The city and county of San Francisco has over 28,000 employees across more than 60 departments providing services in areas such as public protection, transportation, healthcare, culture, and administration. Workforce planning reports from 2003, 2006, and 2007 analyzed trends in the city's workforce and management positions, and highlighted succession planning issues. The documents discuss tools to assist with workforce and succession planning, including knowledge management and training. It provides an example of implementation by the police department using strategies such as continuous testing, internships, lateral transfers, and retention bonuses. Lessons learned include the need for leadership in workforce planning, flexibility for different department needs, and finding budget-friendly solutions.

1. City and County of San Francisco Department of Human Resources State of California Workforce Planning Conference #2 Micki Callahan November 5, 2008

2. Who We Are Both a City and County 28,000 Employees Over 60 of Departments

3. Who We Are ( Continued) Major Service Areas Public Protection Public Works, Transportation, & Commerce Human Welfare & Neighborhood Development Community Health Culture & Recreation General Administration & Finance

4. Workforce and Succession Planning Research & Reports 2003 “Who Will Do San Francisco’s Work?” Focus on Management positions throughout the City Consolidation of numerous management classifications

5. Civil Service Reform (2005) Classification Probationary Periods Training Retirement Layoffs and Bumping Bargaining Succession Planning Termination Recruitment Certification and Referral Performance Evaluations Performance-based Compensation Discipline

6. Workforce and Succession Planning Research & Reports 2006 Workforce Analysis Report In-depth analysis of our workforce Analyzing 5-years trends 2007 Workforce and Succession Planning Report Highlight the issue Discussions with targeted departments Provide a model

7. Tools to Assist in WSP Efforts Recruitment & Hiring Knowledge Management Training Retention

8. Implementation by Police Dept Recruitment & Hiring Continuous Police Testing Program City University Pre-Academy Workshop Outreach Lateral Transfers Signing bonuses to current Police Officers

9. Implementation by Police Dept Retention Additional pay @ 30 years of service Salary increases for comparable pay

10. Lessons Learned Leadership Operational expertise is required WSP is not just an human resource issue Variety of Approaches One size does not fit all Department needs and situations are different Budget Constraints Some actions take money, others do not Look at our current processes for efficiencies and doing things differently and better

11. Next Steps eMerge 2009 Workforce and Succession Planning Report 2009 City Workforce and Succession Planning Conference

12. Reports 2007 Workforce and Succession Planning Report http://www.sfgov.org/site/uploadedfiles/sfdhr/about/Reports/Workforce_Succession_Planning_Report_2007.pdf 2005 Civil Service Reform Report http://web1.sfgov.org/site/uploadedfiles/sfdhr/about/CivilServiceReform/CSReformReport.pdf