0931 Manager III Employee and Labor Relations Manager

Recruitment #PBT-0931-102180

Introduction

This is a Position Based Test administered in accordance with Civil Service Rule 111A.

Applicants are encouraged to apply as soon as possible as this announcement may close any time after 5:00 p.m. on February 13, 2020.

The Department
SFO is a world-class, award-winning airport that serves nearly 58 million passengers annually. SFO offers nonstop flights to 51 international cities on 43 international carriers. The Bay Area's largest airport also connects nonstop with 86 U.S. cities on 12 domestic airlines.

SFO’s mission is to provide an exceptional airport in service to our communities, and its core values are safety and security, teamwork, excellence, and care. The airport is committed to redefining air travel by providing the highest level of service to our guests.

The Airport, an enterprise department of the City & County of San Francisco, has a workforce of approximately 1,700 City employees and strives to be a diverse, equitable, and inclusive employer. For more information, visit www.flysfo.com and watch this video about careers at SFO.

Position Description
Under general administrative direction, the Employee and Labor Relations Manager is responsible for managing, coordinating and supervising staff performing employee and labor relations activities, which includes managing grievances according to the provisions of the collective bargaining agreements; managing the administration of progressive discipline; participating in arbitrations, collective bargaining activities and investigations of employee work environment issues; managing the case management system; and providing managers and supervisors with advice, consultation, direction and training in the administration and facilitation of disciplinary and grievance processes. This position develops and facilitates the development of constructive relationships with labor partners, advises directors and managers on interpretation of Memorandum of Understandings (MOU), disciplinary actions, grievances, current labor relations trends and issues.  This position may also serve in the absence of the Airport’s Assistant Human Resources Director and perform other duties as assigned.

The essential functions of this position include:

  • Plans, directs, coordinates and evaluates employee and labor relations functions including negotiations, grievance processes, investigations of employee complaints and concerns, disciplinary hearings and procedures, and performance management.  
  • Supervises staff performing employee and labor relations activities.
  • Represents the Airport at meetings such as contract negotiations, Civil Service Commission (CSC) meetings, briefings, grievances, and arbitration, etc.
  • Interprets and ensures compliance with CSC Rules, City Charter, Collective bargaining agreements, and other employment laws and regulations.
  • Manages the implementation of various HR programs, such as DOT and Non-DOT drug testing, judicial review, unemployment benefit claims, etc. 
  • Advises managers and supervisors on labor relations issues, union MOU/CBA interpretation, disciplinary actions, grievances, employee coaching, counseling, performance monitoring and evaluation, employment laws, CSC rules, City Charter, and City and County of San Francisco (CCSF) and Airport policies.  
  • Partners with CCSF on labor negotiations and the development and implementation of labor agreements that affect the Airport.
  • Prepares effective written communications, i.e., investigative findings, grievance responses, letters and memorandums.
  • Develops and implements labor-related policies, practices and controls.
  • Develops new strategies to streamline and/or address areas for improvement.
  • Provides effective coaching to HR professional staff to provide a high level of customer service and to reaffirm work priorities. 
  • Provides training to managers on labor issues and trends, including administration and facilitation of disciplinary and grievance processes.
  • Creates an employee experience tied to the Airport's core values and a culture that's a great place to work.
  • Exhibits high-quality judgment, sound decision-making capability and handles confidential and sensitive information with care.

Minimum Qualifications

Education
Possession of a baccalaureate degree from an accredited college or university.

Experience
Five (5) years of professional human resources experience in the areas of employee labor relations, employee disciplinary processes, classification and compensation, and human resources administration. Qualifying experience must include three (3) years of experience supervising professionals. 

Substitution
Education Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of 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 degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience (note, the advanced degree cannot substitute for the required supervisory experience). 

Desirable Qualifications
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred to hiring.

  • Experience in public sector labor relations, including labor negotiations, overseeing and performing investigations and grievance arbitrations, and developing labor management partnerships and employee engagement.
  • Experience developing staff through coaching and mentoring.
  • Strong project and time management skills with an ability to work effectively in a fast-paced environment with competing requirements and deadlines.
  • Experience with developing and implementing organizational change and employee/labor relations process improvement.
  • A proven track record with providing a high level of customer service to internal and external stakeholders, direct reports and colleagues.
  • Strong communication skills both written and oral that is demonstrated in presentations to a variety of audiences, contract negotiations, and responses to union information requests and union grievances.
  • Experience working with management staff at all levels within an organization.
  • Demonstrated and successful experience formulating and implementing effective solutions to complex issues and problems, including oversight of complex audits, analysis, and investigations.
  • A proven track record of being an effective relationship builder who develops and establishes positive and mutually productive relationships with people from diverse backgrounds. 
  • Proven ability as a resilient leader and capable decision maker who identifies and understands issues, problems, and opportunities while adjusting effectively in changing priorities, work processes, responsibilities, and environment. 

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

One year 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.

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 Department of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103, or the Airport Commission Human Resources office at 710 N. McDonnell Road, 3rd Floor, San Francisco, CA 94128.

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).

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, Erin Zadlo, by telephone at 650-821-2019, or by email at erin.zadlo@flysfo.com.

Resumes may be attached to the application; however, resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Verification
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 here.

Verification of qualifying experience, when requested, must be documented on the employer's business letterhead and must include the name of the applicant, job title(s), dates of employment, description of job duties performed, and signature of the employer or the employer’s authorized representative. Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted. Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. Verification may be waived if impossible to obtain. The applicant must submit a signed statement explaining why verification cannot be obtained. Waiver requests will be considered on a case-by-case basis. Failure to provide the required verification, or request for waiver when requested may result in rejection of application.

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. Make sure your application and any attachments to the application submitted at the time of filing are complete and accurate and include details on all experience, education, training and other information that qualifies you for this recruitment. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes. Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications.

Selection Procedures

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 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 Supervisory Test (and a suggested reading list) please click here.

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.

Technical Knowledge HR Exam – (Labor and Employee Relations Emphasis) (Weight: 50%)
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 be 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
  • 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.

A passing score on both the Management Test Battery and the Technical Knowledge HR Exam must be achieved in order to be placed/ranked on the Eligible List.

Transportation Security Administration (TSA) Security Clearance
Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

Certification Rule
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.

Eligible List
A confidential eligible list with names of candidates who have passed the civil service examination process will be created and used for certification purposes only. An examination score report will be established so interested parties can view the ranks, final scores, and number of eligible candidates. Applicant information, including names of candidates 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 that 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 six 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 that use this classification, please click here. Search that document by title or job code to see which departments use the classification.

Conviction History

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 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 applying 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 applying 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.

Conclusion

Reasonable Accommodation Request
Applicants with disabilities requiring reasonable accommodation for this examination can find information on requesting a reasonable accommodation here.

Seniority Credit in Promotional Exams
Information regarding seniority credit can be found here.

Veterans Preference
Information regarding requests for veteran’s preference can be found here.

Terms of the 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.

Copies of Application Documents
Applicants are advised to keep copies of all documents submitted. Submitted documents become a permanent part of the exam record and will not be returned. The hiring department may require applicants to submit the same documents and/or additional documents at a later date.

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.

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 online here or hard copy at 1 South Van Ness Avenue, 4th Floor.

Exam Type: Combined Promotive & Entrance
Issued: 1/31/2020 
Micki Callahan
Human Resources Director
Department of Human Resources
Recruitment ID #: 102180
AIR/EZ/650-821-2019

Benefits

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.

For more information about benefits, please click here.



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