0892 - Mayoral Staff XII
Policy Director, Community Wellness
|Date Opened||3/6/2019 08:00:00 AM|
|Filing Deadline||4/5/2019 5:00:00 PM|
|Salary||$46.78 - $56.84/hour; $8,108.00 - $9,852.00/month; $97,292.00 - $118,222.00/year|
|Job Type||Permanent Exempt|
P E O P L E . P O W E R . C O M M U N I T Y . IN P L A C E
Policy Director, Community Wellness
HOPE SF, Office of the Mayor, City and County of San Francisco
Position Summary Overview
The Policy Director for Community Wellness directs and designs trauma-informed policies and programs related to family and community health and wellness for the HOPE SF initiative. The goal of the position is to dramatically improve healing, wellness and trauma informed ecosystems across the HOPE SF communities by advancing policies and practices that counter the symptoms of community trauma and support healing, connection and power between families.
A public-private partnership led by Mayor Breed, the San Francisco Foundation, and Enterprise Community Partners, the Partnership for HOPE SF is the nation’s first large-scale community development effort to rebuild public housing into vibrant, racially equitable and inclusive mixed-income communities without displacement of original residents. We believe that the symptoms of community trauma across are neighborhoods are the product of decades of intentional and racialized economic, political and social isolation, a lack of investment in economic development for the maintenance and improvement of the built environment, the loss of social capital with the flight of middle class families, and the segregation of poverty and exposures to high levels of violence. Alice Griffith, Sunnydale, Potrero Hill, and Hunters View. Mobilizing nearly $2.5 billion over twenty years, our public private partnership envisions a San Francisco where race and place are not barriers to opportunity and prosperity within the City.
The Policy Director for Community Wellness aims to build systems that support safe, healthy, and nurturing environments for HOPE SF families through the following priority areas of work:
(1) Resident-Led Collaborations for Wellness and Community Transformation. In collaboration with HOPE SF staff, advance partnerships between community organizations, peer leaders, families, city agencies and private partners that align the equitable mixed-income redevelopment of HOPE SF with trauma-informed practices. Support organizations and approaches that place resident-led healing at the center of practice, with a particular focus on children and transitional age youth. Includes leading meetings with community leadership groups, and providing strategic support to resident-driven healing strategies to ensure a greater focus on community healing will be advanced and honored in the new developments, including with the Phoenix Project, the initiative’s signature innovation for transitional-age youth.
(2) Wellness Spaces and Policies for Health Access. Design and advance policies, practices and resource flows related to trauma-informed wellness systems that dramatically improves health access and outcomes for families. With support from the DPH-funded HOPE SF Community Wellness (Centers) Program, the Policy Director provides Mayoral oversight and support to public health staff, services budgets, services plans, policy recommendations, department collaborations, and communications strategies related to community wellness.
(3) Transformational Healing, Community Safety. Provides policy leadership to strengthen trauma-informed relationships between community and law enforcement agencies, with a particularly focus on youth and intergenerational strategies. Senior liaison around healing-informed engagement with community organizations, ensuring high quality healing a safety services to residents. Also involves senior oversight of violence prevention and community policing strategies in partnership with Community Leadership Director.
Because we believe the world as it currently exists is not the world we dream for our families, the work involves and requires significant vision and creativity. While the above essential duties reflect current priority areas for the position, HOPE SF welcomes innovators, individuals who may have different approaches to or takes on wellness, healing, and inclusive community. The below is a useful framework for re-imagining new systems:
Specific exemplar tasks and milestones of this role may include:
Resident-Led Collaborations for Wellness and Community Transformation.
Assist HOPE SF staff in designing a set of trauma-informed policies and processes to support peer wellness and resident leadership programming related to community healing (including dual oversight of the peer health leadership program);
Represent HOPE SF in various public settings with community based organizations and agencies seeking to advance resident-led collaborations for community healing;
In partnership with and support of the Mayor’s Office of Housing and Community Development, provide strategic advice around policies, partnerships and procedures that protect and preserve rights to return and rights to housing for former public housing households in a trauma-informed fashion (including design of services plans or identification of resource gaps for wellness);
With support from the Director of Performance and Evaluation, assess and support data around health and wellness performance, including racial, ethnic and gendered disproportionality; and/or
Collaborate with economic mobility and education policy directors, regularly meeting to ensure aligned contributions and outcomes consistent with family well-being and economic advancement.
Wellness Spaces and Policies for Health Access.
Conduct regular meetings with DPH leadership around the design, service delivery progress, and community partnerships of the Community Wellness Program, possibly implementing a new practice for family engagement, collaborative community-driven programming, and/or health policy organizing that utilizes wellness spaces and partners to improve health across HOPE SF;
Assist HOPE SF Director in designing policies that address historical and institutional racism, and provide HOPE SF residents with durable and sustainable access to high quality health care;
Provide ongoing leadership and support for real-time problem-solving and crisis management as it relates to the health and wellness ecosystem of the HOPE SF communities, including in response to community violence; and/or
In partnership with HOPE SF staff, provide oversight to city-funded agencies, community based organizations and owner-operators on trauma-informed practices, policies and operating budgets for HOPE SF communities, including review of services plans, staffing models, design ideas, and collaborative approaches to transformational healing (includes strategic leadership with family resource centers, DPH and DCYF-funding programming).
Transformational Healing, Community Safety.
In partnership with resident and community leadership HOPE SF team members, conduct regular meetings with law-enforcement and public health partners, advancing a best practice for community healing and wellness in neighborhoods disproportionately impacted by violence, including domestic violence;
Author policies and resource proposals that strengthen trauma-informed relationships between community and law enforcement agencies, with a particularly focus on youth and intergenerational strategies;
Provide senior oversight of violence prevention and community policing strategies in partnership with Community Leadership Director, including regular attendance at Mayor-led violence prevention convening’s; and/or
Collaborate with the Recreation and Parks Department on the utilization and activation of healing and recreational spaces and resources, including in connection with Peace Parks and/or the Sugary Beverages Tax.
Who We Are
HOPE SF has a vision of a San Francisco where race and place are not barriers to economic prosperity and social mobility. Out of a historical legacy of racial segregation, neighborhood disinvestment, and economic isolation in Sunnydale, Potrero Hill, Alice Griffith and Hunters view, HOPE SF was created as the nation’s first large-scale public housing transformation initiative aimed at connecting community to power through the combination of housing, networks, and healing-centered supportive services. Our learnings have advanced HOPE SF – first, as a “reparations initiative,” explicitly and relentlessly acknowledging the harm done to low-income communities of color through policy structures; secondly, as a movement ground in the non-displacement of legacy families, or original public housing households; and lastly, operationalized through a collective impact model that seeks inclusive community development through mutually reinforcing activities of a broad cross-sector of stakeholders.
HOPE SF is expanding, seeking talented people from diverse backgrounds and experiences, who are inspired by our mission steeped in equity, and who are motivated to repair and transform the lives and neighborhoods of underserved communities of color. We want people with excellent judgement, who are strong collaborators, skilled communicators, and problem solvers, and who are comfortable in the fast-paced community of continuous learning. Particularly, the HOPE SF backbone team housed in the Mayor’s Office is strengthening our organizational structure and creating systems of collaboration to strategically deploy our resources and staff. The Policy Director, Community Wellness will be integral to achieving this vision.
The strongest candidates will have: ·
5-7 years of experience in family health, community wellness, public health and/or civil rights
5-7 years of senior leadership and supervisory experience
Knowledge of San Francisco’s neighborhoods, particularly public housing communities;
Existing relationships with HOPE SF stakeholders, understanding of citywide systems, demographic trends, and experience in supporting low-income families of color in navigating resources and systems within the City and County of San Francisco;
A proven record of effectively planning, organizing and using resources to take action;
A deep knowledge of project management and client or community-centered engagement tools and methods;
Expertise in implementing culturally responsive programs, policies and/or systems that celebrate diverse traditions and cultures;
Experience building trust, and developing relationships with families in underserved communities of color;
Experience with effective communication and presentations to large groups; and
Proficiency in Microsoft Office suite (Office, Excel, PowerPoint) and ability to organize and synthesize qualitative and quantitative data for presentations.
What It Means to Work Here
When you join our HOPE SF team, you can expect to be part of an inclusive, intellectually demanding, entrepreneurial and equity-focused initiative that approaches neighborhood revitalization as a social justice movement requiring relentless collaboration across an array of stakeholders. Our partnership is organized around the following operating principles for reparations:
Radical Love of Residents. Understanding the historical and institutional harm done on our communities, we prioritize durable, consistent and compassionate healing ground in a persistent commitment to acknowledging the power, history and resilience of our residents.
Accountability to Equity through Results. We use data to advance racial equity, address disproportionality, and inform decision making, assessing resource allocations and strategic interventions according to results-based accountability; · Healing-Centered Transformation. Based on the belief that “if we don’t transform trauma, we transmit it, we hold ourselves and our partners accountable to help heal pain across systems, communities and individuals;
Trusted Community Collaboration through Collective Impact. We build community capacity through partnerships that leverage trusted relationships, center power in the neighborhood, and durably serve.
Public System Transformation for Families. We advance a coordinated and holistic system of care that is organized around the needs of families, and holds our public system accountable.
Currently, HOPE SF aims to operationalize the above principles through four interlocking strategies- create pathways supportive of individual and household mobility and well-being (“People”); disrupt existing systems of decision-making and resource allocation by supporting resident influence and leadership (“Power”); advance social cohesion and stewardship for sustaining long-term community development (“Community”); all, while equitably transforming the built environment of communities of disinvestment without displacement (“Place”).
What We Offer
HOPE SF offers a salary commensurate with experience, and a comprehensive benefits package including dental and vision plans, disability, life insurance, flexible spending account options and vacation time. We also offer an inclusive and equity-centered environment where we encourage staff to bring their whole selves to work.
The City and County of San Francisco is an equal employment opportunity employer committed to maintaining a non-discriminatory work environment. We do not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, or any other characteristic protected by applicable law.
Who We Want
We want talented people from diverse backgrounds and experiences, who are inspired by our mission steeped in equity, and who are motivated to repair and transform the lives and neighborhoods of underserved communities of color. We want people with excellent judgment, who are strong collaborators, skilled communicators, and problem solvers, and who are comfortable in the fast-paced community of continuous learning. Diverse candidates from groups historically underrepresented in senior community development leadership, including formerly incarcerated, transgender, queer, and/or undocumented persons, racial and ethnic minorities, and/or women, are especially encouraged to apply.
We want someone who will honor and learn from the stories and experiences of our residents, community organizations and cross-agency service providers, and who will strengthen our residents’ abilities to support the health, education, economic mobility and overall well-being of their families. They will understand the urgency of the issues facing low-income communities and will be committed to getting results while working in a fast paced environment. This position is an excellent for a candidate looking to build real community power and play a key role in organizing some of the most consequential neighborhood transformation in the Bay Area.
Incumbents may report to the Mayor, Division Heads, Division Deputy Directors and/or other supervisory Mayoral Staff; these positions are responsible for a variety of functions and activities for the Office of the Mayor. Positions in this class are exempt from Civil Service appointment (Charter Section 10.104.1) as they are unique to the Office of the Mayor and function to implement and administer the policies of the Mayor and may also assign and evaluate the work of other employees of the Mayoral staff.
These positions may have considerable impact on policy determination, on the implementation and/or management of Mayoral policies, goals and objectives and may have frequent contact with policy making boards, commissions, boards, committees, other agencies, the public, staff and the Mayor.
Distinctions between class levels in this job codes are based on the criticality of the position, level of complexity, organizational impact, nature and number of functions/programs managed, decision-making responsibility, and the nature and scope of duties assigned.
Examples of Important and Essential Duties
According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this class series and are not intended to be an inclusive list.
1. Promotes the effective development, recommendation and implementation of Mayoral policies and procedures.
2. Assists in the communication of Mayoral policies and procedures the public, press, other city agencies and officials.
3. Serves as a liaison to the community and the Office of the Mayor to report community concerns, issues and priorities and promote the effective development, recommendation and implementation of policy changes where necessary.
4. Manages programs, operational activities, or projects of assigned section or program area; supervises, trains and evaluates the activities of subordinate staff and/or coordinates and monitors the work of consultants and contractors working for the Office of the Mayor.
5. Evaluates procedures, identifies and analyzes problems and issues and may implement and document new procedures for the assigned section/program.
6. Participates in budget analysis, preparation and development, prepares contracts and administers grants; monitors Federal and State grants for compliance with all applicable laws and regulations.
7. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; adjusts plans and programs to meet emerging or new program objectives, assists in developing and implementing operational policies to ensure the efficient operation of a section or program.
8. Schedules and coordinates meetings, appointments and events for the Mayor.
9. Coordinates with the Office of the Mayor mobile and advancing team to ensure scheduled events are staffed and set up as required by the event plans; advances the Mayor on special community events and/or projects.
10. Types, word processes, edits and composes a variety of letters, memoranda and reports; prepares agenda; transcribes minutes.
11. Examines, verifies, and organizes a variety of records and reports including budget documents; develops, maintains, and manages various office/record systems.
12. Prepares summaries of reports, memoranda and documents for executive staff review.
13. Interprets administrative decisions and policies to staff, agencies and the public.
14. Schedules and maintains appointment calendar and makes business travel arrangements.
15. Performs related duties and responsibilities as assigned.
Knowledge, Skills and Abilities
Knowledge of: federal, state, and local rules and regulations pertaining to activities and functions of the specific department; modern management and financial principles and practices; and functional expertise associated with a departmental mission.
Ability to: provide strong leadership skills; direct subordinate staff engaged in diverse activities; exercise judgment in making decisions, independent analysis, adaptability and judgement on specialized proposals with difficult, complicated choices of action; make recommendations and present them effectively to the Mayor, Mayoral staff, commissions, boards, committees, other agencies and the public; apply the principles and practices of public administration, financial and personnel management, clearly interpret all applicable laws, ordinances and codes; effectively communicate Mayoral policies to commissions, boards, committees, other agencies and the public; direct research, survey techniques and statistical methods; handle administrative details independently, including the composition of letters, memoranda, and reports; establish and maintain harmonious working relationships with managers, city officials, employees, and public; prepare and present comprehensive reports.
Special qualifications including specialized knowledge, skills, abilities, education, experience, or license may be established for individual positions.
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Exam Type: Exempt
Human Resources Director
Department of Human Resources
Recruitment ID Number: PEX-0892-092751
Mayor's Office of Housing and Community Development/ KH/ 415-701-5557
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.
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