ABOUT THE SFPUC’S EXTERNAL AFFAIRS BUREAU

Under the leadership of the Assistant General Manager, the External Affairs Bureau is responsible for disseminating the policies and programs of our agency to stakeholder groups including our commissioners, elected officials, the media, businesses, community organizations, residents, and employees. We advocate on behalf of the agency by conveying the core messages of the agency clearly and engaging through a timely and transparent process. Our goal is to improve awareness and understanding of the agency’s mission, build long-term partnerships, and strengthen the common identity of our employees.

External Affairs is supported by and organized into the following major divisions:

• Community Benefits (CB)
• Communications (COMM)
• Policy and Government Affairs (PGA)
• Strategy, Planning, and Innovation (SPI)

ROLE DESCRIPTION:

Reporting to the Assistant General Manager for External Affairs (EA), the Principal Administrative Analyst, Special Projects is responsible for managing and supporting high-priority projects and initiatives, including providing day-to-day direction and the facilitation and support for executive decision-making. The Analyst will support the execution of a broad and complex set of assignments and the coordination of high-profile projects with direct impact on core operations and processes. The Analyst will advance the implementation – from planning to executing – of EA’s strategic initiatives and special projects by driving the timely and accurate completion of such projects and initiatives. Projects have included the analysis and implementation of programs supporting low-income customers including California Water and Wastewater Arrearage Payment Program; Customer Affordability and Arrearage Management Pilot Program; Water, Power, Sewer as a Human Right; and Racial Equity.

The role is responsible for:

• Day-to-day direction and project management of high-priority strategic initiatives and special projects for EA and the SFPUC
• Disseminating executive direction to divisions related to EA strategic initiatives, operations, and systems, and coordinating closely with EA’s leadership on implementation
• Project management of EA leadership coordination and communications
• Management of complex analyses regarding EA-wide operations and systems and in support of EA divisions, including the areas of budget and finance, data systems, procurement and contracting

Essential duties of this position include, but are not limited to, the following:

• Direct and manage high-priority strategic initiatives and projects
• Develop, define, and execute robust project management processes
• Confer and consult with EA leadership to make recommendations on special projects and initiatives
• Oversee complex projects and provide a high level of decision-making and guidance as it relates to cross-functional work that reaches across EA divisions and SFPUC bureaus and enterprises
• Conduct analysis of highly complex and sensitive policy, internal procedures, and regulations, and provide strategic guidance related to implementation and process improvements
• Manage evaluation and assessment of EA-wide operations and systems to identify gaps or opportunities and make recommendations
• Lead and facilitate high-level communications and decision-making processes in support of the identified strategic initiatives
• Manage complex analyses regarding EA-wide operations and systems and in support of EA divisions, including the areas of budget and finance, data systems, procurement and contracting
• Coordinate complex financial or operational activities in support of EA leadership
• Proactively identify potential problems, risks, or impediments, and problem-solves accordingly
• Coordinate strategic initiatives and communications with other key SFPUC stakeholders including executive leadership
• Oversee the coordination of leadership meetings and planning retreats, including the tracking of tasks and workplans, setting regular meeting agendas in consultation with EA leadership, and regular meeting facilitation
• Prepare presentations and talking points for executives related to high-priority initiatives
• Perform other duties as required

Nature of Work: May be required to work nights and/or weekends

MINIMUM QUALIFICATIONS:

Education: Possession of a baccalaureate degree from an accredited college or university, and

Experience: Five (5) years full-time equivalent experience performing professional-level analytical work. Qualifying professional-level analytical work includes analysis, development, administration, and reporting in major programs and functions of an organization in the areas of budgets, contracts, grants, policy, or other functional areas related to the duties of positions in the 182X Class series.

Substitution: Possession of a graduate degree (Master’s degree or higher) from an accredited college or university with major coursework 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 the Class series may be substituted for one (1) year of required experience.

Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of 2 years). Thirty (30) semester units or forty-five (45) quarter units equal one year.

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

DESIRABLE QUALIFICATIONS:

The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring:

• Strong and effective oral and written communications
• Experience in developing and maintaining strategic partnerships with stakeholders of all levels, internal and external
• Experience with project management frameworks, methodologies, and technologies (i.e., Lean, Six Sigma)
• Experience in the development and analyses of quantifiable indicators of performance
• Experience with data management and tools (i.e., PowerBI, Tableau, Excel, Salesforce)
• Experience supervising staff and/or consultants
• Experience with contracting process in government
• Proficiency in Microsoft Office 365 applications (i.e., Word, PowerPoint, Teams, Outlook, Excel, SharePoint) and basic computing (i.e., Windows environment)

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.

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.

Selection Procedure:

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

Minimum Qualification Supplemental Questionnaire (MQSQ): Candidates will be required to complete a 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.

Written Multiple-Choice Examination – Weight: 40%

Candidates will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include but not be limited to:

• Ability to evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis.
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas).
• Ability to use various computer software programs.

Supervisory Test Battery – Weight: 60%

Candidates who attain a minimum passing score on the written examination component will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal Skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: 11676-Supervisory-Test-Battery.pdf (sfdhr.org)

The above test components are considered standardized and, therefore, test questions and answers are not available for public inspection or review.

Candidates may receive two or more scores in association with the above selection components. One or more will correspond to the core component of the multiple-choice exam component (i.e., core examination and/or specialty subtest). Those candidates who participate in the Supervisory Test Battery will attain an additional score. Any scores attained on each of these components will be valid and “banked” for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take any test components for which you have already attained a score. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components (i.e., core exam, specialty subtest and/or Supervisory Test Battery), your score(s) for the corresponding test component(s) will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the test component(s). Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the test component (core, specialty subtest or Supervisory Test Battery) is used. Please note that, should you re-test, your retest score would become your official score since it is the most recent.

Certification: The certification rule for the eligible list resulting from this examination will be Rule of Three (3). Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Eligible List/Score Report: 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 of twelve (12) months, and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see the city’s Position Counts by Job Codes and Departments.”

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
• 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