0923 Manager II - Diversity, Equity, and Inclusion Manager
|Department||Human Services Agency|
|Date Opened||9/10/2019 5:00:00 PM|
|Filing Deadline||9/24/2019 5:00:00 PM|
|Salary||$55.95 - $71.41/hour; $9,698.00 - $12,378.00/month; $116,376.00 - $148,538.00/year|
|Job Type||Permanent PBT|
This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.
The City and County of San Francisco Human Services Agency (HSA) is the central resource for public assistance. Its mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco. HSA provides a safety net for families and individuals by offering income support, community-based living support, and assistance acquiring food, housing, and health coverage. In addition, HSA offers programs and services that ensure the protection and safety of the elderly, children, and dependent adults. Finally, HSA helps people secure employment through job search assistance, training, and child care assistance.
The Diversity, Equity, and Inclusion manager will serve in a key leadership role in advancing racial equity, diversity, and inclusion efforts at the Human Services Agency (HSA). The DEI Manager will assess the current work culture and implement new practices that result in an Agency culture which embraces diversity, equity, and inclusion in all aspects of its work. The Agency believes that a more diverse and inclusive workforce will produce more creative and innovative outcomes for the organization, and ultimately, its clients. The DEI Manager will be responsible for leading activities at the Agency that include implementing initiatives from a new Racial Equity Action Plan; normalizing conversations around equity and providing training to leadership and staff; leading and providing technical assistance to a steering committee; leading and coordinating equity activities that may include brown bag discussions, town hall meetings, presentations, retreats and training sessions. Diversity, Equity, and Inclusion initiatives will include: collaborating with other City departments and community resources with a focus on employee diversification; instituting organizational change tools and practices that embed a racial equity lens in all of our work; identifying and cultivating racial equity champions throughout the Agency; providing individual and group conflict resolutions; compiling and analyzing diversity, equity, and inclusion statistics; preparing reports on Agency diversity and using these reports to recommend measures to increase effectiveness of the DEI program.
Major functions of the position will include, but are not limited to:
· Developing DEI training curricula that may include: applying tools that combat implicit biases; building inclusive teams; diversity-related conversations within teams/units guidelines; bystander intervention training; promoting a positive workplace culture; fostering equity, and other gender and race related topics.
· Providing safe spaces that provide frequent and consistent opportunities to discuss diversity, equity, and inclusion. These spaces might include one-on-one meetings, brown bags, work groups, suggestion boxes, town halls, and workshops that encourage ongoing conversation on DEI topics.
· Collaborating with partners internally and throughout the City to strategically align efforts in identifying the core priorities for programmatic development and implementation of DEI processes. These may be in the areas of hiring/recruitment, leadership pathways/promotion, and organizational culture.
· Establishing and fostering partnerships and activities through the use of creative methodologies that result in a collaborative approach.
· Delivering measurable outcomes through the collaborative effort of others.
· Mediating conflict through restorative mediation strategies.
· Developing a change management process to inform the Agency of DEI initiatives.
· Developing comprehensive metrics and performance measures to track, evaluate, and report on effectiveness of recommendations and equity initiatives and presenting findings to internal and external stakeholders. Stakeholders may include staff at all levels throughout the City, clients, labor and community partners, and more.
1) A baccalaureate degree from an accredited college or university; and
2) Three (3) years of professional experience working in the field of racial and gender equity, gender/diversity inclusion, Equal Employment Opportunity (EEO), social justice, and/or racial/gender policy development.
Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years. One (1) year is equivalent to thirty (30) semester units/forty-five (45) quarter units.
Possession of a Juris Doctorate (J.D.) or Master’s degree may be substituted for one (1) year of the required professional experience.
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 (2) years of supervisory experience
Experience implementing change management processes at a large-scale
Experience developing, delivering, and implementing solutions within strategic planning cycles
Emotional intelligence and interpersonal skills
Ability to tolerate ambiguity and be comfortable engaging in self-driven activities
Strong work ethic, professional transparency, and sound business acumen
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
Applicants may be required to submit verification of qualifying education and experience at any point in the recruitment and selection process.
Verification of work experience must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of service, and signature of the employer. San Francisco City and County employees do not need to submit verification of their City employment, but must submit verification of outside experience. San Francisco City and County employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1.
Information on verification requirements for education can be found here: https://sfdhr.org/how-verify-education-requirements
Falsifying one's education, training, or work experience may result in disqualification of 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 John Kraus by telephone at 415-557-5856 or by email at email@example.com.
1. Minimum Qualification Supplemental Questionnaire (Weight: Qualifying)
2. Supervisory Test Battery: (Weight: 40%)
3. Written Exam: (Weight: 60%)
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.
Written Examination: (Weight: 60%)
Candidates who meet the minimum qualifications will be invited to participate in an written examination to assess their knowledge, skill and ability in job related areas, which may include but are not limited to: oral communications ability, written communications ability, problem solving ability, human relations ability. Candidates must achieve a passing score on the written examination in order to be ranked on the eligible list.
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 purposed 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 the 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 from this examination process will be 6 months, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resources 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 see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID21246
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 decisions.
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.
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.
Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at http://www.sfdhr.org/index.aspx?page=20#senioritycredit
Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20#veteranspreference
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. http://www.sfdhr.org/index.aspx?page=20#identification
Clerical Errors: Clerical errors may be corrected by the posting of the correction on the Department of Human Resources website at: http://sfdhr.org/information-about-hiring-process#announcementsdefinitions
Reasonable Accommodation Request: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities
Driver’s License Requirement: Most positions require a valid California driver’s license: http://www.sfdhr.org/index.aspx?page=20#license
Exam Type: Combined Promotive and Entrance (CPE)
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID: PBT-0923-099548
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.