City Of Philadelphia Office Of Human Resources

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5C35

HUMAN RELATIONS DEPUTY DIRECTOR - COMPLIANCE

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General Definition

• This is deputy director level Human Relations work directing the operations of a major division within the City’s commission charged with eliminating discrimination in employment, housing, city services, and public accommodations. The deputy director in the Compliance Division evaluates the impact of appropriate laws and regulations and ensures compliance within the City of Philadelphia. Work includes planning, assigning, reviewing, and coordinating operations, recommending the establishment and modification of policies and procedures, and providing public information support to the Commission and outside agencies, when applicable. Work also includes interacting with Commissioners of the Human Relations Commission, City Council, attorneys, governmental and private agency officials, complainants and respondents, and the general public. Work is performed under the general direction of the Executive Director of the Commission on Human Relations.

Allocating Factors:

(The following conditions must be met for a position to be allocated to this class.)

• The position must be responsible for directing the compliance division of the City’s Commission on Human Relations.
• The position must report directly to the Executive Director of Human Relations.

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Typical Examples Of Work (Illustrative Only)

• Directs the Compliance Division of the Commission responsible for enforcing the City’s ordinances prohibiting discrimination and unfair treatment, and other applicable state and federal laws.
• Develops programs and policies to eliminate discrimination in employment, housing and public accommodations.
• Drafts local legislation and regulations in the interest of the Commission and supervises their introduction and passage in the City Council.
• Develops policies and procedures designed to increase the efficiency and effectiveness of Commission operations.
• Drafts and updates manuals, policy documents, templates and other materials to standardize Commission processes.
• Evaluates and recommends changes in procedures and methods relating to the compliance division.
• Recommends changes in assignment and level of staffing.
• Oversees through subordinate supervisors the investigation of complaints of alleged discrimination in employment, housing, and public accommodations.
• Advises Compliance staff to ensure that investigations reflect sound legal standards, are legally sufficient and are dispositive of complaint allegations.
• Directs the formulation of plans to attempt conciliation to end discriminatory practices.
• Oversees the preparation of cases for hearings before the Commissioners when such conciliatory attempts fail.
• Reviews case reports and the status of investigated cases.
• Identifies pro bono attorneys to represent Complainants in probable cause hearings.
• Performs legal research necessary to the formulation of sound legal opinions on questions presented.
• Monitors federal and state law for judicial decisions, regulatory guidance and other legal developments that are relevant to the Commission’s work;
• Researches case law and reviews all current federal, state and local laws to make appropriate recommendations for the disposition of cases.
• Provides oral and written interpretations, legal advice, determinations and opinions on issues relevant to the Commission.
• Works with the City’s Law Department, when applicable.
• Represents the Commission’s position as a member of local and legal industry groups, as requested.
• Confers with City officials, members of City Council, members of various public and private agencies.
• Administers contracts between the Commission and the federal enforcement agencies such as EEOC and HUD.
• Develops agreements pertaining to the receipt, investigation, conciliation, or other resolution, of complaints of discrimination in employment and housing in the City.
• May prepare and administer the memorandum of understanding between the Commission and the Pennsylvania State Human Relations Commission.
• Directs, through subordinate supervisors, programs to monitor the vendors and contractors doing business with the City while encouraging voluntary compliance to prevent discrimination from occurring when necessary;
• Directs a similar program monitoring realtors in the City while encouraging fair housing practices.
• Performs related work as required.

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Required Knowledge, Skills And Abilities

Knowledge Of:

• Controlling ordinances, statutes, and charter provisions in the field of human relations.
• Federal and state law, case law, regulatory guidance and other legal developments relevant to the Commission’s work.
• Legal research principles, methods and practices.
• Principles, practices, and problems of the administration of a human relations program.
• Social problems resulting from discriminatory practices
• Personal computers and common computer software
• Administrative and operational analyses.
• Supervisory methods and techniques.
• Organizational planning and development.

Skill In:

• Conducting legal research
• Coordinating the activities of the organization.
• Problem-solving to achieve objectives.
• Oral advocacy

Ability To:

• Provide oral and written interpretations, legal advice, and determinations on issues relevant to the Commission;
• Plan, organize and direct, through subordinate supervisors, the activities of a large staff.
• Ensure that activities and services reflect higher management policies.
• Establish and interpret policies, procedures or guidelines.
• Implement new or revised programs and policies.
• Communicate the Commission's vision and mission to staff.
• Inform subordinates about developments and their impact on organizational activities.
• Explain significant goals, activities, policies, and procedures to subordinates.
• Formulate and obtain acceptance of ideas and programs.
• Develop and increase employee commitment to desired results and outcomes.
• Schedule work assignments, set priorities, and direct work of the staff.
• Adjust work schedules to meet changing priorities.
• Develop reporting, quality control, and tracking systems for monitoring cases
• Set deadlines for project completion.
• Take corrective action when problems arise.
• Advise employees of performance standards.
• Control attendance and leave, including approval of sick and annual leave.
• Identify potential problems in employee behavior and take appropriate action.
• Model high standards of honesty and integrity.
• Maintain a high level of professional expertise.
• Express ideas effectively, both orally and in writing
• Explain or justify decisions, conclusions, findings, or recommendations.
• Exercise significant judgment and tact in resolving problems
• Persuade others to take a particular course of action or to accept findings, recommendations, changes, or alternative viewpoints.
• Establish and maintain effective working relationships with civic groups, public officials, community leaders, policy-making officials in labor and industry, and other private and public agencies affecting the public welfare.

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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 5/11)

Education

• Completion of a juris doctorate degree program at an accredited college or university.

General Experience

• Five years of legal experience specializing in the compliance aspects of human rights, civil rights or other relevant laws, statutes, ordinances and regulations. AND

Specific Experience

• Two years above mentioned experience in a supervisory capacity.

OR

• Any equivalent combination of education and experience determined to be acceptable by the Office of Human Resources which has included the education and specific experience described above.

Physical And Medical Requirements

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

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PAY RANGE:

EP26

• Class Established:

  • CSC: 3/11, Ad Board: 5/11

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End Of Job Class Specification - 5C35