5293 Planner IV
|Specialty||Current Planning Division|
|Date Opened||7/8/2021 08:00:00 AM|
|Filing Deadline||7/23/2021 5:00:00 PM|
|Salary||$62.05 - $75.40/hour; $10,755.00 - $13,069.00/month; $129,064.00 - $156,832.00/year|
|Job Type||Temporary Exempt|
- Southwest Team Manager: The Southwest Team Leader manages the team of planners responsible for all land use development activity in the southwest quadrant of the city, which encompasses most of the area south of Golden Gate Park and Judah and West of Guerrero and San Jose Avenue. This area is predominantly single and multi-family residential, with neighborhood commercial districts anchoring most districts.
- Flex Team Manager: The Flex Team Leader manages the team of planners responsible for reviewing specialized land use development programs citywide. This team is nimble in its work program and adapts to Department priorities. It is currently responsible for reviewing: (1) Accessory Dwelling Units (ADUs) citywide; (2) Projects that require Conditional Use Authorizations under the City’s Community Business Priority Processing Program; (3) Priority projects as identified in the Department’s Director’s Bulletin #2, and (4) other projects when volume on the quadrant teams exceeds available staffing levels. This team will also review applications that do not fit within the traditional quadrant framework (i.e. spanning multiple quadrants).
- Plans and directs professional, technical and supervisory personnel as a group leader or as head of a major planning project study; edits reports, texts and studies compiled by staff members and/or consultants engaged in various segments of a total project or division.
- Designs, studies, compiles, analyzes, evaluates and prepares reports on the more complex and difficult technical, social, economic and physical data for various city planning projects, including zoning case studies, capital improvement programs, general planning and other land use challenges that impact the urban environment. Collects, tabulates, correlates and presents difficult statistical data involved in preparation of the general plan, capital improvement program and related city planning reports.
- Supervises the preparation and design of the more difficult maps, charts, models, sketches and other graphic presentations to illustrate various land use and special city planning studies; investigates, recommends and prepares amendments for the Planning Code.
- Reviews referrals regarding the sale, purchase and subdivision of land, and vacation of streets; reviews and analyzes subdivision applications, and amendments to federal, state and local laws for impacts on the surrounding neighborhoods and the general plan.
- Addresses community, business and other groups to explain planning programs and problems and promote good public relations for the Planning Department; may represent the Planning Department at the Planning Commission, Historic Preservation Commission, Board of Supervisors, Board of Appeals, Recreation and Parks Commission, and other government agencies, commissions or boards.
- Assists in the development and advancement of subordinates through training and effective use of employee development programs, and uses data and metrics to assess subordinates through periodic performance evaluations.
- Possession of a baccalaureate degree from an accredited college or university.
- Six (6) years of experience in city, urban, and/or regional planning, and/or related planning environment (such as transportation planning, environmental planning, architecture or urban design).
- Possession of Master’s degree from an accredited college or university in City, Regional or Urban Planning, Architecture, Landscape Architecture, Geography, Urban Studies or Environmental Sciences may substitute for one (1) year of the required experience.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
- Commitment to an organizational and management culture of racial and social equity, inclusion and belonging, including advancing the department’s racial and social equity vision and calling attention to patterns of inequity in outcomes.
- Knowledge of and fluency in racial and social equity principles, concepts and practices, and can use this knowledge and fluency to address systemic racism and the intersectional impacts of race, class, and privilege.
- Commitment to:
- Leadership: Inspires, motivates, guides, and directs others toward goal accomplishment, including racial and social equity; coaches, supports, mentors, and challenges subordinates in inclusive and culturally competent ways. Adapts leadership styles to a variety of situations. Inspires others by modeling high standards of behavior (e.g., courage, honesty, trust, openness, and respect for others) and by applying these values to daily behaviors.
- Human resource management: Empowers people by sharing power and authority; develops lower levels of leadership by pushing authority downward and outward throughout the organization; shares rewards for achievement with employees; ensures that staff are appropriately selected, utilized, appraised, coached, and mentored and that they are treated in a fair, ethical and equitable manner, including accounting for the background of diverse staff.
- Interpersonal skills: Considers and responds appropriately to the needs, feelings, and capabilities of others; adjusts approaches to suit different people and situations: someone who sees value in every person and communicates with respect and encouragement to people at all levels. Develops and maintains collaborative and effective working relationships with others.
- 4. Commitment to incorporating an equity, belonging and inclusion lens and mindset through in supervisory capacity:
- Examining internal and external goals with an equity and inclusion lens; Creating more inclusive expectations that set people from all different backgrounds up to succeed, and how to communicate those expectations across lines of power and privilege;
- Implementing key structures that can help mitigate bias in hiring, feedback, and performance evaluations;
- Unearthing routine decision-making opportunities that offer opportunities to shift the status quo; and,
- Receiving and giving feedback as a manager through a lens on power and privilege.
Planner IV’s may be required to attend meetings or participate in work-related activities outside of normal working hours (evenings and weekends) in various community locations. Some positions may require possession of a valid driver license, and may require specialized experience in order to perform department-specific planning duties.
How To Apply
- Select the desired job announcement
- Select “Apply” and read and acknowledge the information
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- Follow instructions on the screen
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 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.