SFPUC
Hiring
Process
Overview
SFPUC - Human Resource
Services (HRS)
February 28, 2023
Breakdown of Vacancy Rate vs. Vacant Positions Count vs. Total Positions Count by Organization Summary
February FY22-23
Position Vacancy Rate
● 26.3%
The number of vacant positions as a
percentage of total active positions.
Vacant Positions
● 696
The total number of active positions that
are not occupied by employees at the end
of the period.
Total Positions
● 2,643
The total number of vacant and occupied
positions at the end of the period.
FY22-23 | Organization: 208646 PUC Public Utilities Comssn
Movement Summary of Employee Movement showing Headcount FY22-23 | Organization: 208646 PUC Public Utilities Comssn Headcount increased +28 (1.25%)
to 2,270 in FY22-23.
Hires count: (includes New / Rehires)
191
Key insights
Exit count: 162
Internal movement count: 190
Net change
FY22-23
Headcount change
● +28
Starting Headcount (7/2022) 2,242
Ending Headcount (2/2023)
Net in 191
Net out 162
2,270
Internal movement
Hires
Including
Commissioners
Trend of Employee Starts Count vs. Employee Exit Count
FY22-23 | Organization: 208646 PUC Public Utilities Comssn ● Employee Hires Count ● Employee Exit Count
FY22-23
Employee Hires Count
● 191
Employee Exit Count
● 162
Difference
● 29
Key insights
For the past two fiscal years
PUC hires had not been
keeping pace with turnover
PUC is starting to slowly
recover from the deficit in
FY2023
Breakdown of Voluntary Turnover Rate (Trailing 12 mos) by Employee > Organization Feb FY22-23 | Employee > Organization: 208646 PUC Public Utilities Comssn Summary
Feb FY22-23
Voluntary Turnover Rate
(Trailing 12 mos)
● 9.74%
Voluntary Turnover Rate: The
percentage of employees who
voluntarily exited the organization,
during the period.
Key insights
Similar turnover rate trend seen
between Jan 2023 and Feb
2023
13 9
41 18
28 77
29 4
North Star:
Future State
High-Functioning State of the Art HR Hiring Process
Seamless & Engaging Employee Interface
Engaging Diverse Highly Qualified Talent
Easily Track Progress in the Hiring Process
Remove Unnecessary Barriers in the Hiring Process
Same Day Conditional Offers
Classifications to Address All Operational Needs
Career Pipelines and Pathways
Continuous
Improvement
• Re-e valuating How We Partner with the
Divisions
• Continued Lean Process Improvements
• Departmental Personnel Liaisons (DPLs)
• Racial Equity Focus
• Retain High Performing Employees
• Data Driven Decisions
Seamless
Communications
Job Posting Future
Enhancements
Data and Transparency
Recruitment
Progress Update
Completed 21 Permanent Civil Service
Recruitments so far for FY2023
70% of total current recruitment activities
dedicated to non-permanent hiring
PUC Hiring Priority Dashboard
Overview
Prioritizing Vacancies