Equal Employment Opportunity Manager
This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.
The Department of Human Resources knows people are the City’s greatest asset. Keeping the places our employees work free from harassment, discrimination, and retaliation helps ensure an environment in which all employees can thrive. Are you passionate about championing diversity, fairness, and equity? If so, this job may be right for you.
The Department of Human Resources Equal Employment Opportunity (EEO) and Leave Management Division
The EEO Division is the City’s central resource on equal employment opportunity matters for a workforce of over 30,000. The division directly investigates and resolves EEO claims for more than 55 City departments. The division provides critical EEO training for employees, and implements cutting edge policies around issues like lactation at work and gender-neutral bathrooms. The division helps find reasonable accommodations for disabled employees under the Americans with Disabilities Act (ADA), and its leave management group helps employees and departments understand the complex array of leaves available under local, state, and federal law. Finally, the division analyzes and reports on City workplace diversity.
What you’ll be doing:
The EEO manager’s responsibilities are high-level and complex. You will be a consultant, advisor, and subject matter expert in all aspects of EEO policy and investigation, workforce diversity, and the ADA reasonable accommodation process.
You will monitor and evaluate the City’s EEO program to ensure all departments comply with Department of Human Resources policies, as well as local, state, and federal law. Essential duties include, but are not limited to:
Providing technical assistance to departments on EEO matters.
Analyzing departmental complaint data, advising City departments of trends, and recommending actions.
Representing the City as an EEO subject matter expert during litigation and settlement of individual EEO complaints, and mediation with external agencies.
Investigating highly sensitive and confidential matters involving high-level officials on EEO and other workplace issues.
Presenting before the Civil Service Commission, Board of Supervisors, and other boards on EEO matters.
Designing and delivering training programs for managers, supervisors, and employees in EEO, ADA, and related topics.
Directing and supervising the activities of EEO Program Specialists and Senior Specialists and/or coordinating and monitoring the work of consultants and contractors.
Coaching and evaluating EEO staff to improve performance.
Ensuring efficient division operations by helping develop and implement operational policies.
We’re looking for someone who:
Is self-confident: You’ll need to hold your own with high-ranking officials, litigants, attorneys and others.
Can make decisions: You need to process critical information and make decisions about next steps under deadlines.
Has initiative: We want you to lean forward in your thinking and make recommendations/take appropriate action.
Is analytical: You’ll take in and coalesce information from multiple sources.
Is a negotiator: Your negotiation skills will often mean the difference between a settlement and a lawsuit.
Keeps cool: EEO issues can be highly emotional and stressful, so you have to be the adult in the room at all times.
Is an exceptional communicator: Whether it’s an email, report, or presentation, you have to be clear.
A few reasons you might love this job:
Your work will directly impact people’s lives
You will be challenged daily.
You will work with a great team of people who are passionate experts in their fields.
You will have opportunities to develop your knowledge, skills, and abilities.
You will work in a department with integrity, which trusts, engages, and values its employees.
The Minimum Qualification guidelines for management classifications can be referenced here. Please note, additional qualifications (i.e., desirable qualifications) may apply to a particular position and will be stated on the exam/job announcement.
1. Possession of a baccalaureate degree from an accredited college or university; AND
2a. Four years of verifiable experience performing work in the area of Equal Employment Opportunity with major duties including development and implementation of EEO goals and objectives, investigation or resolution of employment discrimination and sexual harassment complaints, and interpretation and application of EEO, ADA or other pertinent laws, regulations and guidelines
2b. Three years of verifiable full-time experience working in a senior level City and County of San Francisco position handling equal employment opportunity matters and reasonable accommodations (within classes 1231, 1244, 09xx, etc.).
Possession of a Labor Relations Academy Certification, Juris Doctor, or Master’s degree in Public Policy or Public Administration may be substituted for one year of experience as described under minimum qualifications #2a.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
Two years of experience leading or supervising a team of professional staff in Equal Employment Opportunity and/or Employee Relations or Employment Law attorneys.
Juris Doctor (JD) or Masters of Public Policy or Public Administration (MPA) Degree.
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. 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/index.aspx?page=456
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, Kat Leblanc, by telephone at 415-557-4850, or by email at [email protected]
Supervisory Test Battery: (Weight: 40%)
Candidates 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 Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325
A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Supervisory 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 Supervisory Test Battery. The Supervisory 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 Supervisory 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 Supervisory 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 Supervisory 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.
Training and Experience (Weight: 60% ):
Candidates will be prompted to complete a Training and Experience questionnaire as part of the online employment application. The Training and Experience Questionnaire is designed to measure knowledge, skills and/or abilities in job-related areas which may include but not be limited to: Knowledge of Federal/state/local regulations appropriate to unit, Knowledge of management and administrative techniques applicable to operations in EEO and recommend appropriate solutions, ability to deal tactfully and effectively with personnel at all levels and the general public, ability to prepare and present comprehensive reports, and ability to plan, coordinate and direct work of subordinates and consultants/contractors. Candidates who pass the supervisory test battery will have their Training and Experience questionnaires rated and scored. All relevant experience, education and/or training must be on the Training and Experience questionnaire in order to be reviewed in the rating process.
Candidates who receive passing scores on both selection procedures will be placed on the eligible list in rank order according to their final score. Once the list is established, the department may administer additional position-specific selection procedures to make 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.
The duration of the eligible list resulting from this examination process will be six (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/score report 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 https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.
The certification rule for the eligible list resulting from this examination will be Rule of the List Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
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 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.
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:
Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.
Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.
Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Exam Type: CPE
Human Resources Director
Department of Human Resources
Recruitment ID Number: 903706
HRD/ KL/ 4155574850
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.