1231 Equal Employment Opportunity Programs Senior Specialist

Recruitment #PBT-1231-903949

Introduction

EQUAL EMPLOYMENT OPPORTUNITY 

PROGRAMS SENIOR SPECIALIST

 

Appointment Type, Duration and Location:

This is a Position Based Test conducted in accordance with Civil Service Rule 111A.  This eligible list is being established for the Department of Human Resources, Equal Employment Opportunity Division. The eligible list resulting from this examination may be utilized for future positions in this class in other City departments.

 

About the Department:

The Department of Human Resources knows people are the City’s greatest asset. Keeping the places our employees work free from harassment, discrimination, and retaliation helps ensure an environment in which all employees can thrive. Are you passionate about championing diversity, fairness, and equity? If so, this job may be right for you.

 

What you’ll be doing:

Under general direction, 1231 Equal Employment Opportunity Programs Senior Specialist performs difficult and responsible professional activities in the areas of monitoring, program planning, evaluation and implementation of the Department of Human Resources’ Equal Employment Opportunity (EEO) Program. The position assists in the administration of a citywide EEO Program and has direct responsibility for one or more major program areas.

As an Equal Employment Opportunity Programs Senior Specialist, you may perform the following functions:

Supervise subordinate employees in performing professional activities in Equal Employment Opportunity, including the review and evaluation of the work of DHR EEO or department EEO personnel.
Assist in the administration of citywide EEO Programs and is directly responsible for one or more major program areas.
Conduct and supervise the review, investigation, and resolution of discrimination complaints using mediation and investigation techniques in consultation with the City Attorney’s Office and the Department of Human Resources EEO Director.
Participate in depositions and legal proceedings in coordination with the City Attorney’s office.
Interpret and explain Federal, State, local laws and other equal employment opportunity policies and procedures in response to inquiries from departments, employees, applicants and the public.
Develop, design, coordinate, provide technical assistance and deliver training programs for departments in EEO, Americans with Disabilities Act (ADA) and related disability statutes, workforce diversity, and other areas as necessary.
Oversee, develop, amend and monitor EEO policies and procedures to ensure compliance with applicable laws including, but not limited to, Title VII, Fair Employment and Housing Act (FEHA) and Americans with Disabilities Act (ADA).
Direct the compilation of periodic reports of the City’s or a department’s workforce by collecting, compiling and analyzing data (such as applicant flow, referral and appointment, workforce composition and demographics data) pertinent to EEO. Oversee, direct and provide training in the analysis of workforce utilization.
Oversee and provide assistance to departments regarding the Americans with Disabilities Act (ADA), related disability statutes and Reasonable Accommodation (RA) requests in compliance with Federal, State and local laws.
Monitor City/Departmental compliance with Federal, State and local EEO laws, regulations and guidelines.
Present information before commissions, boards, agencies, and the public.
Respond to discrimination complaints filed with state and federal agencies.

We’re looking for someone who:

Is self-confident: You’ll need to hold your own with high-ranking officials, litigants, attorneys and others.

Can make decisions: You need to process critical information and make decisions about next steps under deadlines.

Has initiative: We want you to lean forward in your thinking and make recommendations/take appropriate action.

Is analytical: You’ll take in and coalesce information from multiple sources.

Is a negotiator: Your negotiation skills will often mean the difference between a settlement and a lawsuit.

Keeps cool: EEO issues can be highly emotional and stressful, so you have to be the adult in the room at all times.

Is an exceptional communicator: Whether it’s an email, report, or presentation, you have to be clear.


A few reasons you might love this job:

Your work will directly impact people's lives

You will be challenged daily.

You will work with a great team of people who are passionate experts in their fields.

You will have opportunities to develop your knowledge, skills, and abilities.

You will work in a department with integrity, which trusts, engages, and values its employees.

Minimum Qualifications

These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification.  Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement.

Education:
Possession of a baccalaureate degree from an accredited university or college.

Experience:
Three (3) years of professional human resources experience in one or more of the following activities: Equal Employment Opportunity (EEO), employee and/or labor relations, or human resources operations; one (1) year of which must have been in performing work in the area of Equal Employment Opportunity.

License and Certification:

Substitution:
Additional experience as described above may be substituted for up to two (2) years of the required degree on a year-for-year basis. Thirty (30) semester units/forty-five (45) quarter units equal one (1) year. Possession of a Law degree or Master’s degree in Public Administration/Public Policy, Personnel Administration, Human Resources Management, or Business Administration may be substituted for one (1) year of the required professional human resources experience, but may not substitute for the required one (1) year of Equal Employment Opportunity (EEO) experience.

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, @famsf.org, @ccsf.edu).

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, Kat Leblanc, by telephone at 415-557-4850, or by email at katsuina.leblanc@sfgov.org.

 

Selection Plan

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.

Supplemental Questionnaire (100%): Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. The first part of the 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. The second part of the Supplemental Questionnaire is designed to measure knowledge, skills and/or abilities in job-related areas which may include but not be limited to: knowledge of Federal, State, local laws and regulations pertaining to equal employment opportunity, including  the Uniform Guidelines on Employee Selection Procedures, Title VII of the Civil Rights Act of 1964 as amended, Americans with Disabilities Act of 1990, Americans with Disabilities Act Amendments of 2008, Civil Rights Act of 1991, Age Discrimination in Employment Act, The Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), Rehabilitation Act of 1973 Sections 503 and 504, Fair Employment and Housing Act (FEHA), and Genetic Information Non-Discrimination Act (GINA); ability to understand, interpret and apply relevant rules, regulations, and laws pertaining to equal employment opportunity (EEO); knowledge of principles and techniques of mediation, fact-finding, and investigation required to resolve complaints; knowledge of employment discrimination standards; knowledge of principles of public personnel management; knowledge of training methodologies and techniques; ability to supervise the work of other employees; ability to recognize and respond to issues of a sensitive nature; ability to identify issues, gather pertinent information, analyze evidence, and reach logical and supportable conclusions; ability to compile, analyze and evaluate data regarding discrimination complaints, workforce composition, and applicant flow data; skill in using information technology to communicate, analyze, and maintain data effectively; ability to synthesize and analyze information, present logical, supportable conclusions and convey complex issues in writing; ability to identify and apply investigative techniques; skill in multitasking, adjusting to changing priorities, and managing competing deadlines; ability to perform basic mathematical computations; ability to use a computer to access, create, update, and maintain files using word processing, databases, spreadsheets, email, and other necessary software programs; ability to verbally communicate tactfully and effectively; skill in effective written communication with employees, applicants, other agencies, and the public, and before boards and commissions; ability to establish and maintain cooperative working relationships with city and county managers, employees, employee representatives, peers and members of the public; ability to effectively and persuasively speak in front of large groups, including boards, commissions, and the public; skill in effectively managing emotionally charged interactions; and the ability to maintain professionalism, confidentiality, and neutrality.

A passing score must be achieved in order to be placed/ranked on the Eligible List.

The hiring department may administer additional position-specific selection procedures to make final hiring decisions.

Candidate scores on the exam may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.

 

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 06 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.

 

Certification:
The certification rule for the eligible list resulting from this examination will be Rule of 10 Scores.  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.

Conclusion

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:  January 6, 2020
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: 903949
HRD/ KL / 415-557-4850

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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