5293 Planner IV
Land Use & Community Planning
|Date Opened||7/8/2021 08:00:00 AM|
|Filing Deadline||8/13/2021 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|
*ANNOUNCEMENT UPDATED 7/28/2021 TO REFLECT NEW CONDITION OF EMPLOYMENT*
CONDITION OF EMPLOYMENT: All City and County of San Francisco employees are required to be vaccinated against COVID-19 as a condition of employment. For details on how it is applicable to your employment, please click here.
- actively participate in Citywide management discussions;
- prepare materials for programs and projects under their purview, such as annual budget and work program updates, public engagement plans, communications materials, and hiring materials;
- track progress and review and edit project materials prepared by staff;
- convene team meetings;
- represent the Department in high-level internal and external discussions and hearings;
- collaborate with other managers;
- advise the Planner V Program Manager and Director of Citywide Planning;
- directs the work of team members, provide coaching, mentoring, and support to staff members, and conduct staff performance reviews, work planning, and other formal personnel activities
- 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
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.
Click on a link below to apply for this position:
|Fill out the Supplemental Questionnaire and Application NOW using the Internet.|
|View and print the Supplemental Questionnaire.||This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.|