0931 Manager III - DPH Merit & Recruiting Services Manager

Recruitment #pbt-0931-096978

Introduction

This is a Position Based Test in accordance with Civil Service Rule 111A

Applicants are encouraged to file immediately as this recruitment may close at any time, but no earlier than February 28, 2020.

Department of Public Health

The mission of the San Francisco Department of Public Health (DPH) is to protect and promote the health and wellness of all San Franciscans.  The San Francisco Health Network (SFHN) is the DPH Integrated Delivery System and maintains operational responsibility for the delivery of primary and specialty outpatient medical and behavioral health, home health, acute rehabilitation, and long term care services. For more information, please visit:  www.sfdph.org.

The Position

Under general administrative direction of the SFDPH Director of Merit and Staffing Resources, the 0931 Manager III – Human Resources Manager, Merit and Recruiting Services is responsible for the administration of the DPH’s classification, recruitment and examination plan.  

ESSENTIAL DUTIES:

The 0931 Manager III – Human Resources Manager, Merit and Recruiting Services performs the following essential job functions:

  • Plans, coordinates and supervises the work of departmental professional and technical staff in the areas of recruitment, examinations and classification;
  • Serve as a departmental expert in the areas of recruitment, examination and classification to directors/hiring managers, union representatives and others involving matters related to staffing needs and concerns;
  • Serve as an expert technical advisor on behalf of the department on all examination development and administration issues, including strict content-validation approach (demonstrating job-relatedness) as defined by the Federal Uniform Guidelines on Employee Selection Procedures and the applicable rules of the San Francisco Civil Service Commission;
  • Represent the Department of Public Health’s Human Resources/Merit Division in hearings, committees and meetings including appearing before the Civil Service Commission, the Health Commission and/or other legislative bodies and committees to explain and interpret  recruitment, examination and/or classification matters conducted by the department;
  • Establish and implement departmental trainings for directors/hiring managers on Merit System procedures and related employment rules and regulations. Coordinate recruitment activities for assigned classifications, including announcement preparation and determine sources for recruiting;
  • Meet with employees, department heads, labor representatives and personnel of other jurisdictions regarding recruitment, examinations, position allocations, data evaluation, and other related personnel matters;
  • Coordinate and participate in studies pertaining to a wide variety of employment problems and subjects including preparing memoranda, reports, records and charts of data obtained and providing recommendations to executive management.  

The 0931 Manager III – Human Resources Manager, Merit and Recruiting Services performs other related duties as assigned/required which include participating in or leading special projects that involve planning, research, development or implementation of a technical phase of personnel administration.  

Minimum Qualifications

1.    Possession of a Bachelor’s degree from an accredited college or university; AND

2.    Five (5) years of professional human resources experience in the areas of recruitment/announcements/selection, classification/compensation, test development/administration, and/or human resources operations of which three (3) years must include experience supervising professional-level employees engaged in one or more of these same human resources areas.   

Substitutions:  

Education:  Additional qualifying experience as a professional Human Resources Analyst or Human Resources Supervisor may substitute for the education requirement on a year-for year basis for up to two (2) years (one year of work experience is equal to 30 semester or 45 quarter units). ·        

Experience:  Possession of a Juris Doctorate (J.D.) or Master’s Degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration, or Clinical/School/Industrial-Organizational Psychology may be substituted for one (1) year of the required non-supervisory experience.   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 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. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements.

Verification of qualifying experience, when requested, must be documented on the employer's business letterhead and must include the name of the applicant, job title(s), dates of employment, description of job duties performed, and signature of the employer or the employer’s authorized representative.

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.

City and County of San Francisco (CCSF) employees do not need to submit verification of their City employment.  However, CCSF employees whose qualifying experience is based on outside employment must written verification of such experience.

Employees of the City and County of San Francisco 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 110.9.1/111A.11.2.

Verification may be waived if impossible to obtain. The applicant must submit a signed statement explaining why verification cannot be obtained. Waiver requests will be considered on a case-by-case basis. Failure to provide the required verification, or request for waiver when requested may result in rejection of application. 

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. 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. 

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).

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 Saru Cownan by email at Saru.Cownan@sfdph.org.

Selection Procedures

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: 55%):

Qualified 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 visit: https://sfdhr.org/management-test-battery-information.  A passing score must be achieved on the Management Test Battery 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.

 

Technical Knowledge HR Exam – Recruitment and Examinations Emphasis (Weight: 45%):

Qualified candidates will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and processes related to job analyses, test administration, test development, recruitment, harassment, EEO and ADA laws. It is also designed to measure analytical and quantitative ability, basic statistics, and ability to interpret data in tables, graphs and charts, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint).

 

Scores attained on this component are 'banked' for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions where “Recruitment and Examinations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Operations” and/or “Labor Relations’. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “Recruitment and Examinations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component automatically will be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments)]. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take this test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

 

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 of twelve (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 Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246. Search that document by title or job code to see which departments use the classification.

 

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.

 

 

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

Statement on Equity, Diversity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.

 

Licensure/Certification/Registration:
Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout length of employment. Failure to demonstrate/show proof of possession of required valid licensure/certification/registration may result in dismissal and/or termination of employment. 

 

Note on Electronic Health Record (EHR): The Department of Public Health (DPH) has implemented a unified Electronic Health Record (EHR) system and DPH employees must demonstrate competency in the use of the system that is appropriate for their classification as a condition of employment.

 

Note on Personal Protective Equipment (PPE): Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit-testing.

 

Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a FaceFitting Respirator.

 

Medical Examination/Drug Testing:
Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a medical examination and/or drug test. 

 

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. http://sfdhr.org/getting-job#copies 

 

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. http://sfdhr.org/getting-job#identification

 

Requests:

Information on requesting a reasonable ADA Accommodation: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities  

Information regarding requests for Veterans Preference can be found at:
http://www.sfdhr.org/index.aspx?page=20#veteranspreference


Information regarding Seniority Credit can be found at:
http://www.sfdhr.org/index.aspx?page=20#senioritycredit

Exam Type:  CPE

Issued:  January 17, 2020

Micki Callahan, HR Director

Department of Human Resources

Recruitment ID Number: 096978

DPH/SMT/415.557.4951

 

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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