Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Hr Equity And Hiring topic
No spam. Unsubscribe anytime.
DPH HR outlines equity initiatives, hiring trends and steps to support workforce ahead of EPIC
Summary
San Francisco DPH Human Resources Director Ron Weigel presented plans to embed equity across HR functions (training, policy review, exit interviews, alternative dispute resolution), reported hiring and EEO data trends and said HR added staff and 8 FTEs for occupational safety ahead of EPIC-related workload.
Ron Weigel, director of human resources for the Department of Public Health, briefed the commission on HR—s equity strategy, staffing and operational changes intended to support the department as it implements EPIC and responds to workforce inequities.
Weigel said HR is using the GARE framework to "normalize, organize and operationalize" equity work, will begin mandatory equity training for HR staff in July, and is developing tools to review hiring, promotion and discipline from an equity lens. Specific planned changes include centralizing exit interviews, creating an alternative dispute resolution process, developing unit-level diversity and inclusion assessment reports, and embedding equity tools across HR functions. Weigel said HR recently added two recruiters and an occupational safety and health unit (8 FTEs), and that units across the department will see continued emphasis on career coaching and manager training.
Weigel presented quantitative trends: roughly 21,000 applications were received in recent fiscal years with about 10,000 screened out for lack of qualifications; DPH hires showed an increase in Asian and African American hires, a decrease in Filipino hires and a slight decrease in white hires (data published on the Department of Human Resources site). He also said EEO case carryover has declined following staffing changes and that labor-relations staffing has increased to handle EPIC-related workload.
Commissioners pressed for measurable objectives and a scorecard: they asked for metrics that benchmark departmental diversity goals, retention and disciplinary outcomes, and conversion rates for internship participants into permanent DPH employment. Weigel said many internship programs do not directly result in permanent employment because of civil-service rules and limited vacancies but agreed to follow up with specific numbers and proposed indicators in a future report, targeting a September or October update.
