The SFPUC's External Affairs Bureau is looking to hire a well-qualified polished professional to fill their Budget, Strategy & Records Manager position. Under the Director of Strategy, Planning and Innovation (SPI) this position will work closely with the External Affairs Assistant General Manager (AGM) and Deputy AGM to manage the External Affairs budget, partner with SFPUC Divisions to advance strategic initiatives and guide a team through implementation of process improvements.  Continue reading our job ad to learn more about this exciting career opportunity. 
--------------------------------------------------------------------------------
Snapshot of the Job

Job Ad Opening: Tuesday, November 29, 2022
Job Ad Closing:  Tuesday, December 13, 2022

• Fill Type: Permanent Civil Service- Combined Promotive & Entrance 
• Exam Type: Position Based Test (PBT)          
• Time Commitment: Full-Time 
• Work Schedule:  Regular per the MEA MOU  
• Health & Retirement Benefits: Eligible Date of Hire 
• Salary:0923 Salary Grade | $$131,248 - $167,492 annually -Range A
• Job Description: See Below
• Recruiter: Arlena Winn, [email protected] 

--------------------------------------------------------------------------------

WHO WE ARE

We are the San Francisco Public Utilities Commission (SFPUC) , headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 24 hours per day, 365 days per year.

OUR MISSION  

To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

OUR VISION                      

We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

More About SFPUC: 
We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment.  We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality. As you explore career opportunities with us, download our career guide and learn about what you can expect during the hiring process. 

We Are An Equal Employment Opportunity Employer: 
The City and County of San Francisco, "the City" 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. 

Diversity, Equity, and Inclusion: 
The City's Department of Human Resources (DHR) is committed to providing a diverse, equitable, inclusive, and belonging environment for the City and County of San Francisco , where all employees and prospective employees experience fairness, dignity, and respect. DHR’s mission is to use fair and equitable practices to hire, develop, support, and retain a highly-qualified workforce. The resources support and expand on the Mayor’s Executive Directive 18-02, "Ensuring a Diverse, Fair, and Inclusive City Workplace." 

--------------------------------------------------------------------------------

About the Strategy, Planning, and Innovation (SPI) Division of the External Affairs Bureau:  The External Affairs Bureau at the SFPUC oversees the Agency's local, state and federal legislative and policy activities, communications and community engagement, community benefits and environmental justice programs. 

The SPI Team supports in the development and reaffirmation of the agency’s strategic direction and vision. The team leads strategic planning, implementation, and communications for critical SFPUC initiatives, programs, and projects, and is proactive in issue spotting and bringing strategic analysis, solutions, and resourcing to the attention of the Executive Team. The SPI Team is responsive to any and all mission critical crises, communication needs, policy matters, stakeholder and constituent requests, Commission directives, and matters involving elected officials.

About this Career Opportunity

Under the Director of Strategy, Planning, and Innovation this position will work closely with the External Affairs Assistant General Manager (AGM) and Deputy AGM to manage the External Affairs budget, partner with SFPUC Divisions to advance strategic initiatives and guide a team through implementation of process improvements. 

Important and essential knowledge, skills and abilities associated with this position.

• Knowledge of principles of managing data.
• Knowledge of how to develop, execute, manage & optimize fiscal budgets.
• Skills in coalition building and strategic partnerships to advance strategic goals.
• Skills in strong oral and written communication.
• Ability to use information systems to manage data. 
• Ability to manage, administer, and coordinate complex projects and activities.
• Ability to plan, coordinate, and direct work of subordinates.
• Ability to provide budget recommendations.
• Ability to communicate and work tactfully and effectively with other SFPUC divisions, membership organizations and other external groups.
• Ability to analyze and evaluate implications of public policy.

CORE RESPONSIBILITIES UNDER YOUR LEADERSHIP

• Develop a new system of record (SOR) and evaluation criteria for add-backs to ensure add-backs align with key agency priorities including the strategic plan and racial equity goals.
• Ensure the agency has an efficient, transparent, and accountable Standard Operating Procedure (SOP) system of record for managing, tracking, and addressing public records requests.
• Directly oversee the development of the FY 23/24, 24/25 and 25/26 3-year budget for External Affairs and work closely with division managers from Communications, Community Benefits, SPI, and Policy and Government Affairs on workforce succession planning.
• Manages the technical work of a staff working with the Citizens Advisory Committee.
• Performs related duties and responsibilities as assigned.

Strategy, Planning & Innovation Implementation Project:

In addition to this position’s ongoing core responsibilities, the Budget, Strategy & Records Manager will be responsible for fulfilling all phases of this SPI Initiatives Implementation Project, including but not limited to:

Phase 1: Planning Phase: (Aprx. 9 months)

This phase is key to the success of meeting each initiative’s deliverables, focusing on developing a roadmap that will be followed throughout the project. First the incumbent will develop a project charter. The charter will identify: the project purpose, measurable project objectives and related success criteria (e.g. S.M.A.R.T goals, KPI’s), high level requirements (e.g. City Charters, local, & state laws), Assumptions, high-level risks, identify projected resources needed to fulfill project deliverables, identify stakeholder list and define the project timeline with key milestones. For each initiative, the incumbent will:

• Initiative I - Establishment of Add-back Evaluation & a Process Improvement Implementation Plan Purpose: Evaluate current SFPUC add-back process, develop strategic recommendations, and implement process improvements including: • -Developing SOP for add-back requests and tracking • -Developing evaluation metrics for add-back requests based on alignment with key agency initiatives including the strategic plan and agency racial equity goals • -Overseeing high-quality production and external reporting of agency add-back metrics • -Onboarding new add-back project managers • -Developing quarterly leadership reports to make data informed decisions.
• ​​​​​​​Initiative II - Establishment of Public Record Requests Standard Operation Release Procedures Purpose: Develop and manage SOP’s for releasing SFPUC public records including: • -Mapping record requests and information publicly released • -High security SOP (coordinating with city attorney, security officers) • -Developing a consistent communications strategy for senior leadership briefings; facilitate briefings • -Enhancing NextRequest platform, software development updates • -Overseeing high-quality production and external reporting of agency public records priority metrics • -Managing and training staff on updated SOP • In addition, on-board new SFPUC senior leadership to public record SOP and implement any proposed changes.
• Initiative III - Develop 3 year Budget and Workforce Succession Plan Purpose: Manage and develop 3 year External Affairs budget for FY 2023 – 24, 2024-25 and FY 2025-26, including: -Managing budget development in consultation with External Affairs senior leadership -Coordinating with Finance and Human Resource departments as well as other agencies on budgeting and finance process -Tracking, monitoring and managing ongoing spending rates, forecasts expected and financial needs -Creating internal communications plan for budget development and roll out -Managing budget development team - Creating and managing External Affairs workforce succession plan to assess longevity of roles filled by, term-limit positions, attrition and resource and staffing optimization.

Phase 2: Execution (Aprx. 18 months)

In this execution phase, the incumbent will put the initiative plans in motion by completing the following milestones. 1. Training Up Workforce on applicable Initiative roles, responsibilities, systems etc. 2. Launch Initiative Specific Plans 3. Status and Tracking of Key performance indicator’s (KPHI’s).

Phase 3: Monitoring & Optimization (Aprx. 9 months)

The incumbent will monitor the pre-set success criteria for each initiative’s launch plan. During monitoring the incumbent will note success criteria met, immediate improvements and changes needed. Optimization will occur fluidly throughout monitoring. Once all success criteria is met, the project will have reached its projected optimization milestone; transitioning the initiatives to normal operations; concluding the project.

Performs related duties and responsibilities as assigned. According to Civil Service Commission Rule 109, the duties specified above are representative of the range of duties assigned to 0923 Manager II and are not intended to be an inclusive list.

--------------------------------------------------------------------------------

If you are interested in a job like this, we are looking for people that have the following minimum qualifications: Applicants must meet the minimum qualification requirements by the Job Ad final closing date unless otherwise noted.

Qualify By:

Education: Possession of a bachelor’s degree from an accredited college or university preferably in political science, public administration, public policy, law, business administration, finance, or a closely related field; 

AND

Experience: Three (3) years of progressively responsible experience in budget, finance, public records requests or process improvement with a public agency or non-profit entity.

SUBSTITUTION: Additional experience as described above may be substituted for the required degree on a year-for-year basis up to two years. One (1) year is equivalent to thirty (30) semester units/forty-five (45) quarter units. 

Desirable Skills & Achievements:

The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

• Knowledge of how to develop and implement standard operating procedures and systems of record. 
• Ability to establish and maintain effective working relationships with cross-functional teams and stakeholders
• Skilled in collaboration, inquisitive, creative and analytically minded self-starter that can work independently and with a team
• Ability to gather, analyze, and communicate relevant information efficiently and effectively
• Ability to organize, prioritize, and manage complex tasks within a large organization with competing priorities

VERIFICATION:  Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. More information on how to verify experience and education can be found here:   verifyignhttp://sfdhr.org/how-verify-education-requirements.

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 must be submitted.

Note: Falsifying one’s education, training, or work Note: 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

--------------------------------------------------------------------------------

Questions???? 
Contact the assigned Recruiter, Arlena via email: [email protected]. 

Confidentiality Note: 
All your information will be kept confidential according to EEO guidelines.

AW,  11.29.2022  |  PBT-0923-127834  |  01152157

--------------------------------------------------------------------------------

SELECTION PROCEDURES

Only candidates who demonstrate via the entire application process that they meet the minimum qualifications of this position will advance in the selection process.

Minimum Qualification Supplemental Questionnaire (Weight Qualifying):  Applicants who apply to this job ad will be invited via the email provided in the applicants' application to complete an online questionnaire called the " Minimum Qualification Supplemental Questionnaire" (MQSQ) as part of the t application process. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. 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.

Behavioral Consistency Questionnaire (BCQ) (Weight: 100%) Candidates will be prompted to complete a BCQ as part of the recruitment process. The BCQ is designed to measure applicant’s relative knowledge, skills and abilities in job-related areas, identified as critical for successful performance. These may include but are not limited to: knowledge of legislative advocacy and public policy, analytical and decision-making ability, project management skills, interpersonal skills, knowledge of coalition building, leadership skills, ability to interpret policy and laws and good oral & written communication skills.  All responses to the BCQ are subject to verification and must be consistent with the information provided in your application.

Passing Score: Candidates must obtain a passing score on the Behavioral Consistency Questionnaire in order to be placed on the score report for positions in this job Class.

Notices to Candidates; Qualified candidates will be sent notices via email for completion prior to the creation of the score report ("eligible list"). Each notice will include the date by which responses must be received. Failure to complete these steps by the established deadlines will result in disqualification.

Certification: 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.

Score Report: A confidential score report ("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 score report, shall not be made public unless required by law.

However a score report shall be made available for public inspection, upon request, once the 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 Human Resources Director or the Civil Service Commission.

Score Report Duration: The duration of the score report resulting from this examination process will be 12 (twelve) months and may be extended with the approval of the Human Resources Director.

Score Report's Use by Other Departments: Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the 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 visit https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.

--------------------------------------------------------------------------------

Want to Know More About working for the City? 
Browse the following links 

• Information About The Hiring Process
• Conviction History
• Employee Benefits Overview  
• Equal Employment Opportunity 
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.

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.