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SFPUC outlines 'Kinder-to-Career' workforce plan, community speakers press for local hiring in Bayview
Summary
The San Francisco Public Utilities Commission heard presentations on a linked workforce development strategy—competency-based hiring, apprenticeships and a 'Kinder-to-Career' pipeline—and fielded public pleas from Bayview Hunters Point groups for prioritized local hiring, union training and measurable contract commitments.
The San Francisco Public Utilities Commission on April 11 heard a report on workforce-development initiatives aimed at expanding recruitment, apprenticeships and youth pathways into utility careers.
Justine Hinderliter, deputy director of Human Resource Services, told commissioners the PUC is piloting a competency-based hiring model, standardizing apprenticeship programs through Apprenticeship SF and exploring pre-apprenticeship partnerships. She said the PUC will pilot competency-based recruitment tools, clarify job classifications, expand leadership development and build workforce analytics to inform hiring and retention decisions.
"By comparing proficiency levels within competencies we can clarify progression from class to class for career planning," Hinderliter said, describing a phased rollout that begins with HR and extends agencywide.
Yolanda Manzoni, acting director of Community Benefits in External Affairs, outlined the PUC’s "Kinder-to-Career" strategy to spark interest in utility careers from early childhood through paid internships. Manzoni said the agency supports more than 1,500 paid youth work experiences annually and pledged that the PUC would support 950 paid summer internships this coming summer as part of the mayor’s youth jobs initiative.
"From Sunday Streets to school field trips and Project Pool, we're connecting early exposure to long-term pathways back to careers at the PUC," Manzoni said.
Commissioners asked staff to show how workforce programs would connect to Bayview Hunters Point investments and whether construction jobs would translate into long-term positions. General Manager Jim Kelly and staff said they would provide additional briefings focused on Bayview investments and job-creation forecasts.
Public commenters representing community-based organizations and neighborhood groups urged concrete commitments. Jacqueline Flynn of the A. Philip Randolph Institute said her organization provides pre-apprenticeship services in Bayview and asked for direct pathways to careers. Eloise Patton and David George emphasized the need for local notice of job opportunities and training that prepares residents with union-recognized skills.
"Keep the community informed on job opportunities," said Patty Gill. "Training our workforce with skills only the union can provide" was a recurring request from several speakers.
Staff responded that apprenticeship programs must meet state standards, that PUC partnerships with DHR and regional consortia (Bay Work) support expanded training, and that the department will return with more detailed information linking specific capital investments to workforce pipelines.
The presentation drew praise from commissioners, who asked staff to incorporate measures for at-risk and second‑chance populations and to provide additional materials on Lead to Succeed and other partnership programs. No formal action was required; commissioners directed staff to follow up with tailored briefings and to continue coordination with citywide workforce efforts.
Next steps: staff will provide additional presentations on how Bayview investments and specific PUC projects (including wastewater and treatment-plant construction) will translate into apprenticeships, pre-apprenticeships and long-term jobs.
