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0932-Manager IV

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Manager IV

Job classification

TitleManager IV
Overtime eligibility Exempt (Z) - No Paid Overtime
Labor agreement Municipal Exec Assoc-Misc
Effective dateJuly 01, 2012

Current compensation plan

Effective: Jan 06, 2024

Management classifications: Range A compensation for this classification is between $159,224 and $203,164
Further compensation information about this class is available in the compensation manual.
Minimum qualification guidelines for management positions: PDF

Job description




Business Unit: COMMN


Under general administrative direction, incumbents in this class function as senior managers operating within a broad policy framework and typically manage a division of a medium/large department. Incumbents assume sole responsibility for a functional area(s) of service; coordinate and implement program planning; and define organizational structure, staffing requirements, resource allocation and identification of future resource needs. Incumbents also interface with all managerial levels of city/county government and outside agencies, and serve as representatives of the division or department in meetings involving administrative systems, policies or procedures; and perform related duties as required.

Distinguishing Features:

Distinctions between class levels in the management series are based on the program's complexity, sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, decision-making responsibility, level of supervision exercised, nature of positions supervised, and the nature and scope of duties assumed such as hand-on work rather than planning and policy development activities.

Incumbents in this class typically assume division-wide responsibility for multiple functional program areas or complex program areas. This level is differentiated from Manager III by responsibility for complex or multiple functional program areas.

Manager IV is distinguished from Manager III by the latter's responsibility for divisions which provide routine programs and services within a broad functional area. Incumbents in these positions make decisions which typically involve program planning and directing, as well as, organizing new and future resource needs. These decisions directly impact the effective functioning of the division and incumbents develop policies and/or procedures affecting the City infrastructure or the provision and delivery of public services. Inappropriate decisions would negatively affect the health and welfare of a segment of the population or the economic vitality of a segment of City government.

Manager IV is further distinguished from Manager V by the latter's responsibility for divisions of medium/large size performing technically complex functions which are organized into multiple or diverse sections and/or units.

Supervision Exercised:

Managers in this class typically manage mid-level staff or line managers.

Examples of Important and Essential Duties:

1. Plans, monitors, evaluates, and supervises the operation of a division of a city department; coordinates the work of the various subdivisions; advises and consults with section managers; meets with appropriate staff to identify and resolve problems or conflicts; makes or recommends final decisions regarding policy, operations, and administrative procedures.

2. Develops, implements and maintains procedures, administrative monitoring practices and controls in order to obtain smooth and effective operation of a division; coordinates work activities of one division with other divisions within the department to prevent delays in required actions or to improve programs or services; assists in the identification, development and implementation of departmental goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.

3. Receives and analyzes division and departmental reports; directs the preparation of monthly and annual reports; directs the gathering and analysis of information and reports necessary to document and evaluate processes.

4. Monitors the work of and coaches subordinates to improve performance.

5. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; adjusts plans and programs to meet emerging or new programs, while continuing to address major departmental priorities.

6. Monitors and evaluates the effectiveness and efficiency of the division's service delivery system, organizational structure, staffing levels, financial systems, and other internal operations; identifies and recommends alternative approaches or improvements; implements revisions, adjustments and changes.

7. May serve as liaison for the Department with a variety of other City/County staff, policy-making officials, and officials of outside agencies; explains and justifies Departmental or administrative procedures, policies, or programs; negotiates and resolves difficult and complex issues and problems.

8. May plan, develop, implement or direct major or complex projects or programs which span a number of the department's established sections or divisions; directs the research of complex, highly technical issues; analyzes alternative solutions or approaches; recommends most effective course of action.

9. Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives. Oversees and administers division budget; directs and monitors expenditures in accordance with the approved budget; directs the preparation and maintenance of a wide variety of statistical, fiscal, and operational reports and studies; and provides executive management with an early warning and practical options to potential cost overruns.

Job Related and Essential Qualifications:

Knowledge of: Federal, State, and local rules and regulations pertaining to assigned division, project, or program; principles and practices of management, administration, budgeting, training and personnel management.

Ability to: manage, supervise, train, and coordinate complex functional areas of responsibility and groups of employees; identify, analyze and report upon activities, issues, and problems and recommend appropriate solutions; establish and maintain effective working relationships with departmental staff, representatives of other agencies and the public; present facts clearly and concisely orally and in writing; and make group presentations.

Special Requirements:

Special Qualifications including specialized knowledge, abilities, education, experience, or license may be established for individual positions.

Effective Date: 6/19/01

Retitled & Amended Date: 6/7/02

Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent job analysis conducted for this exam.

Standard information

Disaster service work

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.

Sources: San Francisco Open Data Portal: Compensation plan table