0923 Manager II - Financial Forecasting Manager - HSA

Recruitment #PBT-0923-097350

Introduction

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

San Francisco’s Human Services Agency (HSA) is the central resource which delivers public assistance, child welfare, and aging and adult services to the citizens of San Francisco. Its mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco. HSA was formed in 2004 with the merger of two previously existing city departments, the Department of Human Services and the Department of Aging and Adult Services. The Office of Early Childhood Education joined the Agency in 2014.

 

POSITION DESCRIPTION

The Financial Forecasting Manager will lead and coordinate efforts to forecast program expenditures and revenues within HSA’s $1 billion budget.  Timely and accurate forecasts are needed to allow HSA to redeploy resources both within a fiscal year and over multiple fiscal years.  This will therefore be a key position in both budget management and budget development efforts.  

The incumbent will work with staff at the highest levels of the organization.  They must have well developed skills in critical thinking and analysis; and experience in budget management/development, quantitative analysis, and forecasting.  They must be able to critique and improve analytic models.  They must have or be able to develop a thorough understanding of social services financing and cost allocation models.  To succeed in this position, this candidate must possess excellent communication skills, must be able to build relationships with internal and external stakeholders and must be able to lead and coordinate people who work across multiple disciplines within and outside unit boundaries. Additionally, this incumbent must effectively manage a forecasting team to meet Agency needs. Forecasts will be used to inform and assist in decision-making.  They must be credible, clear, consistent, transparent, accurate, detailed, and reasonable. In general, they must set forth both short and longer-term impacts of decisions.

Essential Duties and Responsibilities

  1. Lead, coordinate, and supervise a team of financial analysts

·       Define (and when necessary, re-define)  the fundamental issues impacting the forecast;

·       Determine the major revenues and expenditure categories (and amend as new programming demands);

·       Determine which forecasting methods are most appropriate for each program/expense/revenue area;

·       Create a common understanding among the forecast team as to the goals of the forecasting process;

·       Set the timeline for the forecast work;

·       Examine and appropriately factor in political/legal issues related to the forecast

 

  1. Manage the work activities and professional development of the forecasting team

·       Delegate work to team members.

·       Assess quality of work and guide team members in improving work product

·       Set team goals and build collaboration among team to achieve excellent performance.

 

  1. Assist executive team in the formulation of overall strategic direction and make recommendations based on team forecasting findings.

·       Evaluate current and future financial conditions to assess how they will affect demand for HSA services and the availability of external resources;

·       Look for consistent patterns or trends related to business cycles and demographic trends

·       Participate in the annual and ongoing budget development and management processes.

·       Become familiar with other longer-term planning efforts of the organization or other organizations that impact financial decisions and the fiscal environment. Such plans might include comprehensive development and/or capital improvement programs.

 

  1. Develop an effective process for team to assess the quality of forecasting models and lead efforts to improve those models that are not performing well.

·       Determine if complex techniques may get more accurate answers in particular cases, or if simpler techniques will perform just as well or better on average.

·       Gather, organize and disseminate information about the forces impacting revenues and expenditures in formal written and oral reports.

·       Establish protocols for documenting all information for future reference, so the financial forecasting process has some basis to start from at the beginning of each cycle;

·       Forecasts will be used to inform and assist in decision-making.  They must be credible, clear, consistent, transparent, accurate, detailed, and reasonable. In general they must set forth both short and longer-term impacts of decisions.

Minimum Qualifications

  1. Education:

Possession of a baccalaureate degree from an accredited college or university, preferably with major coursework in public policy, public administration, business, finance, operational research, statistics, economics, or a closely related field;

AND

  1. Experience:

Three (3) years of verifiable progressively responsible full time experience in one or more of the areas key to the financial forecasting function (e.g., public agency budget development and/or management; public agency grant/revenue analysis and/or claiming; quantitative analysis of public services programs).

Substitution:  Additional qualifying work experience as described above may be substituted for up to two (2) years of the required education on a year for year basis.  (One year of qualifying work experience is equal to 30 semester or 45 quarter units).

 

VERIFICATION OF EXPERIENCE AND/OR EDUCATION: 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 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.

Applicants must meet the Minimum Qualification requirements by the final filing date unless otherwise noted.

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 the exam analyst Ivy Yeung by telephone at 415-557-6205 or by email at ivy.yeung@sfgov.org.

Selection Plan

Written Exam - Supervisory Test Battery (40%)

Oral/Performance Exam (60%)

Selection Procedures

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):

Candidates will be prompted to complete a Minimum Qualification 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.

Supervisory 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. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325

A passing score must be achieved on the Supervisory 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 Supervisory 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 Supervisory Test Battery. The Supervisory 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 Supervisory 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 Supervisory 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 Supervisory 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.

 

Oral/Performance Exam: (Weight: 60%)

Candidates will be invited to participate in the Oral/Performance Examination designed to measure knowledge, skills and/or abilities in job-related areas which may include but not be limited to: knowledge of administrative and management principles and practices; ability to exercise independent judgment; knowledge of budget management/development, quantitative analysis, and forecasting; analytic models; social services financing and cost allocation models; interpersonal skills; written and oral communications ability.

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.

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 nine (9) 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/ASO-Level-Chart.pdf?documentID=21246.

 

Conviction History

As a finalist 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 finalist. 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 applying 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 applying 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 selected as a finalist, 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

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. 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.

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

 

Copies of Application Documents: http://www.sfdhr.org/index.aspx?page=20#copies

Reasonable Accommodation Request: Information on requesting reasonable accommodation for persons with disabilities can be found at: http://www.sfdhr.org/index.aspx?page=20#reasonableaccommodation

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

General Information: Concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20

Driver’s License requirement: Most positions require a valid California’s driver’s license: http://www.sfdhr.org/index.aspx?page=20#license

Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20#veteranspreference

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://www.sfdhr.org/index.aspx?page=20#identification 

 

Exam Type:  CPE
Issued: June 4, 2019
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-097350
HSA/IY 415-557-6205

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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