0931 Manager III - HR Merit Division Manager
|Date Opened||2/9/2018 08:00:00 AM|
|Filing Deadline||2/13/2018 5:00:00 PM|
|Salary||$120,588.00 - $153,920.00/year|
|Job Type||Permanent PBT|
0931 Manager III
Human Resources Merit Division Manager
San Francisco Department of Public Health
**This announcement was previously amended on 12/18/17
to reflect changes to the Minimum Qualifications**
This announcement was reissued on 2/9/18 to amend the Selection Procedures
Previous applicants DO NOT NEED TO REAPPLY
The mission of the San Francisco Department of Public Health (SFDPH) is to protect and promote the health of all San Franciscans. SFDPH strives to achieve its mission through the work of two main divisions-the San Francisco Health Network and Population Health. The San Francisco Health Network is the City’s only complete system of care and has locations throughout the City, including Zuckerberg San Francisco General Hospital and Trauma Center, Laguna Honda Hospital and Rehabilitation Center, and over 15 primary care health centers. With a broad community focus, the ultimate goal of the Population Health Division is to ensure that San Franciscans have optimal health and wellness at every stage of life, and to achieve this, the Division is comprised of various branches dedicated to core public health services for the City and County of San Francisco, such as health protection and promotion, disease and injury prevention, disaster preparedness and response, and environmental health services.
Under the general direction of the SFDPH Human Resources Director, the Merit Division Manager is responsible for the administration of the DPH’s classification, recruitment and examination plan.
Essential functions of this position include:
Plan, coordinate and supervise 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 Merit Division Manager also performs related duties as assigned which include participating in or leading special projects that involve planning, research, development or implementation of a technical phase of personnel administration.
Compensation and Benefits: The normal annual salary range is $117,078.00 - $149,448.00. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range.
In addition to a competitive salary, the City and County of San Francisco offers flexible benefit plans with pre-tax elections which include: medical and dental insurance; retirement plan; deferred compensation plan; Social Security; long-term disability plan; life insurance; management training program; eleven (11) paid holidays annually; five (5) floating holidays; depending on years of service, ten (10), fifteen (15), or twenty (20) vacation days annually; and may earn up to 100 hours paid administrative leave annually.
- Possession of a baccalaureate degree from an accredited college or university; AND
- Five (5) years of verifiable professional experience in the personnel areas of Recruitment/Announcements, Test Development/Administration and/or Human Resources Operations, of which three (3) years must include verifiable experience supervising professional-level staff engaged in one or more of these same personnel areas. One (1) year of experience is equivalent to 2,000 hours worked.
Experience Substitution: Possession of a Master’s Degree in Personnel Administration, Human Resources Management, Industrial-Organizational Psychology or closely related field may be substituted for one (1) year of the required non-supervisory experience.
Applicants must meet the minimum qualification requirements by the final filing date unless otherwise noted.
- Educational background in Industrial-Organizational Psychology or Human Resources.
- Strong written and verbal communication skills, and experience in facilitation and presentations to large groups and a variety of audiences.
- Experience in a human resources capacity working with labor unions/employee associations, employees and management.
- Ability to work independently, exercise sound judgment and apply professional knowledge and skills to various personnel problems.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
Verification of Experience: http://sfdhr.org/getting-job#verification
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.
Verification of Education: 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/how-verify-education-requirements
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.
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, Saru Cownan, by telephone at 415-554-2910, or by email at email@example.com, or Casey Botkin, by telephone at 415-554-2916, or by email at firstname.lastname@example.org.
SUPPLEMENTAL QUESTIONNAIRE EVALUATION:
Candidates will be prompted to complete a supplemental questionnaire as part of the online employment application process. All applicants must complete the Supplemental Questionnaire and it must be submitted with the application by the final filing deadline. The information provided on the Supplemental Questionnaire must be consistent with the information on the application and is subject to verification. Applicant responses to the Supplemental Questionnaire will be used to assist in determining if you meet the minimum qualifications for the position.
MANAGEMENT TEST BATTERY: Weight: 55%
Candidates who meet the minimum qualifications 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 Management Test (and a suggested reading list) please visit: http://sfdhr.org/management-test-battery-information
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- (Generalist/Operations Emphasis): Weight: 45%
Candidates who pass the Management Test Battery 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/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, pre-employment and probationary periods, employee leave, pre-employment, probationary periods, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.
A passing score must be achieved on the Management Test Battery and the Written Multiple-Choice Technical HR Knowledge Exam - (Generalist/Operations Emphasis) in order to continue in the selection process. The above test components are considered standardized and therefore, test questions and answers are not available for public inspection or review.
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 “Generalist/Operations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Recruitment and Examinations” 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 “Generalist/Operations” 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.
A passing score must be achieved on all examination components listed above in order to be placed on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score. The department may administer additional position-specific selection procedures to make final hiring decisions after the eligible list has been established.
Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
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: http://sfdhr.org/getting-job#eligiblelists
The eligible list resulting from this examination 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 6 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 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 http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.
If you receive a conditional offer of employment, 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 were given a conditional offer of employment. 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 receive a conditional offer of employment, 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.
Note on Electronic Health Record (EHR): The Department of Public Health (DPH) is implementing 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 can be found at: http://www.sfdhr.org/index.aspx?page=20
Copies of Application Documents: http://sfdhr.org/getting-job#copies
Right to Work: http://sfdhr.org/getting-job#identification
Information on requesting a reasonable ADA Accommodation: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities
Information regarding requests for Veterans Preference can be found at:
Information regarding Seniority Credit can be found at:
Exam Type: CPE
Issued: November 3, 2017; Reissued: February 9, 2018
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0931-080532
Position Number: 01057637
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.