7/11/22: This Job Ad has been amended to extend the filing date and allow for additional applications. Applicants who have already applied will be included in the applicant pool and need not reapply.

• Application Opening: June 28, 2022
• Application Filing Deadline: July 12, 2022; Amended to July 15, 2022
• Analyst Name: Queena Poon
• Annual Salary: $121,654 - $147,888

This is a Position-Based Test Conducted in accordance with CSC Rule 111A.

WHO ARE WE?
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.

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 https://www.sfpuc.org/.

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.

To learn more about working at the SFPUC, visit our career site at https://www.sfpuc.org/about-us/careers-sfpuc

This recruitment is for multiple positions with the General Manager’s Office and Wastewater Enterprise Division of the SFPUC.

In the last year, the SFPUC has made meaningful strides towards racial equity, beginning with a resolution unanimously passed by the Commission in July of 2020, entitled, “Condemning Systemic Racism and Taking Action to Promote Racial Justice”. Following the resolution’s passage, several agency-wide working groups were created to address racial equity issues, including Water, Power and Sewer as Human Rights, Contracting Equity, COVID-19 Response, and Outreach and Engagement, all of which are currently engaged in assessment and planning.

Simultaneously, SFPUC staff across the agency (via Enterprise/Bureau racial equity working groups) were investing many hours in assessment, employee engagement and planning to develop the agency’s first ever Racial Equity Action Plan (REAP), with guidance from the Office of Racial Equity (ORE). The plan, published in December 2020, was the result of an employee-led engagement process, centering the unique experiences of our 2,300 employees across our eight-county region. The plan assesses current conditions in seven (7) key focus areas for all employees, with a particular focus for Black, Indigenous, and People of Color employees: 1) hiring and recruitment; 2) retention and promotion; 3) discipline and separation; 4) diverse and equitable leadership and management; 5) mobility and professional development; 6) organizational culture of inclusion and belonging; and 7) board and commissions. Immediate racial equity priorities have been identified for the agency as well as by each Enterprise and Bureau.

The successful candidates for this position will support the Water, Wastewater and other SFPUC Enterprise and Bureau development and implementation of Enterprise- and Bureau-specific, SFPUC agencywide, and Citywide racial equity action priorities as mandated by ORE and the SFPUC Commission. Successful candidates will support or serve as the racial equity lead for our Enterprises. Successful candidates will also have a personal commitment to racial equity and how they live, connect to and embody that commitment.

Essential Functions:

1.    Coordinating the strategic development of key deliverables listed in the Racial Equity Action Plan, managing programs to implement deliverables, and ensuring alignment of racial equity priorities.

2.    Partnering with internal stakeholders in researching innovative strategies to advance racial equity at the SFPUC.

3.    Partnering with Human Resources Services (HRS) to meet and achieve long term strategic racial equity goals such as strengthening our community network, expanding outreach efforts, addressing artificial barriers, and creating clear pathways towards employment and advancement opportunities with the SFPUC by developing internship, fellowship, apprenticeship, career awareness, and mentorship programs for our Enterprises and/or Bureaus.

4.    Analyzing racial equity outcomes and conferring with senior management to discuss, evaluate and make policy recommendations on special projects and/or a variety of complex, sensitive and/or highly visible administrative, organizational, policy and operational projects.

5.    Fostering strong communication and alignment of workplans with Racial Equity staff and leaders; ensuring transparent communication to employees, leadership, the Commission, and other key stakeholders regarding the agency’s racial equity work; cultivating and maintaining positive, productive working relationships with internal/external stakeholders and partners; and effectively communicating the core mission and priorities of the SFPUC in a variety of public and community settings.

6.    Assessing Enterprise- and Bureau-specific barriers to access that influence the Enterprise or Bureau's applicant pool and developing a clear, intentional outreach strategy while partnering with new outlets, community-based organizations, BIPOC professional networks, re-entry programs, SFUSD, and community college systems to cultivate a rich pool of diverse candidates.

7.    Coordinating the development and delivery of ongoing Enterprise- and Bureau-specific racial equity training and diversity, equity, and inclusion evidence-based interventions, such as small group and focused implicit bias trainings, culturally competent education, and historical learning; and development for Enterprise’s senior leadership.

8.    Investigating classifications with current drop-offs in employee diversity, conducting position-specific supplemental questions and degree inflation analysis, and developing strategies and training opportunities to support employee development to achieve mobility.

9. Advancing key strategies for racial equity outlined in the SFPUC Commission's resolution, including budget equity, land use and environmental justice, and water, power and sewer as human rights.

10. Developing performance measures, incorporating a racial and social equity lens and tools in budgeting, personnel, program evaluation, accountability, contracting decisions, and long-term planning processes for just outcome reporting (required by SFPUC’s Resolution).

11. Developing and implementing a process for Enterprise and Bureau employees to submit anonymous input to senior Enterprise and a process to gather community feedback on projects, events, and communications that involve or will impact the community.

12. Partnering with HRS to implement alternative dispute resolution opportunities, such as mediation and to train supervisors on bias, equitable discipline, and separation.

13.    Performs related duties as required.

The following competencies are desired for success in these positions:

Decision Making and Problem Solving - Takes ownership of problems and makes timely, responsible, transparent, and clear decisions. Involves others in addressing problems and seeking solutions. Gathers relevant information and conducts appropriate analyses. Understands the impact of decisions

Innovation - Creates a thriving culture in which employees feel both safe and encouraged to explore new ideas and improve existing ones. Develops new insights, questions conventional approaches, and encourages others to develop new ideas and innovations

Valuing Diversity - Recognizes the role of diversity in assembling capable teams and building a successful workforce. Fosters an inclusive and cooperative work environment where diversity and individual differences are valued and capitalized upon to achieve the vision and mission of the organization​

MINIMUM QUALIFICATIONS

1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university, and five (5) years 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 four (4) 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 six (6) 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 five (5) years full-time-equivalent experience 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.

Notes on Qualifying Experience and Education:

A. Qualifying professional-level analytical experience must be in one or more of the following functional areas: 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; development and evaluation of complex management/administrative policy; complex grant administration and monitoring; complex program evaluation and planning; complex legislative analysis; complex economic analysis; or other functional areas related to the duties of positions in Class 1824, 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 1823 is considered qualifying.

B. Coursework applicable to a baccalaureate or higher degree in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in Class 1824.

Desirable Qualifications:

·         Experience with racial equity-specific program design and facilitation, organizational development, staff development, workforce analysis, and research and evaluation services

·         Understanding of historic and current systemic racism and its impacts on Black, Indigenous, and People of Color

·         Experience working with agencies of similar size and scale as the SFPUC and understanding the impact of agency operations on communities who face systemic barriers 

Notes: 

·         One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40-hour work week). Any overtime hours that you work above forty (40) hours per week are not included in the calculation to determine full-time employment.

·         Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Verification:

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.

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.

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.

Verification of required 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 employment, hours per week, and signature of the employer, supervisor, or appropriate representative. 

Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.

Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted.

Verification of required valid licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the name of the license/certificate holder, license/certificate number, and expiration date

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. [Note: The correction of clerical errors in an announcement may be posted on the Department of Human Resources website at https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/.]

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.

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

Additional Information Regarding Employment with the City and County of San Francisco:

·         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

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Queena Poon, by email at [email protected].

PUC | QP | PBT-1824-121486 | (415) 766-8206

SELECTION PROCEDURES

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

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):

Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application at a later time. 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.

Written Core Examination (Weight: 40%)

Candidates will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include but not be limited to:

• Ability to evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas)
• Ability to use various computer software programs.

Supplemental Questionnaire (60%)

Qualified candidates will be required to complete a Supplemental Questionnaire Examination as part of the selection procedures. The Supplemental Questionnaire Examination is designed to measure the knowledge, skills and abilities required for the 1824 Racial Equity position and include, but not limited to:

·         Ability to be innovative and provide solutions that challenge historical and institutionalized inequities

·         Ability to engage and collaborate with internal and external stakeholders from various backgrounds and organizational levels, member of civic organizations, governing bodies, and the public, to represent organization and promote diversity and inclusiveness 

·         Skill to harness data analytics to identify key performance indicators and drive equitable outcomes

All relevant experience, education and/or training must be on the supplemental questionnaire in order to be reviewed in the rating process. The information provided on the Supplemental Questionnaire Examination must be consistent with the information on the application and is subject to verification. Once submitted, applicant responses on the Supplemental Questionnaire Examination cannot be changed.  Only those applicants who qualify will receive a score on the Supplemental Questionnaire Evaluation.   

Candidates will be placed on the eligible list in rank order according to their final score. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.

Note: A passing score must be achieved on all three exam components in order to continue in the selection process and be placed on the Eligible List Score Report. The department may administer additional position-specific selection procedures to make final hiring decisions.

Certification Rule:
The certification rule for the ranked eligible lists resulting from this examination will be Rule of 10 Scores. The department may administer additional position-specific selection procedures to make final hiring decisions.

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 12 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 

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.