0955-Deputy Director V

Deputy Director V

Job classification

Current compensation plan

Effective: Jan 06, 2024

Job description

CITY AND COUNTY OF SAN FRANCISCO

DEPARTMENT OF HUMAN RESOURCES

0951 DEPUTY DIRECTOR I

0952 DEPUTY DIRECTOR II

0953 DEPUTY DIRECTOR III

0954 DEPUTY DIRECTOR IV

0955 DEPUTY DIRECTOR V

Definition:

Under policy direction, plans, develops and implements all functions and activities of a division/bureau based on effective responsiveness to the public and/or other client needs; develops and implements policies, goals and objectives, and ensures the enforcement of all applicable laws, ordinances and regulations; and prepares and presents reports to Department Head and Commissions/Boards on activities, issues and needs of the division/bureau; and performs related duties as required.

Distinguishing Features:

Reporting to the Department Head, Deputy Directors function at the highest level of department management and are responsible for all functions and activities of a major division or area. Positions in this class are exempt from Civil Service appointment (Charter Section 10.104); appointment to Deputy Director positions are made by the department head and appointees serve at their discretion.

Positions in this class provide executive direction for highly specialized professional functions within departments. Incumbents in these positions make decisions critically impacting diverse functions of the division/bureau; manage organizational changes; and provide direction to Division Managers responsible for major program areas.

Deputy Directors within a single department may be allocated at different classification levels depending on scope and complexity of functions managed. Distinctions between class levels in the Deputy Director job codes are based on the program's complexity and size, organizational impact, 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.

Classification Levels:

0951 This class level has the responsibility for the direction of a division in the smallest City Department (guide: less than 60 employees).

0952 This class level has the responsibility for the direction of a division in a small City Department (guide: 60-175 employees).

0953 This class level has responsibility for the direction of a division/bureau in a medium-sized City Department (guide: 175-800 employees) typically managing citywide functions or services.

0954 This class level has responsibility for the direction of a major division/bureau in a large City Department (guide: 800-2000 employees) or for the direction of a central agency directing citywide functions. These major divisions/bureaus typically support broad and complex service structures.

0955 This class level has responsibility for the direction of a major division/bureau of one of the largest City Departments (guide: over 2000 employees) and typically support broad and complex service structures.

Examples of Important Duties and Responsibilities:

1. Directs the development and implementation of timely division/bureau goals, policies, and strategic plans; manages the allocation of resources and service levels to meet client needs.

2. Oversees the operation of division/bureau functions, activities and programs; sets objectives and monitors the performance of subordinate staff engaged in defined activities.

3. Monitors the organizational structure, staff assignments, service levels and administrative systems required to accomplish a department's mission and objectives in an effective and efficient manner; directs the identification and analysis of opportunities for service enhancements.

4. Consults with the Mayor/Mayor's staff regarding the activities of the functional area assigned and coordinates with other City departments in addressing service needs; may represent the Department before or provide information to commissions, boards, committees and representatives from federal, state and local agencies, organizations, and the media.

5. Directs the development and implementation of the operational budget; monitors expenditures to ensure adherence to the approved budget.

Job Related and Essential Qualifications:

Knowledge of: federal, state, and local rules and regulations pertaining to activities and functions of the specific department; modern management and financial principles and practices; and functional expertise associated with a department's mission.

Ability to: provide strong leadership skills; direct subordinate staff engaged in diverse activities; exercise administrative ingenuity, independent analysis, adaptability and judgement on highly specialized proposals with difficult, complicated choices of action; make recommendations and present them effectively to the Mayor, commissions, boards, committees, other agencies and the public; apply the principles and practices of public administration, financial and personnel management; clearly interpret all applicable laws, ordinances and codes; direct research, survey techniques and statistical methods; communicate effectively with subordinates, other city employees, the general public, members of civic organizations, or other agencies; and provide guidance to managers in a calm, effective manner in crisis situations.

Special Requirements:

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

Effective Date: 6/19/01

Amended Date:

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

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