CleanPowerSF Sfpuc Commission
September 20, 2023

SFPUC Human ResourcesUpdateSFPUC - Human Resource Services (HRS)September 20, 2023

Permanent Position Vacancy RateJune 30 FY22-23Permanent Position Vacancy Rate●25.0%Permanent Position Vacancy Rate: The number of vacant permanent positions as a percentage of total permanent positions.Vacant Permanent Position ●661Vacant Permanent Position: The number of vacant permanent positions at the end of the period.This data excludes temporary positions and commissioners.

Vacancy Rate (Total Positions vs. Vacant Positions) by OrganizationJune 30 FY22-23Permanent Position Vacancy Rate●25.0%Permanent Position Vacancy Rate: The number of vacant permanent positions as a percentage of total permanent positions.Total Permanent Positions●2,643Total Permanent Positions: The total number of vacant permanent and occupied permanent positions at the end of the period.Vacant Permanent Positions●661Vacant Permanent Positions: The number of vacant permanent positions at the end of the period.This data excludes temporary positions and commissioners.

Employee Movement & HeadcountFY 22-23Headcount change●+102Headcount increased+102 (4.55%) to 2,344 in FY22-23.Internal movementIncluding CommissionersOverall HeadcountPermanent & Temporary HeadcountHiresExits Classes with the Most VacanciesJune 30 FY22-235207, 5241 & 5211 Engineer classesRequires: Bachelor degree, special license & experienceApproximately 78 positions total (including Infrastructure positions)Citywide exams, new lists are available7372 Stationary Engineer, Sewage PlantRequires: Apprenticeship or experienceApproximately 28 positionsNew list is available (adopted on Sept. 1, 2023)7388 Utility PlumberRequires: Apprenticeship or experienceApproximately 28 positionsLists available7514 General LaborerRequires: ExperienceApproximately 27 positionsList availableDHR is working on new recruitment Collaboration with the Information Technology Services Team

Common GroundNatural Alliance & Partnership Between Human Resource Services & Information TechnologyServe as a bridge between Enterprises & Bureaus as well as City DepartmentsAre service Providers with oneteam serving manycustomers with similar needsAre dependent on each other to ensure the employee experience is seamlessRequire highly specialized skillset

Collaboration & CommitmentITS HRS RetreatFoster Strategic PartnershipRelationshipHR Technology PortfolioProject PrioritizationAlignment on City ProjectsRoadmapData (Retention & Recruitment)Process Efficiencies (Systems)Employee Journey (Onboarding) Continuous Improvement•Hiring two 1250 Recruiters•Resources for Hiring Divisions•Hiring Priority Dashboard Roll Out•Citywide Pilot 1820 Hiring Process