Career Opportunity

DIVERSITY, EQUITY, AND INCLUSION MANAGER, 0922, JUV

Recruitment: RTF0124201-01125934

Published: August 27, 2022

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

About:

Are you passionate about Diversity, Equity, and Inclusion? Are you a dedicated professional who wants to maximize their impact in transforming both the workplace and the justice system through a Racial Equity lens? If so, we encourage you to take advantage of this unique opportunity to join a team that is majority BIPOC (Black, Indigenous, and People of Color) who serve majority BIPOC youth and families. We are devoted to re-imagining the Juvenile Justice system by centering the voices, experiences, and well-being of young people and their families. The San Francisco Juvenile Probation Department is committed to racial equity and focused on ensuring community safety through dignity, respect, and accountability, both in our interactions with the community and across our diverse workforce. In order to effectively advance racial equity in the justice system, we must advance it within our internal operations.  Click here to read more about the San Francisco Juvenile Probation Department (JPD). 

Statements on Racial Equity

Juvenile Probation finds itself at two vital crossroads related to racial equity: the intersection of racial equity and the justice system, and the importance of addressing persistent inequities both within the justice system and within a department that is itself largely BIPOC.  

The enduring racial and ethnic disparities in our juvenile justice system provide stark evidence of the individual, interpersonal, institutional, and systemic racism that has underpinned our public systems since their inception. San Francisco is engaged in unprecedented efforts to re-imagine our approach to youth justice. City leadership has committed to broad system change, including the transition of the current Juvenile Hall to a more homelike setting, and fundamental shifts in the ways that we supervise and support system-involved young people.  JPD is committed to this process, and to a transformed approach that can improve the lives of BIPOC youths, families, and communities.

At the same time as we look outward to address racial inequities, JPD is taking a hard look inward. We are working to address longstanding concerns about how we hire, promote, and discipline. We are committed to creating a culture of belonging, inclusion, and well-being in the department. Ultimately, we are committed to a vision of probation in which our youth and families see the department as reflective of them, and working for them and with them. 

JPD Equity Centered Goals

• Reimagine how the City addresses juvenile delinquency, from referral through reentry, in collaboration with the community and our system partners, emphasizing research and evidence-based practices, and sustainably addressing pervasive racial disparities throughout the system. 
• Advance a Whole Family Engagement strategy that places racial equity at its center to ensure that all youth have equal access to successful outcomes, and that advances youth-and family-centered case plans and goal development, with the supports and resources necessary to help justice-involved youth thrive. 
• Bolster equitable leadership development opportunities for BIPOC staff; implement change that meaningfully improves the workplace experience of BIPOC staff; enact our organizational belief of redemption and helping people to succeed.

Role description

The Diversity, Equity and Inclusion Manager will report directly to the Human Resources Director and receive input from the Chief Probation Officer as a member of the department's Senior Leadership team. This position is responsible for advancing diversity, equity and inclusion initiatives at the Juvenile Probation Department in coordination with internal and external stakeholders.

Essential Responsibilities Include:

Strategic Planning and Vision: Collaboratively identifies, develops, implements, measures and prioritizes departmental strategic plan initiatives to promote diversity, equity and inclusion across the Department in partnership with the Executive and Senior Leadership teams; Ensures that JPD's long-term and near-term strategic goals are fully reflective of and inspired by an equity lens; Monitors the department's execution of strategies towards diversity, equity and inclusion goals.

Program/Project Implementation: Collaboratively identifies, develops, implements, measures and prioritizes equity related departmental programs/projects (e.g., JPD's Racial Equity Action Plan); Performs systematic changes to existing department processes and practices to include diversity, equity and inclusion goals; Researches diversity, equity and inclusion best practices in the workplace and in the justice system necessary to recommend relevant changes to existing department programs/projects.

Leadership and Staff Development: Leads the execution of the department’s Racial Equity Action Plan and functions as primary liaison with other City departments including Office of Racial Equity; Supports existing department staff to advance workplace equity in collaboration with Human Resources Leadership; Researches, recommends and implements department-wide training and development opportunities to promote diversity, equity and inclusion.

Data & Assessment: Identifies and develops key performance indicators and metrics for programs and projects in collaboration with other departmental divisions necessary to track the progress of diversity, equity and inclusion goals; Prepares reports and makes recommendations to internal stakeholders (e.g., Executive Leadership team, Senior Leadership, Juvenile Probation Commission, Racial Equity Leaders and departmental staff) on the progress of diversity, equity and inclusion goals.

Community Relations: Assists as a subject matter expert on public policy issues related to equity; Assists with communication and engagement with marginalized/underrepresented communities to create meaningful changes congruent with the department’s strategic goals.

How to qualify

Education:

1) Possession of a baccalaureate degree from an accredited college or university; AND

Experience:

2) Three (3) years of professional-level experience in human resources with an emphasis on diversity, equity, and inclusion or professional-level experience developing and implementing workplace diversity, equity, and inclusion policies and/or programs.

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 units/forty-five (45) quarter units.

Experience Substitution: Possession of a Juris Doctorate (J.D.) or Master’s degree may substitute for one (1) year of the required professional experience.

What else should I know?

Desired Qualifications

The ideal Diversity, Equity, and Inclusion Manager will be:

• An inspiring, courageous, and innovative leader with outstanding people skills, including the ability to collaborate with individuals representing diverse cultural backgrounds with an upbeat, positive attitude
• Experienced in managing large-scale DEI initiatives through building trusted relationships and facilitating difficult and sensitive conversations  
• Experienced and or knowledgeable about justice system history and dynamics, particularly with regard to juvenile justice. 
• A dynamic team player who also thrives on setting goals and progressing projects independently
• Able to listen well and use written and verbal communication skills to leverage data to tell an engaging story
• Effective at counseling and providing guidance to a wide range of stakeholders using research, data, best practices, and employee feedback
• Able to dive into the details, analyze and evaluate facts, or see the bigger picture to draw fair conclusions and make sound decisions

Salary and Benefits

The normal annual salary range is $116,116 to $148,252.  Depending on experience, compensation may be above the normal annual salary range listed above.  The City offers robust health, retirement and other benefits.  For more information please visit: https://sfdhr.org/benefits-overview. 

Applicants with a higher education background or other credentials, including a license to practice law in California, may be considered for this position or a similar position to perform the functions of the Diversity, Equity, Inclusion Manager position.

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

• Information About The Hiring Process
• Conviction History
• Equal Employment Opportunity 
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.

Application Opening: August 26, 2022

Application Deadline: 11:59pm, September 25, 2022

                                                                   SELECTION PROCEDURES

Minimum Qualifications Supplemental Questionnaire (MQSQ): Weight - Qualifying
Candidates will be sent an MQSQ via email as part of the employment application. Applicants will be required to respond to the MQSQ in the time frame indicated, and submit their answers as directed. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQs) for this position.  The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Supplemental Questionnaire Evaluation - 100%

Candidates who have been evaluated as meeting the minimum qualifications will be invited to participate in a written examination designed to measure the knowledge, skills and abilities in job-related areas as described in this announcement. Candidates must achieve a passing score on the written examination to be ranked on the eligible list. 

Timeline: 
Supplemental Questionnaire Exam – September/October 2022

Eligibility List Established – October 2022 

Departmental Interviews – Early November 2022

Eligible List/Score Report: 
The duration of the eligible list resulting from this examination process will be of twelve (12) 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. 

Question: If you have any questions regarding this job, please contact Joanna Luong at Joanna.Luong@sfgov.org.

All your information will be kept confidential according to EEO guidelines.

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.