2991 Coordinator, Human Rights Commission

Recruitment #PEX-2991-091664


Appointment Type: Permanent Exempt.  This position is exempt from Civil Service Commission rules pursuant to the City and County of San Francisco, Charter Section 10.104, and incumbents serve at the discretion of the Appointing Officer.

About the Office of SHARP

In 2018, the Board of Supervisors established the Office of Sexual Harassment Response and Prevention. The Office of SHARP shall have the authority to receive complaints from any member of the public concerning the manner in which any City department has responded, or has failed to respond, to allegations that the complainant-or a person under the care or custody of the complainant-has been a victim of sexual assault or sexual harassment. The Office shall promptly confirm receipt of all such complaints, and shall work diligently to assist each complainant in navigating their way through City government. In particular, the Office shall work diligently to assist each complainant in contacting relevant City departments, and shall take all appropriate steps to encourage those City departments, including but not limited to the Police Department, the Office of the District Attorney, and the Department of Public Health, to respond fully and conscientiously to the complainant's concerns. The Office shall treat each complainant with dignity, professionalism, and compassion.

Position Information

The Human Rights Commission is seeking to hire a Director of the Office of SHARP to build out the strategy, infrastructure and systems that prioritize how survivors of sexual harassment and assault are harmed and what needs to be done for them to heal. The Director will have the unique and important opportunity to lead policy and drive conversations with the potential to have national influence on institutional and societal responses to sexual assault, harassment and the resulting trauma.

Essential duties may include but are not limited to:


1.      Receiving complaints concerning the manner in which any City department has responded or failed to respond to allegations of sexual assault or sexual harassment, and assisting complainants in navigating within City government to resolve those complaints;

2.      Compelling the attendance of City officers or employees at meetings with complainants;

3.      Notifying relevant City departments of any failure, in connection with a complaint of sexual assault or sexual harassment, to perform a duty imposed by law, or to perform a promised act, or to respond reasonably to the complainant’s or Office’s requests, or to otherwise fully and conscientiously respond to the complainant’s or the Office’s concerns, and reporting to the Mayor and the Board of Supervisors if any City department so notified fails to take timely and adequate corrective action;

4.      In certain cases, referring City officers and employees to appropriate disciplinary authorities for possible professional or administrative discipline;

5.      Requiring City departments to report aggregated or otherwise de-identified information concerning the department’s handling of allegations of sexual assault and harassment;

6.      Engaging with community members to develop recommendations for improving the City’s efforts to combat sexual assault and harassment, and making related recommendations to City policymakers;

7.      Making regular reports to the Human Rights Commission; and

8.      Maintaining the confidentiality of information required by law to be kept confidential, and respecting complainants’ wishes for confidentiality to the maximum extent permitted by law.



The ideal candidate will have a demonstrated track record and ability to exercise the following competencies which are the most critical to the Director of SHARP role:

Subject Matter Expertise

·        Experience collaborating with survivors of sexual harassment and assault, including survivors who are women and non-binary people of color, indigenous women, monolingual transgender women, formerly incarcerated women,  and sex workers. A lived experience that reflects these communities is highly desirable;


·        A strong background working with organizations rooted in intersectional feminism, racial and gender equity, LGBTQI rights, undocumented communities, disability rights, prisoner rights, and labor organizations, including janitorial, domestic worker and farm worker organizations.


·        Knowledge of criminal justice system, including how cases flow, understanding of general office organization of various city departments and know where differences can be made and the ability to think critically about it.


·        Knowledge and fluency in mass incarceration and restorative justice and their relationship to community public safety.


·        Knowledge about organizational change and how to identify, eliminate and prevent rape culture, and the ability to talk with people who are less fluent in this subject matter.


·        Education, training or willingness to obtain training that qualifies applicant as a sexual assault counselor within the meaning of Section 1035.2 of the California Evidence Code.

Management and Interpersonal Skills

·        An earned reputation for being trustworthy, with excellent judgment and discretion;


·        Kindness and strengths-based leadership: someone who sees value in every person and communicates respect and encouragement to people at all levels; a passionate investment in the well-being and success of office staff and community partners;

·        Proven ability to coach, mentor and inspire the leadership capacity of subordinate staff;

Community Outreach and Accountability

·        Rapport building, including maintaining relationships and communicating compassionately and effectively with diverse people in diverse environments, including survivors of sexual assault and harassment, grassroots community organizations, government institutions and national advocacy organizations;


·        Ability to discuss hard topics and tough choices one-on-one with elected officials, senior policymakers and listening and engaging rank and file prosecutors, police officers and health practitioners;


·         Comfort with, curiosity about, and ability to interpret and analyze complex data, both quantitative and qualitative.

·         Ability to leverage data to catalyze change.

Minimum Qualifications

These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification.  Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement.

Possession of a baccalaureate degree from an accredited college or university with major coursework in the social sciences, political science or public administration.

Five (5) years of experience in developing and implementing nondiscrimination programs. Duties must have included experience in the following areas: program monitoring, handling complaints of discriminatory practices against protected categories, statistical analysis, and developing outreach programs.

License and Certification:

Additional qualifying experience as described above may substitute for the degree on a year-for-year basis. Thirty (30) semester or forty-five (45) quarter units equal one (1) year.

Possession of a Juris Doctor (J.D.) or Master’s degree in the social sciences, political science, public administration or related fields may be substituted for one (1) year of the required experience.

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, licenses, certifications, other documents, 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.


Verification of Experience:


Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.


Verification of Education:


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.


If you have any questions regarding this recruitment or application process, please contact Melissa J. Cayabyab, Senior Human Resources Consultant at (415) 557-4877 or by email at Melissa.J.Cayabyab@sfgov.org.


Selection Procedures


The selection process will include evaluation of applications in relation to minimum qualifications. Depending on the number of applicants, the Department may establish and implement additional screening mechanisms to comparatively evaluate qualifications of candidates. If this becomes necessary, only those applicants whose qualifications most closely meet the needs of the Department will be invited for an interview.


Applicants meeting the minimum requirements are not guaranteed advancement in the selection process.

Conviction History

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.


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: 


Recruitment Type:  PEX
Issued: 11/01/2018
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PEX-2991-091664


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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