9174 Policy, Process, & Practice Improvement Manager

Manager IV, Municipal Transportation Agency

Recruitment #PBT-9174-904546

Introduction


The following information describes the civil service classification for which applications are being solicited.
Make sure you read the entire announcement before completing the application form.

The purpose of this examination announcement is to establish an eligible list/score report for this classification.

 This is a Position-Based Test conducted in accordance with CSC Rule 411A.

 This announcement may close at any time but not before September 23, 2021.

About the San Francisco Municipal Transportation Agency and the Office of Race, Equity, and Inclusion (OREI)

 

The San Francisco Municipal Transportation Agency (SFMTA or “the agency”) connects San Franciscans with their communities to enhance the economy, environment and, ultimately, the quality of life in the city. As an agency within the City and County of San Francisco, the SFMTA is responsible for managing the city’s transportation network. The agency has more than 6,000 employees who are responsible for the management of all ground and some underground transportation in the city. The SFMTA has oversight over public transit, as well as bicycling, paratransit, parking and curb management, street operations, walking, and taxis.   


Directed by the Race, Equity, and Inclusion (REI) Officer, the Office of Race, Equity, and Inclusion  is responsible for directing and developing SFMTA’s Racial Equity Action Plan and a series of related projects to integrate racial equity into all areas of work at the agency. The Office of Race, Equity, and Inclusion was created with the singular focus of empowering the agency to prioritize racial equity, social equity, and inclusion through all areas of SFMTA operations.  


About the Policy, Process and Practice Improvement Section  

The Policy, Process & Practice Improvement Section leads collaborative projects across OREI sections and SFMTA divisions to optimize just outcomes for historically oppressed communities in the SFMTA workforce and the communities we serve. The Policy, Process & Practice Improvement Section manages collaborative projects focused on comprehensive monitoring, evaluation, and refinement of SFMTA policies, practices, and processes to understand and mitigate disparities. The Policy, Process & Practice Improvement Section leads change management projects in addition to supporting OREI and SFMTA equity analyses.  

 

The Policy, Process & Practice Improvement Section is organized into three units: 

· Accountability Systems 

· Data Standards & Reporting 

· Policy, Process & Practice Improvement 

 

The Policy, Process & Practice Improvement Section leads reporting, data, and process logistics across all OREI sections:  

· Equitable Communications: Focused on communication for culture change, and staff engagement, wellbeing, belonging, and connectedness 

· Equitable Workforce & Workplace: Focused on hiring, promotion, pay, training, discipline, career development, and staff wellbeing, connectedness, engagement, and support 

· Equitable Services: Focused on outreach and engagement, planning, service delivery, staff wellbeing, and staff engagement 

 

· Policy, Process, and Practice Improvement: Focused on accountability culture, SFMTA policies, as well as equity data systems, standards, and reporting 


POSITION DESCRIPTION:

Reporting to the Race, Equity, & Inclusion (REI) Officer, the Policy, Process & Practice Improvement Manager will perform advanced level professional and planning work to meet department racial equity goals. The Policy, Process & Practice Improvement Manager will join the senior management of the Office of Race, Equity, and Inclusion (OREI), where they will direct an OREI section through managing OREI processes, projects, reports, and programs, as well as supervising staff, interns, fellows, and trainees, as well as directing the work of OREI Cross-Divisional Committees. 

 

The responsibilities of the Policy, Process & Practice Improvement Manager position requires extensive, critical thinking skills to develop, direct, monitor, analyze, and report on a series of cross-divisional projects to meet OREI and SFMTA equity goals, including those mandated by Mayor’s Office, Board of Supervisors, Human Rights Commission Office of Racial Equity, and SFMTA Board of Directors. This position requires program/process planning, evaluation, stakeholder engagement, and leadership skills.  

 

The key duties of the Policy, Process & Practice Improvement Manager fall into these categories:  

· Equity Reports & Data Standards for Measuring Equity  

· Process Development, Implementation, and Evaluation 

· Supervision, Coaching, and Performance Evaluation: OREI Staff, Interns, & Fellows 


Essential Duties

Equity Reports & Data Standards for Measuring Equity 

· Manages agencywide and community-based processes to develop Racial Equity Action Plans (REAP), as mandated by the Board of Supervisors and monitored by the Human Rights Commission Office of Racial Equity. 

· Identifies goals and develops strategies to optimize engagement with underrepresented staff and community members in the development of the REAP and SFMTA efforts focused on equity and cultural-responsiveness. 

· Develops and directs communication strategies to engage staff, community members, and stakeholders in the development REAP in partnership with OREI Equitable Communications Manager, Strategic Communications Advisor, and Communications, Marketing, and Outreach Division. 

· Manages the provision of technical assistance to REAP Actions Leads responsible for SFMTA commitments towards advancing racial equity. 

· Directs equity analyses of SFMTA policies, practices, and procedures; Develops culture change projects to address past and present inequities through the refinement of agency policies, practices, and procedures. 

· With direction from the REI Officer and in partnership with SFTMA Division Directors, establishes and/or refines equity data standards to drive decision-making in planning, service delivery, outreach, engagement, hiring, promotion, pay, training, career development, discipline, accountability culture and staff wellbeing, connectedness, engagement, and support. 

· Audits and interprets data from OREI equity analyses to recognize areas of potential concern; Brings unfavorable trends and opportunities for growth to the attention of REI Officer, including trends in SFMTA policies, practices, and procedures. 

· Conducts research, compiles and analyzes data; and produces reports on a regular basis to monitor, evaluate, and communicate racial equity project milestones across OREI sections 

· In partnership with Equitable OREI Communications Manager, researches best practices for communicating data to underrepresented communities (both externally and within the SFMTA workforce).  

· Develops and delivers presentations on a regular basis (monthly, quarterly, annually) to REI Officer, external governing bodies (including the Human Rights Commission Office of Racial Equity)SFMTA Board of Supervisors and other stakeholders as requested. 


Process Development, Implementation, and Evaluation 

· Directs change management processes to support REI Officer, OREI Managers, and SFMTA Executive Team in aligning and optimizing commitments to operationalizing racial equity and cultural-responsiveness in all policies, processes, and practices 

· Directs equity analyses (including racial equity analyses) of agency policies, processes, and practices; Shares recommendations based on findings related to the work of all OREI sections 

· Plans and directs cross-divisional equity analyses in collaboration with OREI Managers and cross-agency staff to understand, evaluate, and respond to disparities and increase cultural-responsiveness internally and through SFMTA planning, engagement, and service delivery. 

· Develops and administers processes to monitor progress and outcomes of commitments in Racial Equity Action Plans. 

· Maintains detailed and accurate records of all activities related to the OREI Policy, Process & Practice Improvement Section and manages regular updates to REI Officer, SFMTA Executive Team, OREI staff, OREI Cross-Divisional Committees, SFMTA staff, and other stakeholders as requested. 

· Researches, recommends, and assesses annual budget for OREI Policy, Process & Practice Improvement Section projects and programs to advise REI Officer on resource allocations needed to meet the strategic goals of OREI section. 

· Leads efforts to optimize and streamline racial equity practices and priorities among diverse stakeholders within SFMTA divisions, sections, and units. 


Process Development, Implementation, and Evaluation 

· Directs change management processes to support REI Officer, OREI Managers, and SFMTA Executive Team in aligning and optimizing commitments to operationalizing racial equity and cultural-responsiveness in all policies, processes, and practices 

· Directs equity analyses (including racial equity analyses) of agency policies, processes, and practices; Shares recommendations based on findings related to the work of all OREI sections 

· Plans and directs cross-divisional equity analyses in collaboration with OREI Managers and cross-agency staff to understand, evaluate, and respond to disparities and increase cultural-responsiveness internally and through SFMTA planning, engagement, and service delivery. 

· Develops and administers processes to monitor progress and outcomes of commitments in Racial Equity Action Plans. 

· Maintains detailed and accurate records of all activities related to the OREI Policy, Process & Practice Improvement Section and manages regular updates to REI Officer, SFMTA Executive Team, OREI staff, OREI Cross-Divisional Committees, SFMTA staff, and other stakeholders as requested. 

· Researches, recommends, and assesses annual budget for OREI Policy, Process & Practice Improvement Section projects and programs to advise REI Officer on resource allocations needed to meet the strategic goals of OREI section. 

· Leads efforts to optimize and streamline racial equity practices and priorities among diverse stakeholders within SFMTA divisions, sections, and units. 


Supervision, Coaching, and Performance Evaluation 

· Plans, directs, coordinates and reviews the workplan for assigned staff, and interns 

· Manages section hiring process, onboarding, and mentorship processes for staff, fellows, and interns 

· Supervises, coaches, evaluates, and assigns work activities to an OREI section 

· Reviews and evaluates work products, methods and procedures; Meets with staff, interns, and OREI Cross-Agency Fellows/Co-Chairs to identify and resolve problems. 

· Meets with supervisees in section to ensure ongoing coaching, professional development, support, feedback, and meaningful work delegation at all levels of the OREI staff, Cross-Divisional Co-Chairs/Fellows, and interns. 

· Collaborates with REI Officer and OREI Managers to plan team retreats and planning workshops. 

· Monitors and evaluates monthly reports from OREI Cross-Division Committee Co-Chairs to create and deliver monthly progress reports to REI Officer. 

· Co-supervises OREI Cross-Division Committee Co-Chairs, collaborating with supervisor to ensure performance management feedback, and delegation of assignments to meet career development goals of Co-Chairs/Fellows. 

· Directs section staff in providing technical assistance and logistical support to OREI Cross-Division Committees. 


MINIMUM QUALIFICATIONS:

· Possession of a bachelor's degree from an accredited college or university; AND

§  Five (5) years of full-time verifiable work experience in either or both of these work areas: 

§  Process development, program planning, program evaluation, change management, culture change, data management, policy analysis, or policy development 

§  Working at a local, state, or federal transportation department or a mass transit agency; AND 

§  Two (2) years of full-time verifiable supervisory experience (in any sector, including those mentioned above). 

 

Substitution: 

· Additional work experience at a mass transit agency or in process development, program planning, program evaluation, change management, culture change, data management, policy analysis, or policy development  may substitute for up to four (4) years of the required education on a year-for-year basis. One-year will be considered equivalent to 30 semester units/forty-five (45) quarter units. 

· A master’s degree (in any subject) may be substituted for one year of non-supervisory experience.



CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be vaccinated against COVID-19 as a condition of employment.  For details on how it is applicable to your employment, please click here.


Desired Qualifications: 

Experience in any of the following areas is desired but not required.  The stated desirable qualifications may be used to identify candidates advancing to the interview process and/or to identify job finalist(s) at the end of the selection process when referred for hiring.

 

· Experience in planning programs, developing processes, and/or delivering services to racial, ethnic, and other marginalized communities including Black, Indigenous, Latinx, Asian, Pacific Islander, and Middle Eastern communities 

· Experience in planning programs, developing processes, and/or delivering services to communities impacted by social, structural, economic, educational, health, or other disparities 

· Experience collaborating with diverse stakeholders, community groups, underserved or marginalized communities 

· Experience managing staff in process development, program planning, program evaluation, change management, culture change, data management, policy analysis, policy development, or mass transit services 

· Experience analyzing and interpreting data and making recommendations based on findings.  

 

· Experience developing and delivering presentations to various internal and external stakeholder groups.  


ADDITIONAL NOTES:

Make sure your application and any attachments to the application submitted at the time of filing are complete and accurate and include details on all experience, education, training and other information that qualifies you for this recruitment.  Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes.  Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications. Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.


HOW TO APPLY:

City and County of San Francisco employment applications for this position will be accepted through an on-line process only. Mailed, hand delivered or faxed applications will not be accepted. Visit www.jobapscloud.com/sf to begin the application process.

•           Click and select 9174 Manager IV, SFMTA - Manager, Policy, Process, & Practice Improvement (PBT-9174-904546)

•           Click on “Apply” and read and acknowledge the information

•           Click on “I am a New User” if you have not previously registered, or on “I have REGISTERED PREVIOUSLY”

•           Follow instructions given on the screen.


In order to comply with social distancing guidelines due to COVID-19, staff is working remotely at this time.  As a result, the Department of Human Resources (DHR)’s and SFMTA’s Human Resources offices are currently closed to the general public. We highly recommend applications be completed early.  If you are having difficulty submitting your application online, please contact us at 415.646.2296 between 8:30 a.m. – 12:00 p.m. and 1:00 p.m. - 4:30 p.m. Monday through Friday or by e-mail at Larry.Dominguez@sfmta.com.

 

Applicants may be contacted by e-mail.  It is their responsibility to ensure that their registered e-mail 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).

 

 

Upon successful submittal of the application online, the applicant will receive a notification on the screen, as well as in the applicant’s e-mail inbox, acknowledging the receipt of the application by the SFMTA - Merit Section.


VERIFICATION:

Applicants may be required to submit verification of qualifying experience, education, and driver license at any point in the application, examination and/or departmental selection process. Written verification (proof) of qualifying experience must verify that the applicant meets the minimum qualifications stated on the examination announcement. Written verification must be submitted on employer’s official letterhead, specifying dates of employment, types of employment (part-time/full-time), job title(s), description of duties performed, and the verification must be signed by the employer. City employees will receive credit for the duties of the class to which they are appointed. Credit for experience obtained outside of the employee’s class will be allowed only if recorded in accordance with the provisions of the Civil Service Commission Rules. Experience claimed in self-employment must be supported by documents verifying income, earnings, business license and experience comparable to the minimum qualifications of the position. Copies of income tax papers or other documents listing occupations and total earnings must be submitted. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/index.aspx?page=456.

 

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.

 


SELECTION PROCEDURE:

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.

 

Management 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 and Process Improvement

 

For more information about this Management Test (and a suggested reading list) please click here.

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.

Training & Experience (T&E) Evaluation (Weight: 60%)
Candidates will be prompted to complete a Training & Experience Questionnaire that must be submitted during the online application process. The T&E Questionnaire is designed to measure the applicant's training and experience as it relates to the knowledge, skills and abilities required for this job. All relevant experience, education and/or training must be on the application in order to be evaluated.

Candidates must achieve a passing score on all exam components listed above in order to be placed on the eligible list/score report.

 

It is important that the information provided on the supplemental application be accurate and complete. All relevant experience, education and/or training must be on the application in order to be reviewed in the rating process.  All statements made on the application materials are subject to verification. 

 

CERTIFICATION RULE:

The certification rule used for the eligible list/score report resulting from this selection process will be the Rule of the List. The hiring department may conduct additional selection processes to make final hiring decisions.

 

 

ELIGIBLE LIST/SCORE REPORT:

A confidential eligible list/score report 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/score report, shall not be made public unless required by law. However, an eligible list/score report shall be made available for public inspection, upon request, once the eligible list/score report 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 Director of Transportation or the Civil Service Commission.

 

The duration of the eligible list/score report resulting from this examination process will be of 6 months and may be extended with the approval of the Director of Transportation.

 

 

Upon approval of the Director of Transportation (see Civil Service Rule 411A.27.5), 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 http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use this classification.


Reasonable Accommodation Request:

Information on requesting reasonable accommodation for persons with disabilities can be found at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities

 Qualified applicants with disabilities requiring reasonable accommodation in the selection process must contact the SFMTA by phone at 415.646.2296; or in writing to: SFMTA Human Resources, Merit Section, 1 South Van Ness, 6th Floor, San Francisco, CA 94103.  For further information, contact 415.646.2296.

 

Veteran’s Preference:

Information regarding requests for veterans preference can be found at:

http://sfdhr.org/information-about-hiring-process#veteranspreference

 

Seniority Credit in Promotional Exams:

http://sfdhr.org/information-about-hiring-process#senioritycredit

 

Position Based Testing:

http://sfdhr.org/information-about-hiring-process#positionbasedtesting

 

General Information concerning San Francisco Municipal Transportation Agency Employment Policies and Procedures:

 

Employment Information for the San Francisco Municipal Transportation Agency can be obtained at http://sfdhr.org/information-about-hiring-process, or hard copy at 1 South Van Ness Avenue, 6th Floor. This information, including information regarding appeals of the terms of this announcement, is part of the terms of all announcements.


Terms of Announcement and Appeal Rights
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. The correction of clerical errors in an announcement may be posted on the Department of Human Resources website at www.jobapscloud.com/sf. The terms of this announcement may be appealed under Civil Service Rule 411A. The standard for the review of such appeals is “abuse of discretion” or “no rational basis” for establishing the position description, the minimum qualification 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 Director of Transportation. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within 5 business days of the announcement issuance date. Information concerning other Civil Service Commission Rules involving announcements, applications and examination policies, including applicant appeal rights, can be found on the Civil Service Commission website at 
http://sfgov.org/civilservice/.

 

Copies of Application Documents:

Applicants are encouraged to keep copies of all documents submitted.  Submitted documents become a permanent part of the exam records and will not be returned.  The hiring department may require applicants to submit the same documents and/or additional documents at a later date.

 

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.

 

Employee Wellness Program:

 

The SFMTA strives to be your employer of choice by providing an environment that supports your personal health & wellbeing with physical, nutritional, mental/emotional and financial resources. Since 2010 the SFMTA has been providing worksite wellness activities, as well as providing recognition opportunities to those individuals who successfully achieve personal milestones in wellness. For more details on the Wellness Program, please visit Employee Wellness Program Description page: https://www.sfmta.com/reports/employee-wellness-program.


Women, Minorities, and Persons with Disabilities are encouraged to apply

An Equal Opportunity Employer

 

Exam Type:  Combined Promotive & Entrance

Issued: August 23, 2021

Jeffrey Tumlin

Director of Transportation

San Francisco Municipal Transportation Agency

Recruitment ID Number: 904546

MTA/LD: 415.646.2296

 

 

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.

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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