City and County of San Francisco FAQ

Decent healthcare benefits, decent union

Low pay, low prestige, low-brow, and unsophisticated managers and coworkers. Bullying and unfair treatment towards some types of employees. I saw a manager stereotype a potential candidate and choose a white male over him. Then the white male was passed over in favor of an internal candidate!

Live up to SF's "world-class," inclusive, diverse, cutting-edge image. Higher pay/prestige will attract more sophisticated, smart employees. Stop stereotyping and stigmatizing job candidates. Pick the one with the most merit, not whoever you like best based on your own preferences and biases. Treat all employees with the same level of fairness, empathy, and respect. Stop the childish bullying, belittling, and stereotyping.

Benefits are great, and you’re working for the betterment of our city—not just lining the pockets of the 1% /Venture Capitalists. Some managers/department heads really understand the need to modernize and move processes forward, and working on those projects definitely makes me feel like my work is making a difference.

Hiring process for full-time employment is lengthy, opaque, and seems far too arbitrarily specific in many cases. There’s a lot of calcified employees and departments worth of unbelievable inefficiencies. So that’s either fertile ground for improvement or a lot of banging your head against the brick walls set up to thwart any kind of change. Things just happen at a slower pace here.

Make ongoing learning and skill development a part of the ongoing operations in each department. Keeping everyone’s skill sets more current and useful together, mingling the older employees with the newer ones not only helps everyone get on the same page, but also helps to facilitate intergenerational transfer of institutional knowledge that should be passed down. Make employee “off-boarding” an integral component of work life - documenting how a role functions, jobs get done, processes and procedures and more all through the employee’s tenure so that it’s not rushed at the end or just neglected completely.

Great retirement benefits and there is a wide range of jobs.

A lot of nepotism and cronyism by management. And the structure of the city government don’t lend to a lot of innovation.

Hourly rate of pay. Paid vacation tome

Equipment doesn’t function properly. Loud noisy environment in a cluttered environment. Not enough breaks and training is lacking due to short staffing. Lots of blatant favoritism from Management toward Dispatchers. Supervisors are burnt out.

Add another break in the daily schedule or make the breaks longer. Many times employees only get partial breaks or even end up missing their breaks due to heavy work flow. Designate one hour each day to let Dispatchers perform training modules to Brit their standards up with medical/fire calltaking and dispatching. Need to inform Management to treat all Dispatchers respectfully and with professionalism!

One of the perks is having a pension plan. The teams I've worked with are smaller than other departments, so I work on different parts of accounting from AP/Banking/GL.

Getting promoted is a hassle. You always have to take an exam to be considered in a promotion instead of basing it on performance.