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Career Opportunity

Diversity, Equity & Inclusion (DEI) Programs Analyst- SFO (1822)

Recruitment: RTF0124873-01152382

Published: August 05, 2022

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Department: San Francisco International Airport
Job class: 1822-Administrative Analyst
Role type: Temporary Exempt What does this mean?
Hours: Full-time
 

About:

This is a Temporary Exempt position and is exempt from Civil Service Commission rules pursuant to the City and County of San Francisco, Charter Section 10.104, and incumbents serve at the discretion of the Appointing Officer.


Application Opening: August 3, 2022
Application Deadline: Interested applicants are encouraged to apply as soon as possible as this announcement may close at any time after 5:00 PM on Tuesday, August 9, 2022.
Compensation: $94,900 - $115,362 Yearly
Recruitment ID: TEX-1822- 124881 (RTF0124873-01152382)

San Francisco International Airport (SFO), an enterprise department of the City & County of San Francisco, has a workforce of approximately 1,700 City employees and strives to be a diverse, equitable, and inclusive employer.

SFO’s mission is to provide an exceptional airport in service to our communities and our core values are Safety and Security, Teamwork, Excellence, and Care. Learn more about careers at SFO.

For more information about SFO, visit www.flysfo.com. Follow us on twitter and Facebook.

Role description

The Airport’s Office of Diversity, Equity, and Inclusion has an exciting opportunity for a temporary exempt 1822 DEI Programs Analyst. Reporting to the Diversity, Equity, and Inclusion Manager, this cross-functional role will play an instrumental part in shaping and scaling SFO’s diversity, equity, and inclusion programs, strategies, and related initiatives. The primary responsibilities of the DEI Programs Analyst are to develop meaningful methods, metrics, and key performance indicators to measure the success of DEI programs and initiatives, especially new racial equity initiatives within the department’s Racial Equity Action Plan (REAP). 

In 2020, the Airport strengthened its commitment to racial equity by developing its first-ever Racial Equity Action Plan (REAP). The Airport’s REAP provides a blueprint for advancing racial equity in all aspects of the department’s work. Both a process and a strategic plan, Phase 1 of the REAP focuses on internal programs, policies, and our workplace culture and includes 23 racial equity objectives and over 100 specific action items assigned to various Airport work sections and divisions. Focus areas addressed within the REAP are 1) hiring and recruitment; 2) retention and promotion; 3) discipline and separation; 4) diverse and equitable leadership and management; 5) mobility and professional development; 6) organizational culture of inclusion and belonging, and 7) boards and commissions.

Essential Duties and Functions:

1.     Developing comprehensive metrics and key performance indicators to track, measure, and evaluate departmental DEI and REAP initiatives.

2.     Performing data analytics, including quantitative, statistical, and comparative analysis to determine patterns and recognize trends, making short-term and long-term recommendations to help close gaps.

3.     Collecting and analyzing a variety of complex information and meaningfully transferring information into metrics for mid-year and annual reports to be presented to leadership.

4.     Translating data into tables, graphs, and charts (including developing creative data visualizations to illustrate key findings); interpreting data results to provide written commentary that articulates pertinent findings.

5.     Developing and creating questionnaires, reports, and presentations.

6.     Partnering with internal stakeholders at varying levels of the department, including Racial Equity Leads and Employee Resource Group (ERG) Leads.

7.     Reviewing and providing recommendations regarding proper controls and procedures to ensure integrity of data findings and results.

8.     Developing action plans and toolkits to support supervisors and managers in their effort to lead with an equity mindset.

9.     Supporting racial equity priorities, including partnering with People, Performance and Development (PPD) to analyze workforce data sets through an intersectional lens, investigating potential structural causes for disparities as an outcome of existing processes. 

10.  Supporting the department in the development of its own strategies to eliminate policies and practices that reinforce differential outcomes by race and other factors.

11.  Enhancing DEI education efforts, including developing workshops, training, tools, and other employee resources to further DEI goals and priorities; building trainings, micro-learnings, and one-sheeters for the team to expand DEI acumen, cultural competencies, DEI best practices, benchmarks, and trends.

12.  Performs other related duties, as needed.

How to qualify

1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university; and one (1) year of full-time equivalent experience performing professional-level analytical work, as described in Note A; OR

2. Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major coursework as described in Note B; OR

3. Possession of a baccalaureate degree from an accredited college or university, and two (2) years of full-time equivalent experience performing professional-level analytical work as described in Note A; OR

4. Possession of a baccalaureate degree from an accredited college or university with major coursework as described in Note B and one (1) year of full-time equivalent experience performing professional-level analytical work as described in Note A;

Notes on Qualifying Experience and Education:

A. Qualifying professional-level analytical experience must be in one or more of the following functional areas: complex budget analysis, development and administration; complex financial/fiscal analysis and reporting; development of complex contracting systems and administration of competitive bid processes and complex contractual agreements; development and evaluation of complex management/administrative policy; complex grant administration and monitoring; complex program evaluation and planning; complex legislative analysis; complex economic analysis; or other functional areas related to the duties of positions in Class 1822, where the primary focus of the job is complex professional-level analysis for evaluation, recommendation, development and implementation of major programs and functions of department/organization. Analytical experience equivalent to the duties of Class 1820 is considered qualifying.

B. Coursework applicable to a baccalaureate or higher degree 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 Class 1822.

SUBSTITUTION: Applicants may substitute up to 2 years of the required education with additional qualifying experience in budget analysis, financial analysis, and reporting, legislative/policy analysis, or contract/grant administration. One year (2000 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.

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.

  • Experience in developing DEI strategies across a multi-faceted organization
  • Excellent analytical skills to understand problems and effectively develop solutions.
  • Experience in designing, coordinating, tracking, and measuring organization DEI initiatives and overall goals.
  • Ability to meet commitments, work independently, accept accountability, and stay focused under pressure.
  • Excellent verbal, written, and interpersonal communication skills. Ability to communicate with stakeholders on all levels of the organization.

 

Transportation Security Administration (TSA) Security Clearance
Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening.  Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination.  Failure to obtain and maintain security clearance may be the basis for termination from employment with the Airport Commission.

Verification: 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 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.

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

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores

What else should I know?

SELECTION PROCEDURES:

The selection process will include the evaluation of applications in relation to minimum requirements. Applicants meeting the minimum qualifications are not guaranteed advancement to the interview. Depending on the number of applicants, the Department may establish and implement additional screening mechanisms to comparatively evaluate the qualifications of candidates. If this becomes necessary, only those applicants whose qualifications most closely meet the needs of the Department will be invited for an interview.

Notes: Applicants who meet the minimum qualifications are not guaranteed advancement through all of the steps in the selection procedure.

Additional Information Regarding Employment 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 https://careers.sf.gov and begin the application process.

• Select the “I’m Interested” button and follow instructions on the screen

Applicants may be contacted by email about this recruitment 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, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Tamara Ranney, by telephone at 650-821-2024, or by email at tamara.ranney@flysfo.com.

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.

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.