Racial Equity Manager (0922)
Job Description
Under the general direction of the City Librarian, the Racial Equity Manager will oversee the implementation and ongoing management of the Library’s Racial Equity Action Plan (REAP) – Phase II, and coordinate public facing programs and services. The position serves as a collaborative member of the Library’s executive leadership team. The Racial Equity Manager will partner with Chiefs of Public Services Divisions to develop and drive forward the key public service initiatives of the organization, and lead efforts to address racial disparities in service delivery of library programs and services. The Racial Equity Manager requires responsibility for interpreting and carrying out assigned duties within the framework of established library policy; making regular contact with the general public, outside organizations, and library personnel in connection with library activities and operations; and maintaining a continued awareness of current reading trends and literature with particular focus on racial equity and social justice.
The essential duties of the position include, but are not limited to: · Provides direction and coordination for dismantling racist systems by assessing and recommending revisions to policies and procedures governing public service delivery; supports and engages personnel in public services divisions to foster antiracist culture for equitable public service delivery; · Manages and leads the development and execution of SFPL’s Racial Equity Action Plan (REAP) – Phase II, with focus on increasing library patronage and improving access amongst communities of color; · Coordinates operational activities and works collaboratively with cross functional working teams to evaluate and implement public services goals; assists development and implementation of operational policies to ensure efficient library service delivery to vulnerable populations and marginalized communities; · Defines key performance indicators by developing metrics for library services and programs, aligned with SFPL’s Racial Equity Action Plan; identifies and analyzes market segmentation of library patrons to assess demographics of library service response in supervisorial districts and/or neighborhoods; · Partners directly with Chief of Community Programs & Partnerships to develop programmatic metrics and assess progress towards Racial Equity Action Plan – Phase II goals and objectives; · Participates in budget development by submitting proposals for public service initiatives; supports Division Chiefs in developing budget proposals that advance racial equity; · Leads and reviews the activities of public services staff related to the library’s racial equity activities; assists subordinate personnel in resolving questions and problems related to the library’s racial equity activities; trains and evaluates the activities of public services staff; and coordinates the work of consultants and contractors working for the Library; · Serves as SFPL’s champion for Racial Equity initiatives to partners, community-based organizations, nonprofits and other City and County of San Francisco departments, including as the Library’s liaison with the Human Rights Commission – Office of Racial Equity; · Serves as a member of the Library’s Racial Equity Committee; identifies opportunities to engage public services staff in activities related to departmental Racial Equity Action Plan (REAP) Phase II goals and objectives; · Supports Public Services Team in development and coordination of community programs to meet community needs; visits and works with various community groups to promote use of and interest in the library; · Participates in diverse hiring panels for front-line managerial and/or supervisory positions; · Provides consistent updates on progress and goals to key stakeholders; prepares reports and delivers presentations on the Library’s Racial Equity Action Plan (REAP) to various entities, including but not limited to, the Library’s leadership team, the Library Commission, San Francisco Office of Racial Equity, the Board of Supervisors, the Council of Neighborhood Libraries, SFPL staff committees and affinity groups; · Participates in professional development and attend professional conferences to stay abreast of equity, diversity & inclusion trends, programs and advancements; · Provides guidance on the maintenance and/or preparation of various related files and records related to racial equity activities; participates in special projects; and performs other duties as assigned.
THE IDEAL CANDIDATE A successful candidate for the Racial Equity Manager position will have experience in leading systems change to advance racial equity efforts at an organizational level. They should demonstrate track record of community engagement in diverse communities, applying racial equity lens to manage public programs and services, and be innovative in addressing and assisting others in understanding institutional barriers to racial equity. The ideal candidate demonstrates to be an excellent communicator with highly developed writing and presentation skills, and possess proven leadership experience collaborating with multiple internal and external stakeholders. The successful candidate will be passionate about advocating the role of public library, and able to foster a culture for equitable public service delivery.
COMPENSATION AND BENEFITS The normal annual salary range is $115,544 to $147,524. 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 which 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.
Qualifications
MINIMUM QUALIFICATIONS: EDUCATION: Possession of a baccalaureate degree from an accredited college or university; AND
EXPERIENCE: Three (3) years of professional experience leading and managing public programs, services, and community engagement activities, with an emphasis on providing equitable access for external clients.
EDUCATION SUBSTITUTION: Additional experience as described above may be substituted for up to two (2) years of the education requirement on a year-for-year basis. One year of experience will be considered equivalent to 30 semester or 45 quarter units of college coursework.
Applicants must meet the minimum qualifications by the final filing date unless otherwise noted.
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. · Possession of a Master's Degree in Library and Information Studies (MLS/MLIS) from a college or university accredited by the American Library Association. · Two (2) years or more of supervisory experience as a professional librarian in leading and managing public library programs and services, and community engagement activities. · Experience in a client service or customer-facing leadership role, enabling organization to build and execute a diversity, equity and inclusion plan to achieve measurable results. · Deep understanding of societal systems of bias, and ability to apply this knowledge to invent, evolve, and improve public service delivery. · Ability to manage multiple concurrent projects, and lead through influence to accomplish organizational goals and objectives. · Excellent written, verbal communication, and interpersonal skills.
Additional Information
THE EXAMINATION PROCESS: SUPERVISORY TEST BATTERY (WEIGHT: 40%) - Applicants who meet the Minimum Qualifications will be invited to participate in a computer-based examination designed to measure competencies in job-related areas. For More information about Supervisory Test, please visit: https:/ sfdhr.org/supervisory-test-battery-information. _Note: A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process. _
TRAINING AND EXPERIENCE SUPPLEMENTAL QUESTIONNAIRE: (WEIGHT: 60%) - Candidates who meet the minimum qualifications and pass the Supervisory Test Battery will be sent a Training and Experience Supplemental Questionnaire. The Training and Experience Supplemental Questionnaire must be completed and submitted by the date specified. Candidates will be evaluated on their relative knowledge, skill and ability levels in job-related areas. _Note: A passing score must be achieved on the Training and Experience Supplemental Questionnaire in order to continue in the selection process. _
CANDIDATES MUST ACHIEVE A PASSING SCORE ON BOTH SUPERVISORY TEST BATTERY AND TRAINING AND EXPERIENCE SUPPLEMENTAL QUESTIONNAIRE IN ORDER TO BE PLACED ON THE ELIGIBLE LIST/SCORE REPORT IN RANK ORDER ACCORDING TO THEIR FINAL SCORES.
Application opening date: TUESDAY, OCTOBER 5, 2021
Application closing date: TUESDAY, OCTOBER 26, 2021
If you have any questions regarding this recruitment or application process, please contact the Human Resources Analyst, Vivian Yeung via email Vivian.Yeung@sfpl.org. 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. More information can be found at: https://sfdhr.org/information-about-hiring-process#verication
DEPARTMENT SELECTION PROCEDURE: San Francisco Public Library may administer additional position-specific selection procedures to make final hiring decision for position in Class 0922 Racial Equity Manager. Only those candidates whose qualifications most closely meet the needs of the Department will continue in the departmental selection process, which may consist of an oral interview and/or performance exercise. Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
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 TWELVE (12) MONTHS, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.
TERMS OF ANNOUNCEMENT: 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.
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:
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 vaccinated against COVID-19 as a condition of employment. For details on how it is applicable to your employment, please click here.
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.
Carol Isen - Human Resources Director