Actions |
Timeline |
Implementation |
Resources |
Committed |
1 |
HIRING AND RECRUITMENT |
1.2.2 . Foster relationships with non-traditional outlets , community-based organizations , BIPOC professional networks , reentry programs , SFUSD and community college systems that could feed into open positions .
Expand outreach . Recruit and market to high schools , trade schools and colleges , including their ethnic and professional clubs , merchant associations , jobs programs at other City departments , like Rec and Parks and Department of Children , Youth and their Families , and BIPOC professional clubs across the Bay Area ( and nationwide secondarily ).
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2021 Track and monitor outreach efforts to industry organizations and affinity groups to expand diversity for applicants .
Advertise open positions more widely by posting them on jobs and professional websites in addition to the City ’ s jobs portal .
Track in JobAps and future software ( Smart Recruiters ) how applicants are hearing about the job opportunity and monitor sources .
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Staff time : Low |
Candidate pool is increasingly more diverse and referred from a variety of sources .
Analysis of which organizations are providing candidates that meet the Minimum Qualifications ( MQs ), candidates interviewed and candidates hired .
Track the impact of expanded outreach by organizations , labor organizations and job classifications .
Number of applicants by race .
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Ongoing ADM HR , Racial Equity Working Group , Performance team , Finance and Administration team , internship manager |
Level 1 Easy High |
Number of contacts , links , outlets ; assess what ’ s missing . |
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Track and analyze “ how did you hear about this job ” on the applications , to track efficacy of organizations and industry groups . |