0923 Maintenance and Asset Manager, Power
|Department||Public Utilities Commission|
|Date Opened||4/2/2018 08:00:00 AM|
|Filing Deadline||5/4/2018 5:00:00 PM|
|Salary||$108,628.00 - $138,606.00/year|
|Job Type||Permanent PBT|
This is a Position-Based Test conducted in accordance with CSC Rule 111A
The 0923 Maintenance and Asset Manager is responsible for the department-wide systems management of the wide-ranging infrastructure and physical assets, including venues and facilities that support electrical generation, transmission, and distribution systems and streetlight infrastructure and revenue generating ability of the Power Enterprise at the San Francisco Public Utilities Commission. Utilizing a number of database computerized maintenance management systems (CMMS) and facility management software, the Maintenance and Asset Manager coordinates and analyzes work activities and physical asset use that impact and sustain the life-cycle of these physical and infrastructure assets critical to our electrical generation, transmission, and distribution and streetlight infrastructure facilities and mission.
Essential functions include:
· Assign work and coordinate the completion of maintenance and repair projects with site administrators, division heads, craft supervisors, vendors, and contractors
· Use computerized maintenance management systems (CMMS)to coordinate and analyze work activities that impact the physical and infrastructure assets critical to electrical generation, transmission, and distribution and streetlight infrastructure facilities
· Ensure that maintenance, repair and operations are performed in accordance with approved policies, practices, and safety regulations
· Research operations cost, review budget expenditures, and develop future budget plans
· Evaluates the performance of staff assigned and coordinates and sets benchmarks
· Respond and resolve a variety of complaints from the public, staff, managers, and supervisors
· Strive to Build Public Trust through Public Asset Management
· Ensure that all Power Enterprise assets are accounted for, mapped, and that periodic preventative maintenance plans in place and executed in a timely manner
The Power Enterprise, within the SFPUC, has two separate power programs, Hetch Hetchy Power, San Francisco’s Publicly Owned Utility serving 150 MW of retail load, and CleanPowerSF, San Francisco’s Community Choice Aggregation program, serving 70 MW of retail load. Power Enterprise serves this load with a combination of owned and purchased resources. SFPUC owns and operates the Hetch Hetchy Water and Power Project, which includes hydro-electric power generation in Moccasin, California; solar arrays throughout San Francisco; and biogas cogeneration facilities, which together produce cost-effective energy with a zero greenhouse gas (GHG-free) emission profile. Both of these power programs’ supply portfolios exceed State minimum renewable content. Power Enterprise provides its retail customers with distributed energy resource programs. In addition to these retail electricity service offerings, Power Enterprise is responsible for San Francisco streets and pedestrian lighting.
SAN FRANCISCO PUBLIC UTILITIES COMMISSION
The San Francisco Public Utilities Commission is a department of the City and County of San Francisco that provides retail drinking water and wastewater services to San Francisco, wholesale water to three Bay Area counties, and greenhouse gas-free hydroelectric & solar power to San Francisco's municipal departments and select local residential and business communities through the CleanPowerSF and Hetch Hetchy Power programs. The SFPUC is comprised of three essential 24/7 service utilities: Water, Wastewater and Power. The mission of the SFPUC is to provide customers with high quality, efficient and reliable water, power, and sewer services in a manner that is inclusive of environmental and community interests, and that sustains the resources entrusted to our care. These functions are supported by the Business Services, Infrastructure and External Affairs bureaus. It has about 2,300 employees working in seven counties with a combined annual operating budget of over $1 billion.
San Francisco is the fourth largest city in California with more than 865,000 residents and a daytime population that swells to more than 1.2 million. It is also one of the most culturally diverse and internationally recognized of all American cities; the community is a blend of residents, businesses, and tourists from many ethnic cultures and backgrounds. San Francisco is one of the most ethnically diverse major cities in the United States Built on a 49 square-mile peninsula, its unique terrain is bordered on three sides by the Pacific Ocean and the San Francisco Bay. Regionally, San Francisco is often referred to as the economic and cultural hub of the Bay Area because of its vibrant make-up.
THE IDEAL CANDIDATE
San Francisco’s Public Utilities Commission seeks a confident, results-oriented leader and manager who is passionate about the environment and public service. The ideal candidate will stay current with best practices and trends in managing power operations groups and lead the program to maximum efficiency so that the customer, City and department goals continue to be met. They will also enjoy working in a fast-paced, supportive environment where collegiality, professionalism, teamwork, and an appreciation for fun are valued.
The Leadership Competency Model illustrates what it means to be successful for any leader at the SFPUC, supporting our commitment to organizational excellence. The ideal candidate will have a demonstrated track record and ability to exercise the following competencies which are the most critical to the Maintenance and Asset Manager role:
Relationship Management – Leverages outstanding communication skills to build open, honest, and respectful relationships, developing networks and lasting partnerships across boundaries to maintain strategic relationships and achieve common goals. Engages and works collaboratively with the active unions, diverse neighborhoods, other departments and the PUC’s Executive Team
Strategic Planning – Formulates objectives and priorities, implements plans, and allocates resources to achieve the long-term goals of the organization. Implements the capital plan, tracking progress and staying I added this to the definition of Innovation on top of the multi-year implementation
Business Acumen - Leverages business concepts, terms, and tools to achieve desired outcomes and develop sound budgets and plans surrounding the financial and operational functions of the organization n Change Management – Provides active and visible sponsorship for change initiatives in order to drive the adoption and usage of new solutions to fully realize organizational benefits and project objectives
Accountability – Inspires trust by acting with integrity, honesty, and fairness. Holds self and others to their roles and responsibilities. Acts as a responsible steward of the resources entrusted to the SFPUC n Risk Management – Identifies, assesses, and mitigates operational, financial, legal, or health and safety risks impacting the organization's achievement of strategic goals and objectives
Talent Management – Builds and develops a highly-skilled workforce based on organizational goals, budget considerations, and staffing needs. Creates succession planning strategies to address an aging workforce
Innovation – Creates a thriving culture in which employees feel both safe and encouraged to explore new ideas and improve existing ones. Voices opinions, remaining open to feedback, diverse perspectives, and embraces opportunities for improvement and change
Safety Excellence - Actively promotes a safety culture of the highest standard by allocating resources, ensuring compliance, and creating policies aligned with industry best practices
Compensation and Benefits: The normal annual salary range is $108,628 to $138,606. 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.
1. Possession of a Bachelor's degree from an accredited college or university; AND
2. Four (4) years of experience as a maintenance or construction planner, estimator and/or scheduler or equivalent in performing activities related to facilities maintenance and/or infrastructure (utilities, equipment and/or related structures) construction and maintenance; AND
3. Possession of a current valid Driver’s License
SUBSTITUTION Additional qualifying experience may be substituted for the degree requirement on a year-for-year basis; One year (2000 hours) of qualifying experience will be considered equivalent to 30 semester units/ 45 quarter units.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring:
- Experience with computerized maintenance management systems (CMMS); experience in large utility with diverse maintenance practices.
- One year of experience as a supervisor of journey level workers in a construction or facilities/equipment maintenance.
Note: Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
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, Ana Valdes, by telephone at 415-554-1664, or by email at email@example.com
Supervisory Test Battery (Weight: Minimum 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 visit: http://www.sfdhr.org/index.aspx?page=325
A passing score must be achieved on the Supervisory 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 Supervisory 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 Supervisory Test Battery. The Supervisory 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 Supervisory 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 Supervisory 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 Supervisory 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 (Weight - 50%)
Applicants will be prompted to complete the Supplemental Questionnaire that must be submitted during the online application process. The Supplemental Questionnaire has been designed to measure the knowledge, skills and/or abilities in job-related areas required for the Maintenance Planning Manager position. These include but are not limited to knowledge of preventive and predictive maintenance programs, supervision, decision making, knowledge of safety principles and practices, interpersonal skills, and written communications.
Candidates will be ranked on the eligible list based on the scores received on the Supervisory Test Battery and Supplemental Questionnaire. Candidates must achieve a passing score on all components of the selection procedure to be placed on the eligible list. Candidates’ scores on this examination process may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
Eligible List: 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 twelve (12) months, and may be extended with the approval of the Human Resources Director.
Certification Rule: The certification rule for the eligible list resulting from this examination will be Rule of the List. The hiring department may conduct additional selection processes to make final hiring decisions.
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=13693
Search that document by title or job code to see which departments use the classification. 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.
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
Veterans Preference: Information regarding requests for veteran’s preference can be found at: http://www.sfdhr.org/index.aspx?page=20#veteranspreference
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://www.sfdhr.org/index.aspx?page=20 or hard copy at 1 South Van Ness Avenue, 4th Floor.
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. Additional Information: General Information concerning City and County of San Francisco Employment Policies and Procedures may be found online at: http://www.sfdhr.org/index.aspx?page=20
Exam Type: Combined Entrance & Promotive
Issued: April 2, 2018
April 20, 2018: Filing period extended through May 4, 2018 to expand applicant pool. Selection procedures revised.
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID #: PBT-0923-079542 (01128741)
Team: PUC/AGV (415) 554-1664
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.