1823 Senior Administrative Analyst

Office of Racial Equity Policy Director

Recruitment #PEX-1823-107150

Introduction

 


    We Value Equal Employment Opportunity! 

       

      The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.


      Appointment Type

      Permanent Exempt appointment not to exceed three (3) years – This position is excluded by the Charter from the competitive Civil Service examination process and shall serve at the discretion of the Appointing Officer.  


      The Office of Racial Equity

      In July 2019, the San Francisco Board of Supervisors created the Office of Racial Equity (ORE) as a division of the Human Rights Commission. The ORE will guide a citywide plan to address the history of structural and institutional racism in San Francisco’s delivery of services to the public and in its internal HR practices and systems. The ORE will collaborate with all city departments to create targeted strategies to advance racial equity and will also provide analysis on the racial equity impact of proposed ordinances pending at the Board of Supervisors in key policy areas. Most importantly, ORE will utilize a multi-method approach to facilitate public engagement and restorative justice processes, building trust and accountability in the communities most harmed by policy decisions. It is incumbent upon the Office of Racial Equity to work closely with San Francisco’s racially diverse communities, the Mayor’s Office, city departments, and the Board of Supervisors to implement data driven strategies that make an impact.

       

      About the Position

      The Human Rights Commission seeks a Policy Director of the Office of Racial Equity who is results-oriented, has a keen political acumen, cultural competence and experience working in a fast-paced environment, and building trusted relationships with resilient communities. The Policy Director will work with ORE Director and Staff to develop, analyze and review policies and programs to ensure racial equity is embedded in city systems, including, but not limited to, policymaking, budgeting, resource allocation, and employment. The ORE Policy Director will have the unique and important role to champion policies, legislation and programs towards eliminating racial disparities in employment, housing, criminal justice, economic advancement, health, transit, education, homeless and other social outcomes through research-based practices, data-driven approaches and meaningful community engagement. 


      Essential Duties:


      1. Policy Development & Analysis:

       

      • Conduct difficult, sensitive, highly visible, culturally responsive and complex analytical work focused on racial equity including analyzing citywide programs, policies, and legislation.

       

      • Consult closely with relevant city and community-based agencies on policy issues related to racial equity with the ORE Director.

       

      • Collaborate with HRC Executive Director, ORE Director and staff and other individuals/experts to clarify needs, issues, and parameters of emerging trends and policy needs in racial equity; conducts complex and comprehensive analyses to evaluate existing and proposed programs/policies designed uplift racial equity; recommends plans for implementation and ongoing evaluation of programs/policies addressing racial equity.

       

      • Analyze and report on potential racial equity impacts of legislation and budget, with the goal of community engagement at each opportunity.

       

      • Consults closely with relevant city and community-based agencies on policy issues related to racial equity.

       

      • Support the development and implementation of key ORE legislative mandates including, but not limited to: Citywide Racial Equity Frameworks, Racial Equity Action plans, Citywide Racial Equity index and scorecards, and related racial equity dashboards, reports and data.

       

       

      2. Policy Coordination:

       

      • Organize regular meetings with city agencies and community working group members, and ensures follow-up on action items generated at the meetings.

       

      • Coordinate policy and budget recommendations.

       

       

      3. Research & Report-Writing:

       

      • Oversee production of ORE reports, findings and recommendations in partnership with government agencies and community organizations.

       

      • Present reports, findings and recommendations to ORE staff, including formal presentations to groups and commissions.

       

       

      4. Internal and External Outreach:

       

      • Support and facilitate convening of key stakeholders, Racial Equity leaders and community partners to advance racial equity citywide.

       

      • Provide information and referrals, and respond to inquiries by city departments, community-based organizations, individuals;

       

      • Explain and interpret existing laws, regulations and administrative policies;

       

      • With the ORE Director, represent the ORE and respond to informational requests, including those of a highly sensitive nature, from the Mayor’s Office, the Board of Supervisors, other City officials, the media, outside agencies, community advocates, and the general public on matters related to racial equity

       

      • Draft editorials and opinion pieces for publication; draft press releases

       

      • Conduct outreach by speaking at public events

       

       

      5. Staff and Volunteer Management:

       

      • Supervise and train junior ORE staff, undergraduate policy interns and graduate policy and legal fellows;

       

      • Provide technical assistance to professional staff on matters related to racial equity

       

       

      6. Performs related duties as required.

      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.

      1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university and three (3) years of full-time equivalent experience performing professional level analytical work as described in Note A: OR

      2. Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major college coursework as described in Note B and two (2) years full-time equivalent experience performing professional level analytical work as described in Note A; OR

      3. Possession of a baccalaureate degree from an accredited college or university and four (4) years full-time equivalent experience performing professional level analytical work as described in Note A; OR

      4. Possession of a baccalaureate degree from an accredited college or university with major college coursework as described in Note B and three (3) years full-time equivalent performing professional level analytical work as described in Note A

      SUBSTITUTION: Applicants may substitute up to 2 years of the required education with additional qualifying experience in budget analysis, financial analysis and reporting, legislative/policy analysis, or contract/grant administration. One year (2000 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.

      Applicants with significant ties to San Francisco’s diverse communities and experience working with San Francisco’s non-profit organizations are strongly encouraged to apply. 

      Notes on Qualifying Experience and Education: 

      A. Qualifying professional-level analytical experience must be in one or more of the following functional areas: development and evaluation of complex management/administrative policy; complex program evaluation and planning; complex legislative analysis; complex economic analysis complex budget analysis, development and administration; complex financial/fiscal analysis and reporting; development of complex contracting systems and administration of competitive bid processes and complex contractual agreements; complex grant administration and monitoring; or other functional areas related to the duties of positions in Class 1823, where the primary focus of the job is complex professional-level analysis for evaluation, recommendation, development and implementation of major programs and functions of department/organization. Analytical experience equivalent to the duties of Class 1822 is considered qualifying.

      B. Coursework applicable to a baccalaureate or higher degree in specialized subject matter areas such as law, social work, anthropology, ethnic studies, critical race theory, political science, psychology, public policy, and women’s studies.


      Desirable Qualifications:

      • A strong background working with organizations rooted in racial justice, including organizations that incorporate a racial equity lens in their approach to topics such as gender inequities, reproductive justice, LGBTQI rights, the rights and advocacy for undocumented communities, workers, persons with disabilities, incarcerated and formerly incarcerated persons, unsheltered and marginally housed persons, and indigenous persons;

      • Knowledge of and fluency in racial equity principles and practices, and have a strong ability to speak to the intersectional impacts of racism;

      • Experience identifying, disrupting, eliminating and preventing institutional culture that upholds and enables white supremacy; knowledge about organizational change and how to identify, eliminate and prevent white supremacy culture, and the ability to talk with people who are less fluent in this subject matter;

      • Experience with federal, state or local government which includes legislative processes and budget development and monitoring;

      • Excellent rapport building skills, including maintaining relationships and communicating compassionately and effectively with diverse people in diverse environments, including grassroots community organizations, government institutions and national advocacy organizations;

      • Experience and knowledge of San Francisco’s racially diverse communities and the institutional and structural racism faced throughout the city’s history, including, but not limited to, anti-Blackness and anti-immigrant sentiments.

      • Demonstrated ability to communicate complex budgetary and legislative issues orally and in writing to a variety of audiences;

      • Demonstrated ability to condense detailed and/or complicated data and policies into a written or graphic presentation understandable by non-experts and laypeople;

      • Experience with communicating effectively in social media platforms as well as print, radio and television interviews. Comfort with public speaking and making presentations to a wide variety of audiences.

      • Bilingual.

      Leadership and Interpersonal Skills:

      • Ability to balance the assertion of a bold vision for change and racial equity, while also demonstrating savviness and collaboration in relationships with all stakeholders;

      • Possessing emotional intelligence with the capability to be compassionate and kind while providing strengths-based leadership: someone who sees value in every person and communicates with respect and encouragement to people at all levels;

      • Excellent interpersonal, communication, and problem-solving skills, with the ability to coach, mentor, and inspire the leadership capacity of multiracial colleagues;

      • Prove track record of, and commitment to, ethical supervision of others;

      • Strong knowledge of, and commitment to, trauma-informed practices, the dynamics of vicarious trauma, and the ability to support staff in self and community care and resilience building; and
      • Skills and ability to organize within diverse and large organizations;

      • Experience working in a small team environment and under tight deadlines.

      How To Apply

      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.

      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

      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, Nathaniel Cleveland, by telephone at (415) 557-4877, or by email at nathaniel.cleveland@sfgov.org.

       

      Selection Procedures

      Applications will be screened for relevant qualifying experience and education. Additional mechanisms may be implemented in order to determine candidate’s qualifications. Only those applicants who most closely meet the needs of the Department will be invited to continue in the selection process. Applicants meeting the minimum qualifications are not guaranteed advancement in the process.

      Applicants may be required to submit verification of qualifying education and experience, at any point in the application, examination or departmental selection processes. Verification of work experience typically 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. 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 from this and future job opportunities with the City and County of San Francisco. 

      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

      General Information About 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

      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 posting the correction on the Department of Human Resources website at: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions

      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.

      Reasonable Accommodation 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

      Appointment Type: Permanent Exempt (PEX)

      Issued: 10/1/2020

      Carol Isen 

      Acting Human Resources Director
      Department of Human Resources
      Recruitment ID Number: PEX-1823-107150
      HRC / NC / (415) 557-4877

      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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