0932 Manager IV - Lean Continuous Improvement Manager

Recruitment #TEX-0932-087796


0932 Manager IV – Lean Continuous Improvement Manager

**Reissued on January 23, 2019 to expand applicant pool. Previous applicants do not need to reapply.**

**Applicants are encouraged to apply immediately as this recruitment may close at any time, but not earlier than February 8, 2019.**

APPOINTMENT TYPE: Temporary Exempt: This position is excluded by the Charter from the competitive Civil Service examination process and shall serve at the discretion of the Appointing Officer, and the duration of the position shall not exceed 36 months.

The mission of the San Francisco Department of Public Health (SFDPH) is to protect and promote the health of all San Franciscans. SFDPH is an integrated health department with two primary roles and two major divisions to fulfill its mission:

  • • Protecting the health of the population, which is the primary responsibility of SFDPH’s Population Health Division; The Population Health and Prevention Division has a broad focus on the communities of San Francisco and is comprised of the Community Health and Safety Branch, Community Health Promotion and Prevention Branch, and the Community Health Services Branch; and
  • Promoting the health of our patients, which is the primary responsibility of the San Francisco Health Network. The SF Health Network is the City's health system and has locations throughout the City including San Francisco General Hospital Medical Center, Laguna Honda Hospital and Rehabilitation Center, and over 15 primary care health centers.


SFDPH’s Population Health Division (PHD) addresses public health concerns, including consumer safety, health promotion and prevention, and the monitoring of threats to the public’s health. PHD implements traditional and innovative public health interventions. PHD staff inspect restaurants, promote improved air and water quality, track communicable diseases, and educate San Franciscans about the negative health impacts of tobacco. PHD staff also promote pedestrian safety, participate in an ambitious campaign to eliminate new HIV infections, and provide technical assistance to corner stores to increase healthy food options for residents. PHD contributes to the health of SFDPH’s patients by contributing population health data and data analysis to the San Francisco Health Network.


The SF Health Network (SFHN) comprises the direct health services SFDPH provides to thousands of insured and uninsured residents of San Francisco, including those most socially and medically vulnerable. The San Francisco Health Network is a community of top-rated clinics, hospitals and programs operated by the Health Department. We connect San Franciscans to quality healthcare. Every year we serve more than 100,000 people in our clinics and hospitals, including Zuckerberg San Francisco General, the only trauma center serving all of San Francisco and northern San Mateo County, and Laguna Honda Hospital and Rehabilitation Center. We provide continuous care for people wherever they are – in clinics, hospitals, at home, in jail or transitional housing. As the city’s public health system we also provide emergency, trauma, mental health and substance abuse care to any San Franciscan who needs it.

The Health Network celebrates the city’s diversity, serving individuals and families of all backgrounds and identities, regardless of immigration or insurance status. The Health Network is dedicated to empowering all San Franciscans, without exception, to live the healthiest lives possible.

GENERAL JOB DESCRIPTION: The SFDPH Kaizen Promotion Office (KPO) oversees the planning, development, and implementation of Lean operations and Lean transformations for the department. Under direction of the Chief of Performance Innovation for the SFDPH KPO, the 0932 Manager IV – Lean Continuous Improvement Manager (LCIM) manages the KPO department’s technical and behavioral activities and maintenance of change management by coaching the KPO team to advise and train SFDPH department managers; develops leaders to implement and improve strategies that support sustained quality and process improvement; and interfaces with other departmental leaders to ensure maximum alignment of resources for the entire organization, including knowledge management.

The LCIM is responsible for development and implementation of a Lean Daily Management System (DMS) to support the success of Electronic Health Record (EHR) implementation across DPH. The LCIM will recruit, train and coach KPO Specialists in Lean principles, developing Lean skills in daily management, continuous improvement, and the use of data for improvement. The LCIM will work with EHR IT leadership to develop a daily management system process for 25 clinics, hospital units and programs as they transition to the new EHR. This daily engagement approach will create a process for quickly identifying, escalating, resolving and communicating EHR problems/issues as they arise at go-live and thereafter. The LCIM will also train and coach executive leadership, administrators, and front-line staff in daily management systems, Lean leadership behaviors, in the observation of workflows and adherence to standard work. The LCIM will set up process observation boards in each unit, teaching managers how to track and monitor understanding of the new standard work. In addition, the LCIM will establish a Lean Leadership Fellows program to spread Lean by developing Lean leadership and Lean understanding for identified leaders in the organization.

The essential job functions include but are not limited to the following:

  • Develops, designs and guides a daily management system (DMS), deployment plan and training program for the department, including a production line schedule, evaluating and adjusting the production line schedule as needed.
  • Establishes a lean leadership fellows program to spread lean by developing lean leadership and lean understanding for identified leaders in the organization.
  • Teaches and coaches unit teams and leadership in DMS and leadership development.
  • Supervises KPO assigned specialists of the KPO team, training them to become DMS trainers and lean coaches for the department.
  • Collaborates with executive and department directors to develop curricula for leadership training for managers and staff who have a supervisorial role.
  • Defines core competencies and uses visual management to track and monitor achievement of core skillsets for fellows, KPO specialists and other experts as coaches and DMS trainers.
  • Provides the necessary vision and leadership to effectively lead and direct lean transformation through the development of a daily management and lean leadership program.
  • Functions as an expert in the transformation approach, provides thought leadership, applies and implements lean management principles department-wide by developing and deploying standards and methodologies to assure long-term impact.
  • Facilitates events, seminars, conferences and/or trainings in collaboration with the KPO and training team members.
  • Assists executive leaders and managers in creating professional development plans.
  • Prepares the budget and justification for the costs of specific training programs.
  • Develops, revises, and/or presents reports, findings, and recommendations to the executive leadership and/or leaders and stakeholders, working to advance the organization’s strategic goals, achieving the fiscal year’s True North metrics.
  • Communicates with executive staff, department managers and other stakeholders in identifying and analyzing problems to guide implementation of appropriate action and evaluates the effectiveness of decisions.
  • Develops and monitors action plans as needed to ensure department's meeting targets and goals, and assists in budget planning for the next fiscal year.
  • In collaboration with KPO director, provides guidance in the development of departmental strategic goals and priorities and operational and qualitative objectives that are congruous with the values, mission and strategic plan of DPH.
  • Serves on committees to assist in planning, formulating, and executing policies, procedures, and programs; participates in budgetary and quality assurance processes.

The 0932 Manager IV, Lean Continuous Improvement Manager, also performs other related duties as assigned.

Compensation and Benefits:
The normal annual salary range is $129,506 – $165,256. 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.


Minimum Qualifications

  1. Possession of a Bachelor’s degree from an accredited college or university; AND
  2. Five (5) years (equivalent to 10,000 hours) of healthcare administration experience, which must include two (2) years (equivalent to 4,000 hours) of experience implementing performance improvement methodologies. Qualifying experience must include three (3) years (equivalent to 6,000 hours) of experience supervising professionals.

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 listed below may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

  • Five (5) years of experience implementing performance improvement methodologies in a healthcare setting.
  • Possession of Lean Process Management certificate.
  • Project management and data analysis skills.
  • Strong written and oral communication skills.

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).

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.

pplications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
If you have any questions regarding the recruitment or application process, please contact the exam analyst, Katelynn Luong, by telephone at (415) 554-2918, or by email at

For questions regarding the vacancy, please contact Lisa Golden, by telephone at (415) 682-1900, by email at Lisa.Golden@sfdph.org.  

Selection Procedures

Supplemental Questionnaire (Weight: Qualifying):
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. The Supplemental Questionnaire is a self-report checklist that is designed to evaluate if candidates meet the minimum qualifications for this position.

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.


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.

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 of 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 can be found at: http://www.sfdhr.org/index.aspx?page=20

Copies of Application Documents: http://sfdhr.org/getting-job#copies

Right to Work: http://sfdhr.org/getting-job#identification

Information on requesting a reasonable ADA Accommodation: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities

Issued: June 22, 2018
Reissued: January 23, 2019
Micki Callahan
Human Resources Director
Department of Human Resources
Recruitment No.: TEX-0932-087796
DPH / KL / (415) 554-2920
DHR Pos. No.: 01134725 (MCCP# TE-DPH)


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.

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.

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