Racial Equity Analyst - Office of Racial Equity, Diversity, and Inclusion - SFPUC (1824) - (145080) - City and County of San Francisco

This is a Position-Based Test conducted in accordance with CSC Rule 111A. Learn more about the City’s hiring process here: https://careers.sf.gov/knowledge/process/

• Application Opening: Friday, June 21, 2024
• Application Filing Deadline:  Friday, July 12, 2024
• Annual Salary: $136,214 - $165,594
• Recruitment ID: PBT-1824-145080 / RTF0145079-01148840 

ABOUT THE SFPUC

San Francisco Public Utilities Commission (SFPUC)

Headquartered in San Francisco, we have 2,300 employees operating across eight San Francisco Bay Area counties serving more than 2.7 million customers – 24 hours per day, 365 days per year.

Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

Our Vision: We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at https://www.sfpuc.org/   

We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality.

To learn more about working at the SFPUC, visit our career site at https://www.sfpuc.org/about-us/careers-sfpuc

In the past year, the SFPUC has made significant progress toward racial equity, starting with a Commission resolution in July 2020, "Condemning Systemic Racism and Taking Action to Promote Racial Justice." Following this, several agency-wide working groups were established to address racial equity issues in areas such as Water, Power, and Sewer as Human Rights, Contracting Equity, COVID-19 Response, and Outreach and Engagement. These groups are currently in the assessment and planning stages.

SFPUC staff have been actively involved in creating the agency's first Racial Equity Action Plan, published in December 2020, guided by the Office of Racial Equity (ORE). This employee-led plan centers on the experiences of 2,300 employees across seven focus areas: hiring and recruitment, retention and promotion, discipline and separation, diverse and equitable leadership, mobility and professional development, organizational culture of inclusion, and board and commissions. Immediate racial equity priorities have been set for the agency and each Enterprise and Bureau.

Position Summary:

1824 Racial Equity Analyst, Water Enterprise
The Racial Equity Analyst will play a key role in supporting the agency’s newly established Office of Racial Equity, Diversity, and Inclusion (REDI) team, the Water Enterprise, and other SFPUC Enterprise and Bureau initiatives. The Analyst will help develop and implement racial equity action priorities at the Enterprise, Bureau, SFPUC agency-wide, and City-wide levels, as mandated by ORE and the SFPUC Commission. In addition, they will partner with the racial equity lead for the Water Enterprise and demonstrate a personal commitment to racial equity in their daily lives and interactions.

This recruitment may also be used to fill an additional 1824 position:

1824 Research and Data Analyst
The Research and Data Analyst will support the Chief Diversity, Equity, and Inclusion Officer (CDEIO) to accomplish a comprehensive array of tasks that are crucial for informed decision making and effective implementation of the Racial Equity Action Plan. The Analyst will provide accurate information, transparent metrics, and insights for resource allocation to contribute to the success of the Racial Equity Action Plan; ensure that DEI efforts are grounded in a solid foundation of data-driven decision-making, enhance transparency by providing clear, measurable metrics to assess progress toward DEI goals; streamline data collection and analysis processes; reduce the burden on other departments and ensure data accuracy; inform resource allocation for DEI initiatives, and ensure that resources are directed towards areas with the most significant impact.

Essential duties and responsibilities will include, but are not limited to:

• Coordinate the strategic development and implementation of key deliverables in the Racial Equity Action Plan, ensuring alignment with racial equity priorities.
• Collaborate with internal stakeholders to research and advance innovative racial equity strategies at SFPUC.
• Partner with Human Resources Services (HRS) to achieve long-term racial equity goals, including strengthening community networks, expanding outreach, addressing barriers, and creating employment and advancement pathways through internships, fellowships, apprenticeships, career awareness, and mentorship programs.
• Analyze racial equity outcomes and work with senior management to evaluate and make policy recommendations on complex and sensitive projects.
• Foster strong communication and alignment with Racial Equity staff and leaders, ensuring transparent communication with employees, leadership, the Commission, and key stakeholders about the agency’s racial equity work.
• Assess barriers to access in Enterprise- and Bureau-specific applicant pools and develop intentional outreach strategies with community partners to cultivate a diverse candidate pool.
• Coordinate the development and delivery of ongoing racial equity training and diversity, equity, and inclusion interventions, including implicit bias training, culturally competent education, and historical learning for Enterprise’s senior leadership.
• Investigate classifications with current drop-offs in employee diversity, conduct position specific supplemental questions and degree inflation analysis, and develop strategies and training opportunities to support employee development to achieve mobility.
• Advance key strategies for racial equity outlined in the SFPUC Commission's resolution, including budget equity, land use and environmental justice, and water, power, and sewer as human rights.
• Develop performance measures, incorporate a racial and social equity lens and tools in budgeting, personnel, program evaluation, accountability, contracting decisions, and long-term planning processes for just outcome reporting (required by SFPUC’s Resolution).
• Develop and implement a process for Enterprise and Bureau employees to submit anonymous input to senior Enterprise and a process to gather community feedback on projects, events, and communications that involve or will impact the community.
• Partner with HRS to implement alternative dispute resolution opportunities, such as mediation and to train supervisors on bias, equitable discipline, and separation.
• Class 1824 Performs related duties as required.

Please note that incumbents in this classification may be required to perform duties as listed in the class specification here.

MINIMUM QUALIFICATIONS

Education: Possession of a baccalaureate degree from an accredited college or university, AND 

Experience: Five (5) years full-time equivalent experience performing professional-level analytical work. Qualifying professional-level analytical work includes analysis, development, administration, and reporting in major programs and functions of an organization in the areas of budgets, contracts, grants, policy, or other functional areas related to the duties of positions in the 182X Class series.

Substitution: Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major coursework in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting, or other fields of study closely related to the essential functions of positions in the Class series may be substituted for one (1) year of required experience.

Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of 2 years). Thirty (30) semester units or forty-five (45) quarter units equal one year.

One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40-hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time
employment.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations taken when reviewing applications. 

DESIRABLE QUALIFICATIONS

The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring:

• Experience with racial equity-specific program design and facilitation, organizational development, staff development, workforce analysis, and research and evaluation services
• Understanding of historic and current systemic racism and its impacts on Black, Indigenous, and People of Color
• Experience working with agencies of similar size and scale as the SFPUC and understanding the impact of agency operations on communities who face systemic barriers

VERIFICATION

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. Education verification information on verifying foreign education credits or degree equivalency, can be found at https://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.

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.

SELECTION PROCEDURES: 

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Minimum Qualification Supplemental Questionnaire (MQSQ): Candidates will be required to complete a MQSQ as part of the employment application at a later time. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Written Multiple-Choice Examination - Weight: 40%

Candidates will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include but not be limited to:

• Ability to evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis.
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas). 
• Ability to use various computer software programs.

Supplemental Questionnaire - Weight: 60%

Qualified candidates will be required to complete a Supplemental Questionnaire Examination as part of the selection procedures. The Supplemental Questionnaire Examination is designed to measure the knowledge, skills and abilities required for the 1824 Racial Equity Analyst position and include, but not limited to:

• Ability to be innovative and provide solutions that challenge historical and institutionalized inequities
• Ability to engage and collaborate with internal and external stakeholders from various backgrounds and organizational levels, member of civic organizations, governing bodies, and the public, to represent organization and promote diversity and inclusiveness
• Skill to harness data analytics to identify key performance indicators and drive equitable outcomes

The above test component is considered standardized and, therefore, test questions and answers are not available for public inspection or review.

You will receive one or more scores with respect to the multiple-choice exam component. One will correspond to the core test component and, should a specialty subtest be added to that component, you also would receive one additional "specialty" score. Any scores attained on these components 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 any test components for which you have already attained a score. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components (i.e., core exam or specialty subtest), your score(s) for the corresponding test component(s) will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the test component(s). 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 test component (core or specialty subtest) is used. Please note that, should you re-test, your retest score would become your official score since it is the most recent.

Certification: The certification rule for the eligible list resulting from this examination will be Rule of Ten (10). 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.

This pool of candidates on the eligible list may be used to fill additional vacancies in this class.

The duration of the eligible list resulting from this examination process will be of 12 months, and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see the city’sPosition Counts by Job Codes and Departments.

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.  [Note: The correction of clerical errors in an announcement may be posted on the Department of Human Resources website at https://careers.sf.gov/.

The terms of this announcement may be appealed under Civil Service Rule 110.4.  Such appeals must be submitted in writing to the Department of Human Resources, 1 S Van Ness Avenue, 4th Floor, San Francisco, CA 94103-5413 by close of business on the 5th business day following the issuance date of this examination announcement. Information concerning other Civil Service Commission Rules involving announcements, applications and examination policies, including applicant appeal rights, can be found on the Civil Service Commission website at https://sf.gov/departments/civil-service-commission.

Additional Information Regarding Employment with the City and County of San Francisco:

• Information About the Hiring Process
• Conviction History
• Employee Benefits Overview  
• Equal Employment Opportunity 
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Seniority Credit in Promotional Exams
• Right to Work
• Copies of Application Documents
• Diversity Statement

Applicants will receive a confirmation email from notification@careers.sf.gov 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.

If you have any questions regarding this recruitment or application process, please contact the analyst, Jessica Wong, at jeswong@sfwater.org.

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.