Career Opportunity

Racial & Social Equity (RSE) Plan Manager (0923 Manager II)

Recruitment: RTF0135848-01131898

Published: June 29, 2023

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

About:

The San Francisco Planning Department is recruiting for one (1) Permanent Exempt (PEX) Racial & Social Equity Plan Manager position in our Community Equity Division.

Specific information regarding this recruitment process are listed below:

• Application Opening:  June 13, 2023
• Application Deadline:  July 12, 2023, 11:59 PM PST
• Recruitment ID:  RTF0135848-01131898
• Analyst:  Michael Eng

Appointment Type
This Permanent Exempt (PEX) position is excluded by the Charter from the competitive Civil Service Examination process and shall serve at the discretion of the Appointing Officer.

Note:  This position is currently being filled as PEX, but the intent of the Planning Department to fill this position as Permanent in the near future.  The candidate selected for this PEX position must participate and be successful in a Civil Service Examination process for this classification and be selected through an open competitive process in order to be considered for a Permanent appointment.

Compensation and Benefits
The normal annual salary Range A is $131,248 to $167,492. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range.

In addition, the City and County of San Francisco (City) offers comprehensive benefit programs that include:

• Medical, Vision, Dental, and Life insurance
• Long-term disability plan; Flexible Spending Accounts
• Pension Plan; Retiree Healthcare; Deferred Compensation Program
• Paid Management Training Program; Wellness Program
• Paid Vacation, Holidays, Sick Leave; Management Leave
• Additional information about the City’s Management Benefits.

The Department
The San Francisco Planning Department (CPC) plays a central role in guiding the growth and development in our City. The Department works with other City agencies and the community to help achieve great planning for a great city.   

Our Mission
The mission of the San Francisco Planning Department, under the direction of the Planning Commission, shapes the future of San Francisco and the region by: generating an extraordinary vision for the General Plan and in neighborhood plans; fostering exemplary design through planning controls; improving our surroundings through environmental analysis; preserving our unique heritage; encouraging a broad range of housing and a diverse job base; and enforcing the Planning Code. 

Our Racial and Social Equity Vision 
The Department’s racial and social equity vision is:  

The SF Planning Department envisions an inclusive neighborhoods that provide all with the opportunity to lead fulfilling, meaningful, and healthy lives. We envision a city where public life and public spaces reflect the past, present, and future of San Franciscans. We envision a city where a person’s race does not determine their lives’ prospects and success. 

We envision an inclusive Planning Department and Commissions that represent and engage the communities we serve. We envision a department that proactively infuses racial and social equity in both internal operations and external Planning work. Together, we are reimagining what the Planning field is and can be – inclusive, diverse and one that centers racial and social equity both as a practice and as an indicator of success. 

To achieve this broader city vision, we must do our part and address racial and social equity within the Planning Department’s policies and practices.

Role description

Role Description
The Racial & Social Equity (RSE) Plan Manager will lead and organize the Planning Department’s development and implementation of the mandated Racial & Social Equity Action Plan.  The Manager play a central role in the Community Equity Division and organizational change toward equity of the Planning Department. 

This position is created in response to Mayor Breed’s efforts to address racial inequities, the Planning Commission Equity Resolution (June 2020), and the legislation that created the Office of Racial Equity.  The Department’s RSE work is led under the guidance of the Office of Racial Equity. 

Many communities of color and low-income communities are struggling with basic health challenges, food access, rent payments and job access.  These challenges constrain these communities’ availability to participate in the development of policies and strategies, which will impact their future neighborhoods and access to resources.  This is compounded by the traditional planning technical language, which has not been accessible to many of our communities.  The RSE Plan manager will be responsible for identifying and supporting the development of effective equity strategies with the American Indian community, Black community, other communities of color, and other historically marginalized communities to ensure that these communities inform the Planning Department’s plans, policies, and strategies.  The manager will build upon existing efforts across City agencies.

The Racial & Social Equity (RSE) Plan Manager would be initially for three years to lead two major efforts: 

1. Support the next phase of organization change management and establishment of equity infrastructure at the Department, building on our foundational work of the last five years
2. Continue to substantially further implement the Phase 1 of the Racial & Social Equity Plan (internal Planning Department organization)
3. Complete Phase 2 of the Racial & Social Equity Plan (Planning Department’s services, plans and policies)

Responsibilities 
The Racial & Social Equity Plan Manager is a key position for the Department and will be a leader, advisor, and advocate, focused on infusing diversity, equity and belonging into all Department programs, processes and activities.

The manager will develop, recommend, and drive approved strategies, programs, and actions for the Department’s Equity commitments, structure, culture, and practice, working in collaboration with the Executive team, Racial & Social Equity Steering Committee, employees, and community.  Building off the Racial Equity Framework developed by the City’s Office of Racial Equity and the Department’s Racial & Social Equity Action Plan (“RSEAP”), this person serves as an organizational leader to build consensus around the principle that equity requires ongoing self-awareness, self-reflection, and learning, and intentional and active engagement and participation from all employees. 

The RSE Plan Manager must be inspiring, collaborative, courageous, and a leader with outstanding people and management skills, cultural competence, and experience building trusted relationships and facilitating difficult and sensitive discussions.  This person needs to be a team player, with experience dealing with a wide variety of different stakeholders and can both dive into the details and see the bigger picture.  The RSE Plan Manager will be someone who thrives on setting goals, demonstrating progress, and moving things forward independently and within a collaborative team, and someone who will root recommendations in research, data, best practices, and employee feedback.

The Manager will report to the Community Equity Division Director and be responsible for managing a team with three staff dedicated to advancing anti-racism, diversity, equity and belonging initiatives at San Planning in coordination with internal and external stakeholders. The essential responsibilities of the position include the following:

Strategic Planning and Vision: In partnership with the Executive Team, the Racial & Social Equity Steering Committee, staff and community members, and under the guidance of the Community Equity Director/Officer collaboratively leads processes to identify, develop, implement, measure and prioritize departmental strategic plan initiatives to integrate and embed diversity, equity and belonging as well as address structural racism in all department decisions, programs, policies, and procedures; Ensures that the Planning Department’s long-term and near-term strategic goals are fully reflective of our equity goals and mandates; Monitors the department's execution of strategies towards diversity, equity and belonging goals; advices the Community Equity Director and Director on the growth and direction of the Department’s organizational change and change management processes toward a fully inclusive, anti-racist, multi-cultural institution.

Program/Project/Process Implementation: Collaboratively identifies, develops, implements, measures and prioritizes equity related departmental programs/projects (e.g., Racial Equity Action Plan, process improvements), and systemic changes to existing department programs/projects to embed diversity, equity and belonging goals; Researches diversity, equity and belonging best practices, particularly in areas related to Planning, necessary to recommend relevant changes to existing department programs/projects; Reviews policies, structures, and practices, assess and analyze the extent to which they support or hinder the Department’s Equity priorities, and recommend changes that will embed an equity lens and enhance office culture for a positive, respectful, anti-racist, anti-biased, identity-affirming work environment.

Data & Assessment: Identifies, develops and ensures key performance indicators and ongoing metrics evaluation for programs, processes and projects in collaboration with other departmental divisions (e.g., Administration & Finance, Citywide Policy & Planning, Environmental Planning) necessary to track the progress of diversity, equity and belonging goals; Uses qualitative and quantitative data and incorporates emerging trends and best practices to drive decision-making; Prepares reports and makes recommendations to internal and external stakeholders (e.g., Executive team and staff, Office of Racial Equity) on the progress of the Racial & Social Equity Action Plan and goals.

Community Relations & Departmental Racial Equity Liaison: Collaborates with the Community Engagement Manager and others as a subject matter expert on equity policy and advice; Collaborates with the Community Engagement Team and other staff on cultivating relationships with marginalized / underrepresented communities to create meaningful changes congruent with the department’s strategic equity goals. Functions as primary liaison for the Department with other City departments and the Office of Racial Equity and at City interdepartmental / agency task forces, teams, and working groups that build effective partnerships, engage in initiatives, and engage with racial equity leaders across the City to support and achieve broad community equity efforts.

Leadership and Staff Development and Support: Oversees a team of three staff dedicated to promoting and advancing diversity, equity and belonging in the department, and supports other department staff leading implementation actions; leads the development and execution of the department’s Racial Equity Action Plan; Supports existing department staff with resources to advance workplace equity in collaboration with Human Resources and Senior and department Managers; Researches, recommends and implements department-wide trainings and development opportunities to promote diversity, equity, belonging and inclusive leadership; Serves as a subject matter expert and resource within the office.

How to qualify

Minimum Qualifications

1. Possession of an Bachelor's Degree from an accredited college or university in communications, public policy, social or ethnic studies, or a closely related field;
   AND
2. Three (3) years of professional experience in the field of racial and gender equity, diversity, and belonging, Social Justice, equal employment opportunity, and/or racial/equity policy development.

Substitution: 

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

Desirable Qualifications
The stated desirable qualifications listed below may be used to identify job finalists at the end of the selection process after candidates are referred for selection.

• Experienced supervising staff (2 years), familiar with equitable employee development, anti-racist performance reviews, culturally competent and trauma-informed supervision and feedback, and staff mentorship.
• Experience (3+ years) leading effective, multi-year equity program / project / strategies development and implementation, including full life cycle plans in areas of diversity, social justice, racial equity and belonging.
• Experience (3+ years) with institutional change and organizational management for organizations striving to become more equitable, diverse and anti-racist; government experience and familiarity with California’s Proposition 209 a plus.
• Experience (3+ years) conducting diversity, equity, belonging and anti-racism training and best practice research, analytics, developing metrics and using data as the foundation for decision-making, program/project implementation, and driving impact and results.
• Experience (3+ years) partnering, collaborating, engaging facilitating and/or working with diverse internal and external groups with ease and cultural competence, particularly in American Indian, Black, other communities of color, other historically marginalized communities, and multicultural communities with diverse interests. Familiarity with San Francisco’s communities a plus.
• Experience (3+ years) managing multiple, concurrent and complex equity projects and driving them to completion within budget and time constraints using advanced project/program management skills and tools, including demonstrated strong organizational skills under demanding timeframes.
• Demonstrated attention to detail, sound judgment and ability to work independently and collaboratively and a solutions-focused individual.
• Excellent listener and communicator (oral, presentation, and written), strong facilitator, and ability to facilitate courageous conversations and effectively convey and present complex information clearly and meaningfully to diverse audiences, Commissions and city officials.
• Advanced analytical/problem-solving skills.
• Strong political acumen, emotional intelligence, relationship-building, trauma-informed and people-skills, including the ability to engage and motivate employees of all levels to action, display empathy and trust, collaboration, participation, and partnership on equity efforts and shared goals; ability to work in remote and in-person settings with cross-functional and cross-cultural teams.
• Knowledge of relevant Federal, State, and local laws, regulatory codes and ordinances including employment/HR laws, public sector civil service rules, policies, and procedures as well as familiarity with planning/land use concepts.
• Knowledge of racial and social equity social justice principles, practices, and theories, as well as AA/EEO, Title IX, and civil rights laws.

Applicants must meet the minimum qualifications requirement by the final filing date unless otherwise noted.

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 http://sfdhr.org/index.aspx?page=456

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?

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

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

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

How to Apply:

To be considered, please submit a SmartRecruiters application and attach to your application:

• An updated resume
• A cover letter

Applications for City and County of San Francisco jobs are only accepted through an online process.

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.

Questions:  If you have any questions regarding this recruitment or application process, please contact the exam analyst, Michael Eng, by telephone at 628-652-7522, or by email at Michael.Eng@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.