2H61

PAY RANGE:† EP24

 

EQUAL EMPLOYMENT OPPORTUNITY OFFICER

 

GENERAL DEFINITION

 

††††††††††† This is technical human resources work in the development and implementation of affirmative action and equal employment opportunity programs.† The employee in this class oversees and participates in the preparation of federally mandated workforce statistical analysis reports, the development and presentation of training programs, the review and monitoring of departmental affirmative action plans, and the facilitation of their implementation.† Conducting and supervising investigations of job discrimination complaints for municipal employees, counseling discrimination complaints, maintaining contact with equal opportunity compliance agencies, establishing and monitoring controls to evaluate unit performance, and discussing complaints and recommenda≠tions for action are significant aspects of the work.†† Work is performed under the general direction of a Deputy Personnel Director.

 

ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class)

 

1.† The position in this class must be responsible for the development and implementation of affirmative action and equal employment opportunity programs.

 

2. The position must be located in the Central Human Resources Agency

 

TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)

 

††††††††††† Develops, modifies, and implements the central affirmative action plan for the Civil Service work force; incorporates necessary changes in plan in view of pertinent legislation, relative representation of protected groups in the work force, and the results of prior action; advises departmental representatives of standards for formulating departmental plans and provides technical assistance in the development and modification of individual plans; conducts and arranges for training of officials responsible for taking affirmative action.

††††††††††† Receives complaints of job discrimination based upon race, ethnicity, color, sex, sexual orientation, gender identity age, religion, national origin, ancestry, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status; counsels complainants by explaining Civil Service policies and procedures; investigates discrimination complaints to ascertain facts; prepares narrative reports detailing information found, analyzing facts, and recommending either denials of appeals or remedial actions to be taken; communicates findings to departmental representatives and complainants; explains appeal rights to external compliance agencies to complainants and departmental representatives; supplies information to the City's legal representatives in processing appeals; may give depositions for the Office of the† Director of Human Resources for hearings and investigations conducted by external agencies.

††††††††††† Analyzes demographic data on composition of the City's work force; extracts data from payroll and human resources data sources; determines relevant labor market composition; makes comparisons to identify occupational categories in need of affirmative action; recommends recruitment and promotional goals.

††††††††††† Prepares reports to state and federal agencies on statistical representation of protected groups in the City work force and affirmative action plans and progress; discusses employment practices with compliance agency representatives.

††††††††††† Participates in recruitment of protected group employees; explains City job opportunities to potential employees at schools and colleges; informs minority placement agencies of job opportunities.

††††††††††† Researches and analyzes related legislation; prepares analytical reports on the impact of legislation and regulations on the City; investigates and analyzes the feasibility and probable effects of changes in Civil Service regulations and personnel procedures to eliminate potentially discriminatory practices, provide equal employment opportunity and promote affirmative action; writes regulations and procedures; conducts research into various issues; presents reports to managers; proposes revisions to policies and procedures; prepares cost analysis; studies current policy and practices in† such areas† of human resources as testing, medical examination, certification, performance appraisal, and training and recommends possible revisions for affirmative action purposes.

††††††††††† Receives and evaluates requests from applicants for special testing accommodations based on† impairments; works with examinations staff to devise and administer alternative tests or alternate test formats for qualified disabled applicants; receives and evaluates requests from employees for accommodations based on† impairments; works with representatives† of departments to implement approved accommodations.

††††††††††† Develops, revises and participates in technical classroom training intended to inform managers and employees of legal requirements, and to prevent discriminatory actions; adjusts training programs to meet the unique needs of various departments.

††††††††††† Supervises a technical assistant engaged in investigating complaints, reviewing requests from applicants for special testing based on physical impairments, and implementing other affirmative action and equal opportunity programs.

††††††††††† Performs related work as required.

 

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

 

KNOWLEDGE OF:

 

         current literature, federal, state, and local laws and regulations, and court rulings related to affirmative action and equal employment opportunity in public agencies

         the theory, methods, and procedures involved in planning, evaluating, implementing and revising affirmative action plans

         the standard principles, practices, methods, and techniques of public personnel administration

         selection and certification practices, procedures, and regulations

         administrative organization and management

         Standard computer software packages used for word processing, spreadsheets and database management, as well as Office of Human Resources specific information systems

         Report writing

         Presentation techniques

SKILL IN:

 

         interviewing and investigatory† techniques

         report writing

         eliciting information

         analyzing data

         interacting with departmental and union officials and the public in issues pertaining to the specialty area

         effectively expressing ideas orally and in writing

         presenting adult education course material to a diverse group of employees managers

ABILITY TO:

         Ensure that activities, services, or products reflect higher management policies

         Interpret broad policies and guidelines for program execution

         Set deadlines for project completion

         Adjust work schedules to meet changing priorities

         Implement new or revised programs and policies

         Analyze diverse viewpoints to make planning decisions and solve work problems

         Recommend solutions to critical or sensitive problems

         Monitor programs to identify problems

         Review and make recommendations on revision of rules, regulations, or laws affecting programs

         Maintain confidentiality

         Prepare narrative and statistical reports

         Develop and conduct technical training

         Learn the provisions of the City's Civil Service Regulations, Home Rule Charter, and union contracts relevant to equal employment opportunity

         Learn the structure and functions of City departments and agencies which comprise City government

         Analyze facts and exercise judgment in the development of conclusion and recommendations

         Write and speak effectively

         Establish and maintain effective working relationships with† federal, state and departmental officials, city employees, complainants, the general public and others

MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents the minimum training and experience standards which will be used to admit or reject applicants for tests.† Applications submitted by candidates for this class will be reviewed based on training and experience requirements as approved on 2/12.)

 

EDUCATION:

 

††††††††††† Completion of a bachelor's degree program at an accredited college or university.

 

AND

EXPERIENCE:

 

††††††††††† Four years of human resources experience, two years of which shall have been in a full-time equal employment opportunity or affirmative action assignment for a public or private organization with a minimum of 1,000 full time equivalent employees. .

 

Preferred Credentials - A Masterís Degree in human resources, public personnel administration, public administration, business administration, or a closely related field (which may be substituted for two years of general experience).

 

OR

 

EDUCATION:

 

††††††††††† Completion of the study of law at and receipt without exception of an earned Bachelor of Laws or Juris Doctor degree from a law school that was an accredited law school at the time the applicant matriculated or graduated.

 

AND

EXPERIENCE:

 

††††††††††† Two years of experience as a licensed, practicing employment attorney representing employers before administrative agencies or in litigation on discrimination matters.

OR

Any equivalent combination of education or experience determined to be acceptable by the Office of Human Resources, which has included a bachelorís degree program and the specific experience above.

PHYSICAL AND MEDICAL REQUIREMENTS

 

††††††††††† Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

 

Class Established - 2/78

Title Change Only: CSC - 12/98

Spec. Revision: CSC - 10/06; Ad. Board - 11/06

Latest Spec. Revision: CSC - 1/12; Ad. Board - 2/12

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