0923 Manager II - Director of Equity & Workforce Development

Recruitment #PBT-0923-107310




As a member of the Behavioral Health Services' Executive Leadership Team, the Director of Equity and Workforce Development will oversee the planning, development, and implementation of health equity and workforce development initiatives with the goal of embedding strategies and policies into BHS operations. The following essential duties include, but are not limited to, the following:

  • Oversees strategic planning, organization, implementation, ad evaluation of equity and workforce programs across BHS;
  • Manages various programs and projects including cultural competency activities, ADA-related efforts, language services, staff, client and community communication; consumer relations, staff and community-based training, workforce development, employee engagement, staff wellness, and human resources projects for BHS;
  • Participates in the monitoring of county and contractor programming to ensure service delivery compliance with local and state mandates, as they impact underserved populations;
  • Serves as a key member of BHS Executive Leadership Team;
  • Builds and maintains key intra and inter departmental partnerships including, but not limited to: DHR Office of Health Equity, CCSF Office of Racial Equity, DPH Human Resources, CCSF Human Resources, Mayor's Office of Economic Workforce Development, Population Health and Prevention, DPH Quality Management and other City departments;
  • Coordinates and facilitates equity and workforce development committees, meetings, and events among leadership, staff, clients and/or community members;
  • Represents the department and the City and County of San Francisco at meetings with a variety of stakeholders, community coalitions, agency officials, health care providers and consumers of behavioral health services;
  • Supervises, supports and mentors staff including Civil Service employees, contractors, interns, peer specialists and volunteers, trains, counsels, motivates and evaluates subordinates;
  • Develops and manages budget proposals, expenses and expenditures;
  • Develops, implements and evaluates workforce activities including the BHS Workforce Pipeline programs. BHS Graduate-level internship programming as well as BHS workforce recruitment, retention nd promotion efforts;
  • Develops, operationalizes and evaluates health equity policies and strategies;
  • Develops metrics and implements strategies to reduce structural inequities and health disparities experienced by specific populations including communities of color, people with disabilities, people experiencing homelessness, individuals with mental health challenges and LGBTQ+ individuals;
  • Develops and evaluates the implementation of the county's cultural competency plan and other related plans, provides technical assistance to and monitors the cultural competency plans of county contractors;
  • Oversees large scale data analysis efforts including the management of databases and catalogs of equity and workforce development information;
  • Oversees evaluation efforts of all departmental activities by identifying indicators of success, designing evaluation instruments to measure strategies, and disseminating results to a broad audience, comprehends and interprets written and verbal information;
  • Supports and closely collaborates with all BHS Systems of Care and programs including the Mental Health Services Act (MHSA) unit, as various programming and activities have overlapping initiatives and agendas; and
  • Performs other related duties as assigned/required.

Minimum Qualifications

  • Possession of a Bachelor's degree from an accredited college or university AND
  • Three (3) years of professional experience in program planning, policy development and budget oversight.


Education Substitution:

  • 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).

NOTE:  Thirty (30) semester units or forty five (45) quarter units equals one (1) year.

NOTE on experience:

One year 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.

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.

  • Master's level education in Social Work, Marriage and Family counseling, Public Administration, Public Health, Mental Health or another related field.
  • Practical knowledge and experience in the frameworks of behavioral health care and public health service delivery.
  • Familiarity with racial and ethnic disparities in health and the socio-cultural issues facing the San Francisco community.
  • Experience engaging a variety of stakeholders at high-profile community meetings.
  • Strong supervisory  experience.

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

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, @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, Lillian Louieby email at Lillian.Louie@sfdph.org

In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice.  As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.

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: 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 Evaluation (Weight: 50%):

Applicants will be prompted to complete a supplemental questionnaire as part of the online employment application process. The Supplemental Questionnaire Evaluation is designed to measure knowledge, skills, and /or abilities in job-related areas which may include, but not be limited to:

  1. Administrative Knowledge: Knowledge of program planning, policy development, and budget oversight; California law and regulations pertaining to Labor, ADA and Workforce; ability to oversee workforce development and cultural competency initiatives. 
  2. Technical Knowledge: Knowledge of current trends of cultural competency and workforce activities; practical knowledge in the frameworks of behavioral health care and public health service delivery; knowledge of racial and ethnic disparities in health and the socio-cultural issues facing the San Francisco community. 
  3. Planning and Organization: Ability to establish an appropriate course of action for self and for others to accomplish a specific goal; makes proper assignments of personnel and an appropriate use of resources (efficient use of time; personally organized); ability to oversee workforce development and cultural competency initiatives. 
  4. Supervision: Ability to effectively supervise subordinate managers and direct the activities of professionals and support personnel; effectively organize and assign work; train employees, provide guidance, and provide direction to others and follow-up to ensure completion; counsel, motivate, and evaluate subordinates. 
  5. Interpersonal: Ability to work effectively with individuals and groups; deal tactfully and effectively with personnel at all levels and the general public; effectively engage a variety of stakeholders at high-profile community meetings. 
  6. Written Communication: Ability to comprehend and interpret written and verbal information; prepare reports, memos, and correspondence that are clear and well written; accurately complete forms, logs, and other work documents. 

Once submitted, applicant responses on the Supplemental Questionnaire cannot be changed. Applicants must achieve a passing score on the Supplemental Questionnaire Evaluation in  order to be ranked on the Eligible List. Successful applicants will be placed on the Eligible List, in rank order, according to their final score on their final score on the Supplemental Questionnaire Evaluation.

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 (6) 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.


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.

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.

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: 

Physical Examination:

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.

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 Records:

The Department of Public Health (DPH) has implemented 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.  

Exam Type:  CPE
Issued:  December 11, 2020
Carol Isen
Acting Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-107310
DPH/LL /(DHR Pos. No. 01093985)





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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