Career Opportunity

Assistant Director of Learning and Development (0931) - Department of Human Resources

Recruitment: RTF0135060-01126520

Published: May 01, 2023

Apply using SmartRecruiters, the City and County of San Francisco's application portal.

About:

• Application Opening: May 2, 2023
• Application Deadline: May 16, 2023
• Compensation: $141,492 - $180,622 Annually (Range A)
• Recruitment ID: RTF0135060-01126520

The Workforce Development Division aims to support talented, diverse individuals to join, stay, and grow in the City and County of San Francisco’s workforce. We strive to ensure employment is attainable and accessible to jobseekers reflecting diverse backgrounds and experiences. We engage with the community to promote City employment, and help community members learn how to apply for City jobs. We run apprenticeship programs, fellowship programs, and other programs that provide jobseekers with multiple pathways into City employment. Once individuals join the City workforce, we offer training opportunities that support their professional growth. We provide career development programs to help employees advance their careers. In collaboration with multiple City departments, we lead organizational development efforts to foster diversity, equity, inclusion, and belonging within the City workforce, and create workplaces where all employees can thrive in their work of delivering excellent public services to the people of San Francisco.

Role description

The 0931 Learning and Organizational Development (L&OD) Manager will play a key management role within the Department of Human Resources’ Workforce Development Division. The L&OD Manager will lead a large work unit consisting of at least six 1232 Learning and Development Partners, two 1230 Instructional Designers, and an 1822 Learning and Development analyst. The L&OD Manager will lead citywide efforts to support employee growth and development, foster equitable and supportive management practices, facilitate foundational racial equity learning, and promote positive, equitable workplace culture. The L&OD Manager will partner with multiple City departments to identify and address workforce training and organizational development needs. Under the direction of the Workforce Development Director, the L&OD Manager will be a member of the Workforce Development Division’s Management team, and will collaborate with other managers to advance the division’s goals and initiatives, including diversity, equity, inclusion and belonging initiatives, and efforts to support career development and advancement for City employees.

Key duties and responsibilities for the Learning and Organizational Development Director include, but is not limited to, the following: 

Staff Supervision and Development:

• Supervise training officers, instructional designers, administrative support staff, and supervisory/lead staff,  which includes, but is not limited to:  planning, organizing, assigning, reviewing, and evaluating work of staff; training, developing and coaching staff in their professional development and their duties; and observing and evaluating the performance of staff and contractors.
• Develop and refine staffing structure for the Learning and Organizational Development work unit to achieve division and department goals; develop job descriptions and lead recruitment and selection processes to fill journey-level, administrative support, and supervisory positions within the unit.

Citywide Training Programs:

• Lead training team on the development and management of citywide training initiatives, supervisory/management training programs, leadership development programs, and other large scale  professional development opportunities for City employees; develop professional development programs based on workforce data analysis, consultation with managers and leaders, and needs assessments conducted in partnership with City department partners; ensure that the personnel (staff or contractors), resources, and funding are available for implementation.
• Develop citywide  framework for ongoing professional development of supervisors, managers, and leaders based on competency models, research, and industry best practices, in collaboration with learning and development partners across City departments and labor partners.
• Conduct a variety of training and development programs for executive leadership teams and other department teams that includes, but not limited to, making presentations, facilitating group discussions, and leading and monitoring group activities; provide coaching and consultation to management on a variety of issues, including the application of training to the job.
• Manage development and implementation of citywide New Employee Orientation in compliance with state law and bargaining agreements, and in collaboration with City departments and labor partners.
• Collaborate with other division managers on development and implementation of career pipeline and career pathway programs, and career development programs that support educational attainment and career advancement of City employees.
• Evaluate effectiveness of training programs; establish and maintain a data-driven continuous improvement process, analyzing data to determine impact and refine professional development plans. Write and present reports on learning and development initiatives and outcomes.
• Evaluate training-related procedures; identify and analyze any problems or issues; establish, document and implement new training-related procedures; develop and update standard operating procedures.

City Department Partnerships:

• Develop client relationships with City department partners, and performance agreements that are consistent with the client’s needs, the organizational culture, the practitioner’s ability to perform, and the ethical standards of the human resources development professional.
• Assesses individual, team, and organizational learning needs by consulting with department directors, managers, and departmental personnel officers, analyzing information obtained from assessment tools, interviews, reports, complaints, other documents and/or consultations with other agencies or groups.

• Serve as subject matter expert on learning and organizational development; consult with department leaders on development and implementation of policies, directives, and bargaining agreements focused on workforce development, workplace culture, supervision and management, and employee career development and advancement.

Diversity, Equity, Inclusion and Belonging (DEIB):

• Partner with DEIB leaders within the department and City to develop and advance citywide goals around diversity, equity, inclusion, and belonging (DEIB). Lead development and implementation of equity-focused trainings and training programs to foster equitable management practices.
• Consult with managers and leaders at multiple City departments on organizational development projects that strengthen workplace culture, improve team dynamics, and increase workplace engagement and satisfaction of diverse employees.

Instructional Design:

• Provide guidance and direction to the Instructional Design team on the development of e-learning training modules that effectively scale learning on City policies, procedures, and priorities across the entire workforce. Work with stakeholders, executive sponsors, and subject matter experts to determine e-learning training topics and develop content. Evaluate and improve the effectiveness of learning modules.
• In partnership with the Controller’s Office, scale the use of the learning management system to disseminate multiple elearning training requirements to all City departments and employees; evaluate learning management system requirements and collaborate on efforts to improve system functionality, and/or identify and secure a viable alternative learning management system for the City. 

Budget and Work Orders:

• Participate in budget development process and provide justifications for the costs of specific training programs to assist management personnel on fiscal and program decisions. Monitor work order budgets from multiple departments and develop training budgets in collaboration with Finance teams. Work with Chief Financial Officer to ensure cost recovery of training services. Work with analysts to develop and present budget reports summarizing service delivery and cost recovery. Anticipate future resource needs, and strategize on revenue generation and resource development.
• Manage vendor relationships; coordinate training contracts and work with private consultants to implement and deliver major, specialized instructional programs not available through in-house trainers. Ensure adherence to proper procedures for vendor purchase orders and payments.
• Partner with the Finance Team on Request for Proposal processes to establish vendor contracts.

How to qualify

• Possession of a baccalaureate degree from an accredited college or university

and

• Five (5) years of professional experience in designing, organizing and conducting employee training programs, with at least three (3) years of experience supervising professional staff.

Education Substitution:  Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years). One (1) year is equivalent to thirty (30) semester or forty-five (45) quarter units.

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. 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.

What else should I know?

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

1. Minimum Qualification Supplemental Questionnaire (MQSQ) - Candidates will be required to complete an MQSQ as part of the employment application. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

2. Supplemental Questionnaire Exam (weighted 100%) - Candidates who meet the qualifications of the position will be required to complete the Supplemental Questionnaire Exam as a part of the selection process. The Supplemental Questionnaire is designed to measure the knowledge, skills and abilities required for the position. Responses to the questionnaire will be reviewed and rated by a panel of subject matter experts and is subject to verification.

A passing score on the Supplemental Questionnaire must be achieved in order to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Eligible List - 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.

Certification - The certification rule for the eligible list resulting from this examination will be Rule of the List.

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 https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/.

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.

Additional Information Regarding Employment with the City and County of San Francisco

• Information About The Hiring Process
• Position Based Testing Information
• 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

How to Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ 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 analyst, Gary Chen at gary.w.chen@sfgov.org.

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.