The City and County of San Francisco

Company Description

• Application Opening: Thursday, June 12, 2025
• Application Deadline: Friday, June 27, 2025 at 11:59 PM, PST
• Compensation Range: Annual Salary $189,878 - $242,398
• Recruitment ID: PBT-0941-155715 / RTF0155714- 01093846

Appointment Type: This is a Position-Based Test conducted in accordance with CSC Rule 111A.

WHO ARE WE?

San Francisco Public Utilities Commission (SFPUC)

Headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 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.gov/.

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.gov/about-us/careers-sfpuc

Job Description

Under the general direction of the General Manager, the Chief Diversity, Equity, and Inclusion (CDEIO) Officer is responsible for providing executive-level support to the General Manager through the execution of a broad and complex set of assignments as delegated. With the goal of achieving equitable and inclusive outcomes and cultural change, the CDEIO will lead high- profile projects that directly impact core operations through collaboration with SFPUC Executive Management and staff across all Enterprises and Bureaus and deliver sustainable solutions to some of SFPUC’s biggest challenges.

The CDEIO will collaborate with SFPUC’s Executive Management and staff to collectively undertake the aspirational charge of dismantling the unjust structural and institutional systems that perpetuate inequities and barriers to opportunity for our employees and for the people we serve. The CDEIO will develop solutions to proactively eliminate inequities, and to advance the equity-focused, inclusive design and delivery of programs and projects for SFPUC that achieve fair and just outcomes. The CDEIO will manage a team of three 1824 Racial Equity Analysts.

The CDEIO will work collaboratively with SFPUC’s Executive Management, cross-functional staff throughout the organization, labor partners, educational institutions, foundations, community-based organizations, and other public and private partners to develop creative tools, strategies, and initiatives to improve (1) short-term performance and (2) long-term organizational health by maximizing the equitable inclusion and participation of all people and organizations.

The CDEIO will serve as a SFPUC Racial Equity Lead within the organization with SFPUC’s Chief People Officer (“CPO”) and externally to other city departments and partners in collaboration with the Assistant General Manager of External Affairs (“AGM of EA”). The CDEIO will implement SFPUC’s Racial Equity Action Plans and develop racial equity indicators to measure current conditions, impact, results from changes made within programs or policy, and performance measures to evaluate efficacy - tools that will demonstrate how a City department addresses racial disparities within as well as in external programs. The CDEIO will be responsible for complying with and responding to the requirements and mandates of the City’s Office of Racial Equity (“ORE”). A key component of the Racial Equity Action Plans is SFPUC’s workforce.

The CDEIO will also report publicly to the SFPUC Commission, ORE, and other stakeholders on a regular basis as required by law, resolution, and in response to requests.

The CDEIO will generally support the ongoing commitment of the SFPUC to comply with applicable laws and to support ongoing efforts to manage agency operations and workforce in a fair, respectful, and inclusive manner.

Essential Duties

• Collaborate across SFPUC’s Enterprises and Bureaus to lead the development and implementation of its Racial Equity Plans (“Plans”), integrate these Plans into SFPUC’s strategic and business plans, report on SFPUC’s progress towards goals, provide updates to the SPFUC Commission, and represent the SFPUC in related matters.
• Work within a matrix organization and collaborate with the General Manager, Executive Management, Racial Equity Leaders within each Enterprise and Bureau, staff at all levels of the organization, as well as other internal and external stakeholders to lead SFPUC’s agile transformation to a more adaptive organization that is responsive to employee, customer, and community needs. The CDEIO will document SFPUC’s existing equity successes and scale them methodically.
• Lead a cross-functional change management effort to design and implement solutions that shift personal behavior on the issues of racial justice and equity to deliver sustainable performance improvements over time. This agile collaboration will enable SFPUC to adjust the design and implementation of its Plans to make complex, bureaucratic systems and opportunities accessible to everyone, while building a more dynamic, and adaptive culture from within that is able to deliver focused and sustainable systemic business and cultural change.
• Develop workforce equity strategies, policies, trainings, and investments that address historical and current harms to employees of color and create systems that support a just workplace environment. The CDEIO will center and adapt to frontline employee and community needs, to support Executive Management to unleash SFPUC’s talent, identify next generation leaders, foster effective mentorship, and build the systems, services, capabilities, and capacity that support transformative performance. The CDEIO will lead to improve SFPUC’s equity culture and enhance resilience to keep employees engaged, motivated, and inspired.
• Support SFPUC to become a more analytics-driven organization that achieves better performance through data. The CDEIO will help develop and augment systems and tools that capture and analyze the most valuable and meaningful trends and insights from data and translate them into actions that equip leaders and teams to drive cutting-edge solutions that lead to sustainable organizational transformation. By harnessing research, analytics, synthesis, and ideation to produce insights, SFPUC will strengthen both short-term performance, long-term organizational health, and equitable and inclusive outcomes.
• Oversee, collaborate with and support SFPUC’s Enterprises and Bureaus to ensure fair and consistent management of consultants and employees across the organization. The CDEIO will work with SFPUC leaders to establish best practices to achieve racial equity commitments. The CDEIO will set priorities to focus areas to address racial and equity disparities within the workforce.
• Direct the allocation of resources and staffing to achieve timely outcomes and measurable goals within budget. The CDEIO will propose adjustments to the budget to meet emerging or new racial equity programs, while continuing to address major departmental priorities in racial equity. The CDEIO will participate in budget development to implement racial equity initiatives.
• Manage DEI consultants and contracts established to support the agency to ensure impactful organizational racial equity and DEI efforts. The CDEIO will manage these contracts, task orders, invoices, and associated deliverables.
• Manage and direct the work of the Office of Racial Equity, team of three Class 1824 Racial Equity Analysts.
• Class 0941 Manager VI performs other related duties as required.

Qualifications

The ideal candidate will have a proven track record of demonstrating the following competencies:

• Set Vision and Direction: Envisions what the future looks like at a defined point, communicates this vision with authentic conviction, and inspires and engages others in creating that future.
• Innovation: Creates a thriving culture in which employees feel both safe and encouraged to explore new ideas and improve existing ones. Develops new insights, questions conventional approaches, and encourages others to develop new ideas and innovations.
• Valuing Diversity, Equity, and Inclusion: Recognizes the role of diversity, equity and inclusion in assembling capable teams and building a successful workforce. Fosters an inclusive and cooperative work environment where diversity and individual differences are valued and capitalized upon to achieve the vision and mission of the organization.
• Accountability: Acts with integrity, honesty, and fairness; inspires trust. Clearly defines roles and responsibilities for self and others. Holds self and others to their roles and responsibilities. Complies with legal and ethical guidelines. Acts as a responsible steward of the resources entrusted to the SFPUC.
• Strategic Planning: Formulates objectives and priorities, implements plans, and allocates resources to achieve the long-term goals of the organization.
• Change Management: Ensures that planned changes are thoroughly, smoothly, and effectively communicated and implemented such that the lasting benefits of change are achieved. Leverages a structured approach and people-oriented strategies to drive the adoption and usage of new solutions to fully realize organizational benefits and project objectives.

MINIMUM QUALIFICATIONS

Education: Possession of a baccalaureate degree from an accredited college. AND

Experience: Four (4) years of managerial experience (which all must include supervisory) overseeing programs that relate to issues of equity and that have resulted in equitable outcomes preferably in a large department or organization (800-2000 employees).

Education Substitution: Additional qualifying experience may substitute for the education requirement on a year for year basis for up to 2 years.

Note: 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 forty (40) hours per week are not included in the calculation to determine full-time employment.

Desirable Qualifications

The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring:

• Bachelor’s degree or higher in Political Science, Law, Public Policy, Public Administration, or closely related field.

Verification:

Verification of Education and Experience

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.

Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Selection Procedures

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

Supplemental Questionnaire (SQ) (Weight: 100%): Candidates who meet minimum qualifications will be invited via a separate online link to complete the Supplemental Questionnaire Examination. The purpose of the SQ Examination is to evaluate the experience, knowledge, skills and abilities that candidates possess in job-related areas, which have been identified as critical for this position and include, but are not limited to:

• Knowledge of federal, state and local laws, regulations and rules pertaining to equity and related topics.
• Knowledge of organizational management principles and practices.
• Knowledge of empirical based and industry best practice in workforce equity strategies, policies, trainings, and investments.
• Knowledge of historical equity issues both locally and nationally.
• Knowledge of data-driven analytics, systems and tools.
• Ability to remain calm and act with clarity to promote organizational equity goals in sensitive conversations and contentious environment.
• Ability to be innovative and provide solutions that challenge historical and institutionalized issues.
• 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.
• Ability to communicate effectively, orally and in writing.
• Skill to manage, motivate and ensure accountability amongst subordinate staff.
• Skill to harness data analytics to identify key performance indicators and drive equitable outcomes.
• Skill to lead and inspire others to promote open and equity centered mindset for the organization.
• Skill to apply the principles and practices of public administration, financial and personnel management.

Passing Score: Candidates must obtain a passing score on the Supplemental Questionnaire in order to be placed on the score report for positions in this job class.

Notices to Candidates: Qualified candidates will be sent notices via email for completion prior to the creation of the score report ("eligible list"). Each notice will include the date by which responses must be received. Failure to complete these steps by the established deadlines will result in disqualification.

Certification: The certification rule for the eligible list resulting from this examination will be Rule of the List. 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 six (6) months and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see Position-Counts-by-Job-Codes-and-Department-FY-2023-24.pdf.

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. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at here.

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 Civil Service Commission | SF.gov.

Compensation

The starting annual salary range for the CDEIO is $189,878 and $242,398. Appointment above the starting salary range may be considered based on the recruitment and is subject to approval. The City also provides an excellent benefits package including:

• Health Insurance
• Management Cafeteria Plan. The City provides management employees with flex credit earnings, which can be spent on the premium contributions for a variety of pre-tax and post-tax benefit options, such as medical and dental plans, disability insurance, additional life insurance and long-term care insurance, paid via payroll deduction.
• Life Insurance
• $150,000 policy
• Management Leave
• 5 days per year
• Vacation Leave
• 10 days per year (after one year of service);
• 15 days per year (after five years of service);
• 20 days per year (after 15 years of service).
• Sick Leave
• 13 days per year
• Holiday Leave
• 12 paid holidays per year
• Floating Holiday
• 5 days per year
• Pension Benefits
• Most employees are eligible for a pension of 2.3% at age 65, based on their highest three-year average salary.
• Retirement
  • A 2.0% mandatory contribution to the City’s Retiree Health Care Trust Fund; and
  • A 9.5% mandatory employee retirement contribution for Fiscal Year 2023-24; and
  • A 7.65% mandatory contribution to Federal Insurance

Additional Information

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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst Jessica Wong at jeswong@sfwater.org. Recruitment ID: RTF0155714- 01093846

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.

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