0931 Manager III - Manager of Workplace Equity Programs
Manager of Workplace Equity Programs
|Date Opened||5/22/2020 2:00:00 PM|
|Filing Deadline||5/26/2020 5:00:00 PM|
|Salary||$60.31 - $76.99/hour; $10,454.00 - $13,345.00/month; $125,450.00 - $160,134.00/year|
|Job Type||Permanent PBT|
This is a Position Based Test conducted in accordance with Civil Service Rule 111A.
5/12/2020: Announcement extended for further recruitment.
5/22/2020: Announcement re-opened to broaden the applicant pool. Applicants that have already submitted an application, do not need to re-apply.
The San Francisco Department of Public Health (DPH), Office of Health Equity, is accepting applications for one (1) full-time position in Class 0931 Manager III, Manager of Workplace Equity Programs.
Under the general direction of the Director of the Office of Health Equity, the Manager of Workplace Equity Programs will oversee the planning, development, and implementation of educational and policy initiatives focused on improving equity within the San Francisco Department of Public Health (DPH) workplace culture. They will work with leaders across DPH to put in place resources to meet workplace culture standards, and build strong relationships and communication between staff, as well as supporting managers to ensure a culture of equity in all units, including the delivery of respectful, culturally competent care to patients. They will directly oversee the staff supporting the DPH Trauma Informed Systems initiative and the training component of the Black African American Health Initiative and will have matrix supervision of designated managers and directors responsible for equity programming at both Zuckerberg San Francisco General Hospital (ZSFG) and Laguna Honda Hospital (LHH), the Ambulatory Care clinics and Population Health.
The Manager of Workplace Equity Programs will also act as a liaison with the Human Rights Commission, Office of Racial Equity on issues of staff training, and will also be part of the Office of Health Equity staff supporting the work of members of the Equity Leadership Team and Equity Governing Council as a consultant on issues within their work units. They will also work with Human Resources, specifically supporting the Labor and Equal Employment Opportunity staff in addressing workplace inequity as requested. The essential functions of the position include, but are not limited to:
Contributes to the DPH equity strategic plan by delivering policy and training recommendations that support our goals of a workforce equipped to advance equity in the workplace, including the development of assessment tools and metrics. Monitoring the implementation of the plan on an ongoing basis and recommending iterations to improve outcomes;
Directs the planning, development, implementation and evaluation of educational and policy initiatives focused on improving equity within DPH workplace culture through co-development with leaders across sections. Has oversight of implementation of these initiatives by various leadership staff placed across the department;
Oversees training staff delivering trainings related to trauma informed systems, racial equity, cultural competence and other related topics. This may include delivery of some trainings, as needed;
Consults and supports executives and managers to advance workplace equity in collaboration with Human Resources in areas of concern for inequitable practice;
Leads development of a community-based workforce development program, supporting pathways for residents in underrepresented communities to work within the department;
Has matrix supervision of Managers and Directors serving as Equity Leads or Equity A3 owners to develop and implement workplace equity strategies in their respective areas. This will include participation in the Equity Leadership Team through attendance, presentations and agenda setting.
Monitors the work of and coaches subordinates to improve performance;
Manages a training budget and related contracts, including monitoring expenditures and financial reporting for approved activities; prepares reports, memoranda, and correspondence. Implements and closely monitors budget expenditures;
Serves as a liaison with the Human Rights Commission Office of Racial Equity on issues of staff training. May work with other city departments on training development;
Supports development of required reports to the Board of Supervisors and San Francisco Office of Racial Equity on the activities and outcomes of the equity strategic plan;
Assists in developing and implementing operational policies to ensure the efficient operation of the Office of Health Equity; and
Evaluates procedures, identifies and analyzes problems and issues and may implement and document new procedures of the assigned program.
The 0931 Manager of Workplace Equity Programs performs other related duties as assigned/required.
Possession of baccalaureate degree, from an accredited college or university; and
Five (5) years of professional experience leading organizational change management efforts or workplace equity and diversity programs, of which three (3) years must be in a supervisory capacity.
Educational Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years. One (1) year is equivalent to thirty (30) semester units/forty-five (45) quarter units.
Experience Substitution: Possession of a Juris Doctorate (J.D.) or Master’s in Public Administration or other related field may substitute for one (1) year of the required supervisory experience.
One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
Desirable Qualifications: The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
- Successful track record in leading equity, diversity and inclusion initiatives within a large public sector and unionized organization.
- Knowledge and understanding of employment barriers, workplace equity, and organizational change strategies.
- Excellent written and oral communication and presentation skills.
- Experience in human rights, equity, diversity/workplace inclusion.
- Experience leading teams and coaching at a management level.
- Experience working with issues of race or racism, preferably in a training environment.
- Experience working with staff/leadership on workforce development or workforce policy.
- Experience in curriculum development and strategy or planning related to workforce development.
Verification of Experience: http://sfdhr.org/getting-job#verification Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.
Verification of Education: 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/how-verify-education-requirements
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.
How To Apply
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.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).
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 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, Juliette Soto, by telephone at 415-554-2915, or by email at Juliette.Soto@sfdph.org
Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.
Management Test Battery: (Weight: 50%)
Candidates that meet the minimum qualifications 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 and Process Improvement. For more information about this Management Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=343. A passing score must be achieved on the Management Test Battery to continue in the selection process.
A passing score must be achieved on the Management Test Battery in order to continue in the selection process.
This is a standardized examination 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.
Supplemental Questionnaire Exam (Weight: 50% )
Candidates who achieve a passing score on the Management Test Battery will be emailed a Supplemental Questionnaire (SQ) that is designed to measure the knowledge, skills, and abilities in job related areas which may include but not be limited to: Strong analytical and critical thinking skills as demonstrated through strategy development; Skill in leading organizational policy or systems change efforts, including those related to racial equity; Strong understanding of the principles of racial equity, including nationally recognized frameworks and literature, and experience applying these frameworks to your work; Understanding of interpersonal, systemic and institutional racial bias and the ability to assist others in understanding how these biases apply to workplace equity issues; Knowledge of human resources practices and regulations, including those related to union contract requirements, discrimination law and effective management principles; Experience working in government agency and ability to navigate the bureaucracy of the organization while being sensitive to the competing needs of internal and external stakeholders; Strong leadership skills including leading teams and the management of staff; Conflict resolution skills and conversational and persuasive skills needed to avoid conflict; Strong understanding of social determinants of health and health disparities data; Skill in curriculum development and selection, delivery of training material and facilitation needed to create and deploy training for staff and managers; Excellent verbal and written communication skills, and/or the Ability to communicate with diverse audiences about issues of race and racism.
The SQ will be emailed to the address listed on the candidates online application. Candidates will be required to respond to the SQ in the time frame indicated and must submit the completed questionnaire as directed in order to have it evaluated. Responses can not be changed once submitted. Candidates will be evaluated based on their SQ responses. Candidates must achieve a passing score on the SQ in order to continue in the selection process and will be placed on the confidential eligible list in rank order according to their final score.
A passing score must be achieved on each of the above described exams in order to be included on the confidential eligible list.
After the confidential eligible list is adopted the department may administer additional selection procedures to make a final hiring decision.
Eligible List/Score Report:
A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process 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 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/score report 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 https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.
The certification rule for the eligible list resulting from this examination will be Rule of the List Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
As a selected candidate 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 selected candidate. 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 a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
Statement on Equity, Diversity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.
Licensure/Certification/Registration: Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout length 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 ICARE: 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/.
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 FaceFitting Respirator.
Medical Examination/Drug Testing:Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a 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.jobaps.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.
Requests: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit
Exam Type: CPE
Issued: April 29, 2020
Reopened: May 22, 2020
Human Resources Director
Department of Human Resources
Recruitment ID Number: 102006
DPH/JS/(415)554-2915/DHR POS. NO. 01145039
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.
Click on a link below to apply for this position:
|Fill out the Supplemental Questionnaire and Application NOW using the Internet.|
|View and print the Supplemental Questionnaire.||This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.|