, use of overtime, and provides executive management with reports of and recommendations for potential budgetary overruns related to staffing;
- Works on special, human resources related projects requiring management of sensitive communication with entities (e.g. DHR, CSC, and other CCSF departments, commissions, and boards);
- Represents Department of Public Health (DPH) before the Civil Service Commission (CSC) on labor and human resources issues;
- Represents DPH in litigation matters at settlement conferences and mediations;
- Advises department managers on planning and implementation of staffing plans, including preliminary and ongoing assessment of workflow changes, regulatory requirements, labor relations issues, and compliance with collective bargaining agreements;
- Directs the preparation of a variety of statistical, fiscal, and operational reports and studies;
- Administers the bidding process for reassignment of nursing staff to nursing units;
- Coordinates the planning and implementation of staff to resident, patient, or client ratios; and
- Participates in conferences related to staffing plans, budgetary planning, and operational changes with DPH senior managers, the City and County of San Francisco (CCSF) Department of Human Resources (DHR), and the Offices of the Mayor and Controller.
The 0931 Manager III – Human Resources Labor Relations Manager performs other related duties as assigned.
Compensation and Benefits:
The normal annual salary range is $120,588 - $153,920. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range.
In addition to a competitive salary, the City and County of San Francisco offers flexible benefit plans with pre-tax elections which include: medical and dental insurance; retirement plan; deferred compensation plan; Social Security; long-term disability plan; life insurance; management training program; eleven (11) paid holidays annually; five (5) floating holidays; depending on years of service, ten (10), fifteen (15), or twenty (20) vacation days annually; and may earn up to 100 hours paid administrative leave annually.
- Possession of a Bachelor's degree from an accredited college or university in Business Administration, Human Resources, Public Administration, Industrial/Organizational Psychology, or related field; AND
- Five (5) years (equivalent to 10,000 hours) of professional human resources experience performing duties that include significant assignments in the areas of labor relations, employee disciplinary processes, classification and compensation, personnel administration, and the management of human resources functions. Work in these areas must include: consulting, advising and informing department, agency, or company managers/supervisors on human resources related matters; interpreting and enforcing human resources/employment related rules, regulations and policies; presenting organizational or human resources related issues to department, agency, or company managers; and use of standard office computer applications. Qualifying experience must include three (3) years (equivalent to 6,000 hours) of experience supervising professionals.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
- Conflict resolution certification
- Experience working with vulnerable populations
- Experience working in a healthcare environment
- Experience working with staffing ratios
- Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions: https://zuckerbergsanfranciscogeneral.org/about-us/
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/index.aspx?page=456
Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.
Verification of required education typically must be a photocopy of the degree or transcript from an accredited college or university.
Verification of required work experience typically must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or appropriate representative.
City and County of San Francisco (CCSF) employees do not need to submit verification of their City employment, but must submit written verification of outside experience. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.
Verification of required licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the name of the license/certificate holder, license/certificate number, and expiration date.
How To Apply
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobapscloud.com/sf to register an account (if you have not already done so) and begin the application process.
- Select the desired job announcement
- Select “Apply” and read and acknowledge the information
- Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
- Follow instructions on the screen
Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.
Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu).
Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.
All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.
Applications and application-related materials (e.g. supplemental questionnaires) that are incomplete or completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
If you have any questions regarding this recruitment or application process, please contact the exam analyst, Yvette Gamble, by telephone at (415) 554-2911 or by email at firstname.lastname@example.org
Applicants will be prompted to complete a Supplemental Questionnaire as part of the online application process and it must be submitted by the final filing deadline. The information provided must be consistent with the information on the application and is subject to verification. Applicant responses to the Supplemental Questionnaire will assist with determining if you meet the minimum qualifications for the position. Once submitted, applicant responses on the Supplemental Questionnaire cannot be changed.
TECHNICAL KNOWLEDGE HR EXAM - (Labor and Employee Relations Emphasis): Weight: 45%
Candidates deemed eligible will be invited to participate in a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to labor contract administration and labor relations functions, collective bargaining, mediation, arbitration, grievances, investigations of employee misconduct, due process, discipline, harassment, Skelly and Weingarten rights, FLSA, EEO and ADA laws, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint), etc.
Scores attained on this component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions where “Labor and Employee Relations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Recruitment and Examinations” and/or “Generalist/Operations”. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “Labor and Employee Relations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component will be automatically applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments)]. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take this test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
MANAGEMENT TEST BATTERY: Weight: 55%
Candidates who attain a minimum passing score on the written examination component will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Management Test (and a suggested reading list) please visit: http://www.sfdhr.org/sites/default/files/FileCenter/Documents/14491-MTB%20Blurb.pdf
A passing score must be achieved on the Written Multiple-Choice Technical Knowledge HR Exam – (Labor and Employee Relations Emphasis) and the Management Test Battery in order to continue in the selection process.
The above test components are considered standardized and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Management Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Management Test Battery. The Management Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Management Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Management Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Management Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
A passing score must be achieved in all test components listed above in order to be placed on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score.
Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
After the eligible list is finalized/adopted:
- The department may administer additional selection procedures to make a final hiring decision (e.g. interviews, written exercise, etc.).
- Applicants meeting the Minimum Qualifications are not guaranteed advancement through all steps of the selection process.
The certification rule for the eligible list resulting from this examination will be Rule of the List. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
The eligible list resulting from this examination is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.
The duration of the eligible list resulting from this examination process will be six (6) months, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.
As a finalist for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a finalist. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:
- Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
- Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.
Having a conviction history does not automatically preclude you from a job with the City.
If you are selected as a finalist, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.
Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout duration of employment. Failure to demonstrate/show proof of possession of required valid licensure/certification/registration may result in dismissal and/or termination of employment.
Note on Electronic Health Record (EHR):
The Department of Public Health (DPH) is implementing a unified Electronic Health Record (EHR) system and DPH employees must demonstrate competency in the use of the system that is appropriate for their classification as a condition of employment.
Note on Personal Protective Equipment (PPE):
Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit-testing.
Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a Face Fitting Respirator.
Prior to appointment, at the Department’s expense, applicants may be required to take a tuberculosis (TB) screening test, medical examination, and/or drug test.
Terms of Announcement:
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobapscloud.com/sf.
The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.
General Information concerning City and County of San Francisco Employment Policies and Procedures:
Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.
Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.
Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Exam Type: CPE
Issued: September 3, 2018
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0931-087223
DPH/YG/(415) 554-2911 (MCCP# 081-193, #01103449)
All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.