0923 Assistant Well-Being Manager

Assistant Well-Being Manager

Recruitment #PBT-0923-099513


Department Description
The San Francisco Health Service System (SFHSS) offers an exceptional opportunity for the right candidate to serve the over 120,000 employees, retirees and dependents. Participating employers include the City and County, the SF Unified School District, City College of San Francisco and the San Francisco Superior Court. SFHSS negotiates, and administers, health and related benefits for HSS members. SFHSS also leads and coordinates well-being programs and services for the HSS membership. http://sfhss.org/

Our Mission
The SFHSS is dedicated to preserving and improving sustainable, quality health benefits and to enhancing the well-being of employees, retirees and their families.

SFHSS Well-Being Division Description
SFHSS Well-Being helps our members (employees, retirees, and family members) feel, live, and be Better Every Day. We encourage and facilitate well-being by raising awareness, providing programs, services and tools and striving to create a supportive workplace culture.

The Well-Being division has several core functions: Employee Assistance Program (EAP), Well-Being@Work, retiree services, healthy behavior campaigns and challenges, targeted interventions, and the management of the Wellness Center. The Well-Being team strives to transform the workplace into one that supports employee well-being.

Position Description
The Assistant Well-Being Manager is part of a small team responsible for supporting the well-being of all members. The environment is fast-paced and requires the ability to handle multiple priorities and projects simultaneously.

The Assistant Well-Being Manager will work closely with the Well-Being Program Coordinators and the Well-Being Manager on the development, implementation, and ongoing oversight of the core services, such as the Well-Being@Work initiative. Key components of this position include: project management for various core services, creation and maintenance of best practices and procedures, directing evaluation efforts and report writing, budgeting, and day-to-day management. This position also requires relationship building and the ability to manage multiple priorities.

Examples of Duties
1. Manage projects associated with the core services, such as Well-Being@Work, Campaigns and Challenges, Pilot Programs, Targeted Interventions, Retiree Services, Wellness Center, Health Plan Resource Promotion, and Member Communications.

2. Develop relationships with employers and departments.
• Build relationships with departments/employers/retiree groups, vendors, Champions, other department personnel, and department co-workers to facilitate program implementation.
• Listen, direct, and guide departments/employers/retiree groups to create an annual plan to enhance well-being in the workplace.
• Determine goals and priorities.
• Help the department/employer/retiree group execute on the plan.
• Identify and advise departments/employers/retiree groups on processes to receive resources and recognition for their well-being efforts.

3. Support Well-Being Manager with the day-to-day operation of the Well-Being Division budget.
• Track various funding sources and expenses.
• Request quotes, place orders.
• Partner with HSS’s Finance team to coordinate division budget.
• Approve expenses.
• Manage the Well-Being@Work Grant process (applications, approval, distribution, and follow up).

4. Create and Maintain Division Procedures and best practices.
• Develop, document implement, and update best practices in all areas of the Well-Being Division to improve services and create efficiencies.
• Train staff on procedures.
• Ensure staff follow administrative procedures such as travel pre-authorization, scheduling, and reimbursements.
• Perform day-to-day management tasks, such as scheduling.

5. Escalate facility concerns to the appropriate contact and provide follow up.

6. Evaluate and manage data, and write reports for core services.
• Outline evaluation plan for each program/service.
• Execute evaluation plan.
• Identify and create data collection tools.
• Synthesize and organize data.
• Write reports, outline infographics, create presentation slides that communicate outcomes for a variety of audiences.

7. Supervise Well-Being interns. Support the Well-Being Manager with supervision duties as needed.

8. Other duties as assigned.

Minimum Qualifications

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

Minimum Qualifications
1. Possession of a Bachelor’s degree from an accredited college or university in health education, health promotion, kinesiology, or a related field; AND
2. Five years professional experience in well-being program administration.

Additional experience as described above may be substituted for up to two (2) years for the required degree on a year-for-year basis.  One year of experience will be considered equivalent to 30 semester or 45 quarter units of college course work.

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.

• Two years of supervisory experience

• Experience in: 
    o Implementing behavior change models
    o employee and retiree well-being program development and implementation
    o managing a department or division budget
    o wellness-related benefit design
    o various well-being content areas
    o building successful committees, relationship-building
    o working with and motivating volunteers
    o conducting and analyzing needs assessments, collecting program data, evaluating program outcomes
    o team building
    o working with unions

• Related certifications and degrees, for example:
    o CHES (Certified Health Education Specialist), fitness-related certifications, registered dietician, Diabetes Prevention  Program coach, and health coaching

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 at https://sfdhr.org/how-verify-education-requirements.

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, Shannon Nishimura-Chiu by telephone at 415-557-4949, or by email at Shannon.Nishimura@sfgov.org.

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.

Supervisory Test Battery (Weight: 40%)
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: 60%)
Candidates who pass the Supervisory Test Battery will then be sent a Supplemental Questionnaire to complete. The Supplemental Questionnaire has been designed to measure knowledge, skills, and/or abilities in job related areas whih may include but not be limited to: Knowledge of well-being program planning, administration, and evaluation; Human Relations Ability, Written Communication Ability, Project management skills.

The supplemental questionnaire will be rated and scored. All relevant experience, education, and/or training must be on the supplemental questionnaire in order to be reviewed in the rating process.

Candidates must achieve a passing score on the supplemental questionnaire in order to be ranked on the Eligible List/Score Report.

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 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 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.  Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

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 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

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.


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.

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: 

Seniority Credit in Promotional Exams: 
Information regarding seniority credit can be found at:

Exam Type: CPE 
Issued: August 30, 2019 
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-099513


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.


Powered by JobAps