0933 Laboratory Director, SFPUC

Manager V

Recruitment #PBT-0933-084908

Introduction

About the San Francisco Public Utilities Commission (SFPUC)
Headquartered in San Francisco, we have 2,300 employees working in seven counties with a combined annual operating budget of over $900 million.

Our Mission: to provide our customers with high quality, efficient, and reliable water, power and wastewater services in a manner that is inclusive of environmental and community interests, and that sustains the resources entrusted to our care.

Our Vision: We are an innovative utility leader, recognize for excellent results in service, safety, stewardship, and inclusiveness. We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at www.sfwater.org

Position Description
The Laboratory Director is responsible for planning, directing, organizing and controlling a variety of laboratory services including: water and wastewater analyses, data management, implementation of new technology, and related work as required. The Laboratory Director oversees chemists, biologists, and technicians who provide laboratory services to a variety of projects and programs investigating the quality of drinking water, surface water, recreational water, wastewater, industrial waste, treatment chemicals, hazardous waste, etc. The Laboratory Director also oversees facility improvements and maintenance to improve efficiency and safety. The Laboratory is a full-service, production oriented, environmental laboratory using cutting-edge technology to characterize the chemical, physical, biological, microbial and radiological properties of a wide range of samples submitted for regulatory compliance and operational purposes. The laboratory is a well-equipped facility, operating state-of-the-art instruments, and using an assortment of analytical methods, which has developed a unique combination of technology, experience, and capabilities. The Laboratory operates on a 365-day/year basis with 24/7 emergency response coverage.

Essential Duties include:

• Manage the daily activities of geographically dispersed laboratories to ensure quality services are rendered in a reliable and timely manner

• Create annual work plans, monitor employee performance, complete periodic evaluations, counsel and discipline as necessary in accordance with guidelines

• Oversee and/or prepare employee schedules, including leave, to ensure adequate staffing to effectively handle daily and emergency response activities

• Addresses problems and make timely, responsible, transparent, and sound decisions; involve others in formulating solutions to problems; gather relevant information and conduct appropriate analyses; and takes responsibility for outcomes and/or impact of decisions

• Maintain ELAP accreditation and continual compliance with regulatory requirements

• Oversee the Quality Assurance and Control Program, and direct any necessary corrective action

• Develop and maintain Laboratory policy and procedure manuals, evaluating and implementing new procedures as necessary

• Oversee the Laboratory Information Management System (LIMS) and general records management

• Oversee Client Services, ensuring a high level of client satisfaction

• Maintain a high level of proficiency and current knowledge of leading trends in laboratory practices, implementing new methods and processes to improve overall capability and efficiency • Prepare and/or review regulatory, managerial, and operational reports

• Prepare and deliver oral presentations

• Maintain strict confidentiality in all appropriate situations • Monitor expenditures and receivables to meet agency financial goals

• Develop facility improvement plans, secure budget, and coordinate capital improvement programs

• Formulate objective and priorities, implement plans, and allocate resources to achieve long-term goals of the organization

• Built open, honest, and respectful relationships through effective communication and collaboration techniques; develop networks and lasting partnerships across organizations to maintain strategic relationships and achieve common goals; and utilize a variety of communication approaches to successful gain support, influence others, and strengthen relationships

• Develop and train a highly skilled workforce based on organizational goals, budget considerations, and staffing needs; ensure that employees are appropriately recruited; and provide resources and support to ensure that the workforce is able to meet current and future business needs

Compensation and Benefits: The normal annual salary range is $135,564.00 - $173,030.00/year. 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.

 http://sfdhr.org/sites/default/files/MEA%20Executive%20Benefit%20Summary%20%28FY16-17%29.pdf

Physical Capabilities
• Light to moderate physical effort
• Occasional carrying, pushing, and pulling of objects
• Occasional reaching, stooping, bending, kneeling, crouching
• Must be able to hear, see, and respond adequately
• Frequent prolonged standing, walking, sitting, and bending over.
• Use of hands and fingers

Working Environment
• Air conditioned laboratory environment
• Frequent exposure to video display terminals
• Frequent contact with water (hand washing and cleaning), biohazardous, and occasional hazardous chemicals
• Sufficient noise and interruptions to cause distraction
• May be asked to work extended hours

The Ideal Candidate
San Francisco’s Public Utilities Commission is seeking 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 directing all laboratory functions. The Laboratory Director is someone who can see things from the customer’s point of view and respond in a timely appropriate and courteous manner, ensure that quality of services are rendered in a reliable and timely manner, be able to handle emergency situations with calmness and professionalism, and work effectively with others and promote a safe and positive working environment. 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 Laboratory Director 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 

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 

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

Minimum Qualifications

1. Possession of a Bachelor’s degree in chemistry, biology, microbiology, environmental or chemical engineering or a closely related field; and

2.     Six (6) years of professional experience working in a large laboratory conducting certified of drinking water or wastewater analysis, including a minimum of three (3) years supervisory experience working in a large laboratory conducting certified of drinking water or wastewater analysis; and

3.     Possession of a valid driver’s license

Desirable Qualifications
· Extensive experience using sophisticated laboratory information management systems (LIMS)
· Strong managerial experience (2nd line supervisor)
· Multiple fields of testing and water matrix experience
· Proven leadership, decision-making and business acumen skills  

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, NAME, by telephone at PHONE, or by email at EMAIL.

 

Selection Procedures

Supplemental Questionnaire: (Qualifying) 

Applicants will be prompted to complete a Supplemental Questionnaire as part of the online application process. All applicants must complete the Supplemental Questionnaire and it must be submitted with the application by the final filing deadline. The information provided on the Supplemental Questionnaire must be consistent with the information on the application and is subject to verification. Applicant responses to the Supplemental Questionnaire will be used to assist in determining if applicants meet the minimum qualifications for the position. 

Management Test Battery: (Weight: 100% or Higher)

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 and Process Improvement. For more information about this Management Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=343. Please note: this examination is only held in San Francisco. A passing score must be achieved on the Management Test Battery to continue in the selection process.

 A passing score must be achieved on the Management 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 Management 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 Management Test Battery. The Management 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 Management 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 Management 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 Management 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.

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.

Conclusion


Certification: 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. 
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 6 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 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. 
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. 

Requests: 

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  

Information regarding requests for Veterans Preference can be found at: 
http://sfdhr.org/information-about-hiring-process#veteranspreference  

Seniority Credit in Promotional Exams: 
Information regarding seniority credit can be found at: 
http://www.sfdhr.org/index.aspx?page=20#senioritycredit  

Exam Type: CPE 
Issued: April 2,2018
Micki Callahan 
Human Resources Director 
Department of Human Resources 
Recruitment ID Number:  084908  (01090084)
PUC/ AGV / 415.554.1664

Benefits

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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