San Francisco Public Utilities Commission Hiring for Communications Deputy Director of Digital Strategy & Equity Communications, SFPU at San Francisco, CA  Full Time

The San Francisco’s Public Utilities Commission seeks a confident, results-oriented leader and manager who is passionate about the environment and public service. The ideal candidate will stay current with best practices and trends in managing workforce programs and initiatives and lead the program to maximum efficiency so that the customer, City, and department goals continue to be met. They will also enjoy working in a fast-paced, supportive environment where collegiality, professionalism, teamwork, and an appreciation for fun are valued. Keep reading to find out more about this exciting career opportunity.

——————————————————————————–
Snapshotof the Job

Job Ad Opening: Friday, April 21, 2023
Job Ad Closing: Extended to Friday, Mary 12, 2023

* Original closing date:Friday, May 05, 2023*

• Fill Type: Permanent Civil Service- Combined Promotive & Entrance
• Exam Type: Position Based Test(PBT)
• Time Commitment: Full-Time
• Work Schedule: Regularper the MEA MOU
• Health & RetirementBenefits:Eligible Date of Hire
• Salary:|$$131,248 -$167,492 annually -Range A
• Job Description: See Below
• Recruiter: Arlena Winn,

——————————————————————————–

WHO WE ARE

We are the, headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 24 hours per day, 365 days per year.

OUR MISSION

To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

OUR VISION

We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

More About SFPUC:
We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality. As you with us, download our career guide and learn about what you can expect during the hiring process.

We Are An Equal Employment Opportunity Employer:
The ,”the City”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.

Diversity, Equity, and Inclusion:
The City’s Department of Human Resources (DHR) is committed to providing a for the City and County of San Francisco , where all employees and prospective employees experience fairness, dignity, and respect. DHR’s mission is to use fair and equitable practices to hire, develop, support, and retain a highly-qualified workforce. The resources support and expand on the

——————————————————————————–

Job Description

About the Communications Division of the External Affairs Bureau
The External Affairs Bureau at the SFPUC oversees the agency’s local, state and federal legislative and policy activities, communications and community engagement, community benefits and environmental justice programs. The Communications Division guides the SFPUC’s brand and promotes the agency’s programs, initiatives, and services to internal and external stakeholders. Our goal is to build trust and engagement among our employees, partners, customers, and the communities we serve through equitable, open, and timely communication.

About this Career Opportunity
The Communications Deputy Director o f Digital Strategy and Equity Communications is responsible for developing, coordinating, and implementing communications, marketing, and media strategies to support the SFPUC’s priority projects and programs, including rates, affordability, enterprise-specific projects, internal communications, and other areas.

The Communications Deputy Director of Digital Strategy & Equity Communications oversees the development and implementation of an internal and external digital strategy. S/he will develop and implement messaging, brand, creative, media, digital, and communications strategies, including through uncovering insights into audience behaviors. S/he will also oversee internal communications and digital content production (graphics, web design, social media). The Deputy Director will advance the department’s equity goals by overseeing equitable engagement strategies for communities facing structural barriers, communities who primarily speak languages other than English, communities with low incomes, environmental justice communities, and BIPOC communities. This person is also the second-in-command for the Communications Team, including serving as Acting Communications Director when needed. This entails: serving as the Communications Director when the Director is on vacation or otherwise unavailable. Duties include: signing off on all press statements, sensitive responses on social media, and marketing or promotional materials before they are issued. They also include developing the response strategy if a crisis communications situation should arise. Additional duties include, but are not limited to, approving timesheets, contracts or invoices as needed.

Essential Responsibilities Under Your Leadership

1. Manage a team of communications professionals, consultants, and other staff responsible for designing and preparing communications materials, including video production and multimedia tools, and implementing outreach activities, including events, community engagement, and internal communications.
2. Develop and implement comprehensive communications plans for enterprise, rates, equity, and education initiatives
3. Ensure culturally competent and equitable outreach strategies are incorporated in all department communications
4. Research, prepare, and edit technical documents for publication, including technical manuals, training materials, Commission meeting materials and reports
5. Write creatively for agency publications and press releases
6. Interact with the press on a variety of SFPUC topic areas and serve as a media spokesperson as needed and/or prepare senior staff for interviews/presentations
7. Develop appropriate messages, strategies, and innovative practices for priority projects and programs
8. Develop and implement crisis communications strategies
9. Coordinate advertising and marketing initiatives for priority programs, rates, and other initiatives
10. May be required to work nights and/or weekends

THE IDEAL CANDIDATE
San Francisco’s Public Utilities Commission seeks a confident, results-oriented leader and manager who is passionate about the environment, equity, and public service. The ideal candidate will stay current with best practices and trends in managing workforce programs and initiatives and lead the program to maximum efficiency so that customer, City, and departmental goals continue to be met. They will also enjoy working in a fast-paced, supportive environment where collegiality, professionalism, teamwork, and an appreciation for fun are valued. The ideal candidate will have a demonstrated track record and ability to exercise the following competencies, which are the most critical to the role.

Positions’ Core Competentices: (KSA’s: Knowledge, Skills & Abilities)

1. Managerial Skill refers to the ability to effectively keep cross functional initiatives on track and ensure accountability on deliverables; design, manage and evaluate programs. Leadership refers to the ability to influence, motivate, and challenge others, work with authority to identify and define problems, determine methodology, evaluate data, make recommendations with appropriate justification and develop/implement a plan of action.
2. Decision Making refers to the ability to make sound, well-informed and objective decisions; perceives the impact and implications of decisions; commits to action, exercise independent and good judgment, to follow through on projects and achieve results; demonstrate resilience to setbacks and flexibility to reprioritize and to quickly adapt to changing situations.
3. Project Management refers to the Knowledge of the principles, methods, or tools for developing, scheduling, coordinating and managing projects and resources including monitoring and inspecting costs, work and performance.
4. Interpersonal Skills refers to the ability to work with a variety of internal and external constituencies, to create, develop, sustain and support external partnerships with important stakeholder groups and community leaders and advisory groups.
5. Supervision refers to the ability to inspire, motivate and guide others toward goal accomplishments; develop and sustain cooperative working relationships; encourage and facilitate cooperation within the organization and with customer groups; foster commitment and trust; and develop leadership in others through coaching, mentoring, rewarding and guiding employees.
6. Organizational Skills refers to the ability to use time, energy and resources effectively to achieve goals; the ability to meet deadlines, work independently and plan for future projects.
7. Analytical Ability refers to the ability to collect and synthesize large volumes of materials and perform complex quantitative and qualitative analytical work.
8. Computer Skills refers to the ability to use various software applications to research, access, extract and process data and information, and to prepare presentations.
9. Oral Communication refers to the ability to express information, ideas or facts to individuals or groups effectively, make clear and convincing oral presentations, listen to others, attend to non-verbal cues and respond appropriately.
10. Written Communication refers to the ability to prepare comprehensive technical reports, memoranda and analytical summaries.

According to Civil Service Commission Rule 109, the duties specified above are representative of the range of duties assigned to 0923 Manager IIand are not intended to be an inclusive list.

——————————————————————————–

Qualifications

If you are interested in a job like this, we are looking for people that have the following minimum qualifications:Applicants must meet the minimum qualification requirements by the Job Ad final closing date unless otherwise noted.

Education:Possession of a Bachelor’s Degree from an accredited college or university in Journalism, Communications, Public Administration, Business, or a related field

AND

Experience: At least 5 years of communications experience of which:

• Within the 5 years, 3 years must be in advertising/marketing agency experience in the areas of client management, campaign/project,/program management, and multicultural advertising/marketing;

AND

• Within the 5 years, 2 years must be in corporate or internal communications experience in the areas of client management and program management.

Substitution:May substitute up to 2 years of education for Bachelor of Art degrees with additional years of experience

Desirable Skills & Abilities:
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

• Experience managing and implementing digital strategies.
• Experience managing and implementing culturally competent and equitable outreach campaigns.
• Two (2) years of supervisory experience.
• Certification in digital marketing or communications.
• Experience working at a public agency.

VERIFICATION:Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.More information on how to verify experience and education can be :

City employees will receive credit for the duties of the class to which they are appointed. Credit for experience obtained outside of the employee’s class will be allowed only if recorded in accordance with the provisions of the Civil Service Commission Rules.

Experience claimed in self-employment must be supported by documents verifying income, earnings, business license and experience comparable to the minimum qualifications of the position. Copies of income tax papers or other documents listing occupations must be submitted.

Note: Falsifying one’s education, training, or work Note: 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

——————————————————————————–

Additional Information

Questions????
Contact the assigned Recruiter, Arlena via email: [email protected].

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

AW, 04.03.2023 | PBT-0923-123345 | 01135393

——————————————————————————–

SELECTION PROCEDURES

Only candidates who demonstrate via the entire application processthat they meet the minimum qualifications of this position will advance in the selection process.

Minimum Qualification Supplemental Questionnaire (Weight Qualifying): Applicants who apply tothis job ad will be invited via the email provided in the applicants’ application to complete an online questionnaire called the “Minimum Qualification Supplemental Questionnaire” (MQSQ) as part of the t application process. This MQSQis designed to obtain specific information regarding an applicant’s experience in relation to the Minimum Qualifications for this position. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

Behavioral Consistency Questionnaire (BCQ)(Weight: 100%) Candidates will be prompted to complete a BCQ as part of the recruitment process. The BCQ is designed to measure applicant’s relative knowledge, skills and abilities in job-related areas, identified as critical for successful performance. These may include but are not limited to:Knowledge of the principles, methods, or tools for developing, scheduling, coordinating and managing projects and resources; ability tomake sound, well-informed and objective decisions;ability to effectively keep cross functional initiatives on track and ensure accountability on deliverables;ability to prepare comprehensive technical reports, memoranda and analytical summaries.All responses to the BCQ are subject to verification and must be consistent with the information provided in your application.

Passing Score: Candidates must obtain a passing score on the Behavioral ConsistencyQuestionnaire in order to be placed on the score reportfor positions in this job Class.

Notices to Candidates; Qualified candidates will be sent notices via email for completion prior to the creation of the score report (“eligible list”). Each notice will include the date by which responses must be received. Failure to complete these steps by the established deadlines will result in disqualification.

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

Score Report:A confidential score report (“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 score report, shall not be made public unless required by law.

However a score report shall be made available for public inspection, upon request, once the score report 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.

Score Report Duration: The duration of the score report resulting from this examination process will be 12(twelve) months and may be extended with the approval of the Human Resources Director.

Score Report’s Use by Other Departments: Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the 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 visit .

——————————————————————————–

Want to Know More About working for the City?
Browse the following links

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.

Videos To Watchhttps://www.youtube.com/watch?v=inc4CF4VKFE