Job & Business Opportunities

Job Summary

This classification is primarily responsible for performing tasks in the following areas: Program Policy and Procedure Review, Analysis and Support; Information Tracking and Recording; Public Information and Outreach; Employment Discrimination Complaints; and Supervisory/Administrative. Work mainly involves problem solving and mediating highly conflicting, unexpected, and unusual problems involving multiple groups.

Supervision

Supervision Received: This class works under administrative direction, which includes broad management responsibility for a large program or set of related functions. Work is usually received in terms of goals; review is received in terms of results.

Supervision Exercised: This class may provide direct and/or indirect supervision to lower level personnel.

Distinguishing Characteristics

N/A

Essential Functions

A. Program, Policy, and Procedure Review, Analysis, and Support
Duties may include:
Develop and recommend EEO policy, written program, and internal and external communication procedures. Research and review EEO laws, rules, regulations, case law, and pending legislation. Actively pursue changes and developments in the EEO/AA arena. Interpret program- related employer responsibilities and obligations. Evaluate impact of legal provisions. Coordinate impact and legal direction and guidance with existing practices, policies, and procedures. Recommend implementation of compliant policies, practices, and procedure. Provide consultations, briefings, and/or training for integration and implementation of policy or practice revisions. Other duties as assigned.

B. Information Tracking and Recording
Duties may include:
Assist management in the collection and analysis of employment data, identify problem areas, set goals and timetables, and develop programs to achieve goals. Identify nature and sources of data. Evaluate, validate, analyze, and interpret data. Communicate findings. Isolate and coordinate with management for appropriate action according to program objectives. Provide technical assistance and consultation on strategies and implementation. Design, implement, and monitor internal audit and reporting systems to measure program effectiveness and determine where progress has been made and further action is needed. Assess existing systems. Identify what needs to be developed. Coordinate with organizational staff to identify unique sources of information. Devise common vehicle for conveying and sharing necessary information. Obtain agreement for routine provision of necessary information. Establish baseline for reporting and communicating achievement. Compare periodic data to baseline for reporting. Report periodically on progress and status of each unit in relation to employment practices and agency goals. Develop unique reports for the District and each individual division and department. Assure that current legal information affecting equal opportunity is disseminated to responsible officials. Develop and submit management reports. Respond to request for information. Develop and provide program-related consultations, briefings, and training. Arrange consultations to share program developments. Other duties as assigned.

C. Public Information and Outreach
Duties may include:
Serve as liaison between agency, federal, state, and local governments, regulatory agencies, women, minority, disabled, veterans, and other community groups. Assist in recruiting underutilized applicants and establish outreach sources. Establish a collaborative, problem-solving perspective with associate staff or community members. Share technical knowledge, resources, goals, and objectives. Support and participate in technical training workshops, seminars, community events, and conferences. Participate in associated outreach activities. Model the appropriate professional behavior and program commitment.

D. Employment Discrimination Complaints
Duties may include:
Establish investigative standards and processes for subordinate staff. Direct and consult with staff members during investigation. Review final report draft for completeness, objectivity, and professionalism. Provide improvement feedback to investigator. Acknowledge product has been reviewed. Verify results have been communicated to appropriate parties. Require staff follow up with outside agencies. Document all case-related activity and report annually. Other duties as assigned.

E. Supervisory/Administrative
Duties may include:
Assign and monitor assignments to staff. Provide feedback, coaching, and
advice to staff. Appraise performance periodically. Other duties as assigned.

Job Demands

Physical and Mental Requirements:

• Mobility: frequent use of keyboard; frequent sitting for long periods of time; occasional bending or squatting.


• Lifting: frequently up to 10 pounds; occasionally up to 25 pounds.


• Vision: constant use of overall vision; frequent reading and close-up work; occasional color and depth vision.


• Dexterity: frequent repetitive motion; frequent writing; frequent grasping, holding, and reaching.


• Hearing/Talking: frequent hearing and talking, in person and on the phone.


• Emotional/Psychological: frequent decision-making and concentration; frequent public and/or coworker contact; occasional working alone.


• Environmental: frequent exposure to noise.

Knowledge and Abilities

Required Knowledge of:

• Research techniques and sources of reference; current employment law, its interpretation, and appropriate applications.


• Regulatory and enforcement agency requirements, processes, and guidelines.


• Effective verbal and written communication techniques.


• Effective planning, organization, and management principles.


• Specific types of employment data to be collected and analyzed.


• Analytical techniques, tools, processes, and standards; methods of communication and collaborative styles and techniques.


• Adult learning, teaching, and presentation techniques.


• Data types needed, organization structure, responsible staff, and location of information to be collected.


• Data collection systems and purpose, and data interpretation methodologies.


• Database purpose, design, structure, form, and reports.


• Risk elements and potential consequences and/or implications of sensitive, politically-charged issues.


• Philosophy, needs, goals, and objectives of community groups.


• Effective interpersonal skills including negotiation, persuasion, and conflict resolution.


• Employment law and theories of discrimination.


• Burdens of proof, remedies, and administrative adjudication procedures.


• Standards of professional written products.


• Current and pending legislation and relevant court decisions.


• Effective counseling and investigative techniques.

• Learn District structure, philosophy, organization, purpose, goals, objectives, jurisdiction, and authority.


• Learn organizational structure, direction, and management orientation.


• Communicate clearly and effectively, both orally and in writing.


• Understand management and organizational legal responsibilities.


• Understand fundamental management principles, including planning, directing, coordinating, and staffing.


• Embrace the principles of equal opportunity, diversity, and continuous improvement, and change.


• Deal with organizational conflicts and competence issues.


• Develop an EEO training curriculum.


• Develop appropriate remedies.

• Common word processing software.


• Common spreadsheet software.


• Common database applications.


• ERMS software concepts.


• Accounting or operations software functionality.


• Email, contact management, and scheduling software.


• Project management software.


• Presentation software.

Minimum Qualifications — Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Required Prior Experience:
Four years of experience in administering or managing EEO programs, at least one year of which must have included supervisory experience.

Required Prior Education:
A Bachelor’s Degree in Business, Human Resources, or a closely related field. Six years of additional qualifying experience may substitute for the required education.