Introduction
This is a Position-Based Test administered in accordance with Civil Services Rule 111A.
The current position is located at the Department of Aging and Adult Services (DAAS), a Division of the San Francisco Human Services Agency in the Adult Protective Services Section. The eligible list resulting from this examination may be utilized for future positions in this class.
HSA was formed in 2004 with the merger of two previously existing city departments, the Department of Human Services and the Department of Aging and Adult Services. The agency retains two commissions and two department heads. The agency also includes the Office of Early Care and Education. Our mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco.
With a staff of 375 and a budget of approximately $250 million, the mission of the San Francisco Department of Aging and Adult Services (DAAS) is to assist older adults and adults with disabilities and their families to maximize self-sufficiency, safety, health and independence, so that they can remain living in the community for as long as possible and maintain the highest quality of life. The Adult Protective Services program is operated by DAAS and is responsible for providing critical safety net services to vulnerable seniors and adults with disabilities.
DAAS is located within San Francisco’s Human Services Agency (HSA). With a staff of approximately 2,200 employees, HSA delivers public assistance, child welfare, and aging and adult services to the citizens of San Francisco. Its mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco. HSA provides a safety net for individuals and families by offering income support, community-based living support, and assistance getting food, housing and health coverage.
Position Description
Under administrative direction, incumbents in this class provide mid-level management functions in an operating department with responsibility for a section, program or defined functional area and may assume responsibility for one or more section(s) or operational area(s) or operationally-related services.
Incumbents in these positions make decisions which impact the daily operations and implementation of established procedures and policies of the related units/sections and solve problems requiring analyses of issues that may result in deviations from routine processes, new technology and/or additional resources. These Managers typically contact and/or establish working relationships with others at similar levels within the organization.
The Adult Protective Services (APS) program is a state-mandated, 24-hour program that investigates and remediates situations of abuse, neglect, exploitation, and/or self-neglect among seniors and adults with disabilities. San Francisco’s APS program receives over 600 reports of abuse every month, and is responsible for ensuring the safety and welfare of some of the city’s most vulnerable residents.
The APS program is currently seeking a Manager to oversee the program’s diverse array of daily functions as well as assist with high level program development to address continually evolving programmatic needs. In collaboration with the APS Program Director, this position will be responsible for ensuring effective day-to-day operations, creating systems to improve efficiency and accountability, and providing supervision and oversight for complex, cases involving elder and dependent adult abuse This position will be responsible for advising, counseling and guiding staff, analyzing and utilizing data reports, adhering to state mandates and local protocols, all to promote continuous quality improvement and performance improvement for our clients is a primary goal. The Manager will also work with the APS Program Director to assist in the development of new programs and performance measures to promote effective client outcomes and accountability.
Nature of the Work
In addition to possessing solid managerial skills, the ideal candidate for this position will be a team-oriented leader with direct experience promoting collaboration among social services staff, and this candidate will have professional experience supervising clinically complex cases involving adult/elder self-neglect. Furthermore, the ideal candidate will be an innovator with an appreciation for evidence-based clinical practice and the use of data to improve casework as well as inform daily operations. The ideal candidate will be a highly motivated individual that is passionate about serving victims of abuse, neglect, and self-neglect. This candidate will value inclusion and will have an in-depth understanding around the dynamics of racial, ethnic, and social inequalities.
The essential functions of this position include, but are not limited to:
1. Provide on-going supervision, coaching, and mentoring to a team of Supervisors that oversee the daily casework of APS Support Service staff.
2. Assist the Adult Protective Services Program Director with program development activities, including the establishment of a specialized unit to resolve complex and high risk cases of self-neglect.
3. Develop methods to track client level outcomes of complex cases and prepare reports as needed.
4. Collaborate with city departments and agencies to assist social workers to prevent evictions and unnecessary hospitalizations, and to promote client stability and welfare.
5. Facilitate meetings involving multi-disciplinary partners and community based stakeholders.
6. Conduct regular Quality Assurance and Improvement activities in order to promote effective casework practices.
7. Work collaboratively with the Adult Protective Services Leadership Team to develop efficient and effective daily operations that promote teamwork, accountability, and high quality services. Ensure effective operations with the APS 24-Hour Response, After-Hours program.
8. In collaboration with the Adult Protective Services Program Director, update and maintain the current internal policies and procedures.
9. Review regular compliance and performance reports and develop methods for improving staff performance.
10. Conduct public speaking events with the goal of conducting outreach to community partners and stakeholders.
11. Coordinate with academic institutions to ensure the effectiveness of the Adult Protective Services internship program.
12. Coordinate a staff training program in collaboration with the Adult Protective Services Leadership Team.
Minimum Qualifications
According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this job code/class and are not intended to be an inclusive list.
These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification. Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement.
1. Education
Possession of a Master’s in Social Work, Counseling, or a related field is a requirement for all applicants to this position; AND
2. Experience
Three (3) years of verifiable progressively responsible professional experience in the field serving older adults and adults with disabilities, in a large social services setting or related community based organization.
Applicants must meet the minimum qualification requirements at the time of filing.
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:
1. Licensed Clinical Social Work or Licensed Marriage and Family Therapist.
2. Experience in a supervisory or management capacity in a county or state Adult Protective Services Program.
3. The ideal candidate will have experience working with vulnerable elders and adults that have been the victims of abuse, neglect, and/or self-neglect.
How To Apply
Applications for City and County of San Francisco jobs are being accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.
- Select the desired job announcement (PBT-0923-070364)
- Select “Apply” and read and acknowledge the information
- Click on “I am a New User” if you have not previously registered, or “I have Registered Previously”
- Follow instructions given on the screen
Computer kiosks are located in the lobby of the Department of Human Resources, One South Van Ness Avenue, 4th Floor, San Francisco, for use by the public. The hours of operation are from 8:00 a.m. to 5:00 p.m. Monday through Friday.
You can also watch this video for further assistance with our online application system:
http://www.youtube.com/watch?v=4-kUFHXhBjQfeature=youtu.be
Applicants may be contacted by email about this announcement 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).
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.
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.
Incomplete applications and applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
Resumes may be attached to the application; however, resumes will NOT be accepted in lieu of a complete City and County of San Francisco application. City and County of San Francisco official applications MUST be completed.
If you have any questions regarding this recruitment or application process, please contact the exam analyst, Kathleen Tran at 415.557.6409 or email at: Kathleen.DeCastro@sfgov.org
Verification (proof) of Education
Applicants may be required to provide a copy of diploma or official transcript to verify qualifying education at any time in the application, examination and/or departmental selection process to show that the minimum qualifications have been met. For more information, please visit: http://sfdhr.org/index.aspx?page=456
Applicants who have obtained education form a foreign college or university must provide a Foreign Transcript Evaluation letter from a National Association of Credential Evaluation Service (NACES) approved agency. A list of approved agencies can be found at: http://www.naces.org
Verification (proof) of Experience
Applicants may be required to provide written verification (proof) of qualifying work experience at any time in the application, examination and/or departmental selection process to show that the minimum qualifications have been met.
Verification of qualifying experience must be signed by the employer’s authorized representative on the employer’s business letterhead, and specify the name of the applicant, dates of employment, job title(s), dates of service and duties performed. City and County of San Francisco employees do not need to submit verification of their City employment, but must submit verification of outside experience. City employment will be verified by the employee’s record. City and County of San Francisco employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1. For more information, please visit: http://www.sfdhr.org/index.aspx?page=20#verification
Notes
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.
Applicants meeting the minimum qualifications are not guaranteed advancement through all of the steps in the selection process.
Selection Plan
Selection Procedures
Candidates must achieve a passing score on each of the selection components described below in order to move forward in the selection process.
Supervisory Test Battery: (Weight: 40%)
Supplemental Questionnaire Evaluation: (Weight 60%)
Selection Procedures
Supervisory Test Battery: (Weight: 40%)
Candidates 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: http://www.sfdhr.org/index.aspx?page=325
A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Supervisory Test Battery 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 the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments.
If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement.
However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Supervisory Test Battery.
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 Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Supplemental Questionnaire Evaluation: (Weight 60%)
Applicants will be prompted to complete the Supplemental Questionnaire as part of the online employment application. The purpose of the Supplemental Questionnaire is to collect information regarding the applicants’ education and/or experience as it relates to the minimum qualifications. All applicants must complete the Supplemental Questionnaire Evaluation in order to continue in the selection process. All applicants’ responses to the Supplemental Questionnaire are subject to verification.
Notes
Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process. The department may administer additional selection procedures to make final hiring decisions.
Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
Department Selection Procedure
The Human Services Agency may administer additional position-specific selection procedures to make final hiring decisions for position(s) in class 0923 Manager II. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director. Only those candidates deems best qualified will continue in the departmental selection process, which may consist of an oral interview and/or performance examination.
Conviction History
As a finalist for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a finalist . If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:
Candidates applying for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
Candidates applying for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.
Having a conviction history does not automatically preclude you from a job with the City.
If you are selected as a finalist, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.
Conclusion
Certification Rule
This certification rule used for the eligible list resulting from this selection procedure will be The Rule of the List.
Eligible List
The eligible list resulting from this examination 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. Information can be found at: http://www.sfdhr.org/index.aspx?page=20#eligiblelists
The duration of the eligible list resulting from this examination process will be 6 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 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: http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=13693 . Search that document by title or job code to see which departments use the classification.
Terms of Announcement
Position Based Tests are administered in accordance with Civil Service Rule 111A. General information concerning City and County of San Francisco employment policies and procedures may be found in the pamphlet entitled “Important Employment Information for Position Based Testing”. This information is part of the terms of this announcement. The pamphlet is available at the Department of Human Resources Information Center, 1 South Van Ness Avenue, 4 th Floor, San Francisco, CA 94103 or on-line at: http://www.sfdhr.org/index.aspx?page=20#positionbasedtesting .
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 of the correction on the Department of Human Resources website at: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions
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.
Copies of Application Documents
Information can be found at: http://www.sfdhr.org/index.aspx?page=20#copies
Reasonable Accommodation Request
Applicants with disabilities requiring reasonable accommodation for this examination must contact the Personnel Analyst at (415) 557-6409 or, if hearing impaired at (415) 775-9484 (TDD). Information on requesting reasonable accommodation for persons with disabilities can be found at: http://www.sfdhr.org/index.aspx?page=20#reasonableaccommodation
Clerical Errors
May be corrected by the posting of the correction on the Department of Human Resources website at: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions
General Information
Concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20
Driver’s License requirement
Most positions require a valid California’s driver’s license: http://www.sfdhr.org/index.aspx?page=20#license
Veteran’s Preference
Information can be found at: http://www.sfdhr.org/index.aspx?page=20#veteranspreference
Seniority Credit in Promotional Exams
Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit
Right to Work
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States. http://www.sfdhr.org/index.aspx?page=20#identification
Exam Type: PBT-Combined, Promotive, Entrance-CPE
Issued: November 4, 2016
Micki Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-070364
HSA/KT/415.557.6409
Benefits
All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.
For more information about benefits, please click here.