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Equal Opportunity Specialist
2 months ago
In this capacity, they:
(a) play a major Agency role in the EEO complaint investigation and adjudication processes, (b) has primary responsibility for recommending case decisions to OWD management; (c) serves as a Senior liaison and principal staff advisor on Agency EEO and civil rights issues; and (d) provides advice and counsel to the Director and Deputy Director of OWD on matters related to the feasibility and impact of EEO programs, plans, policies and decisions.
Ensures FCC EEO and affirmative employment programs comply with Federal regulatory and statutory requirements and guidance.
Focuses on the solution of individual, institutional, and systemic problems, and participates in identifying barriers to equal opportunity for employees, including personnel policies and practices, which may adversely affect individuals or classes of employees and applicants for employment on their EEO responsibilities through periodic status briefings on key aspects of the program.
In consultation with the Director and Deputy Director of OWD, advises FCC management on all matters involving the interpretation and application of Title VII of the Civil Rights Act of 1964 as Amended; Section 501 of the Rehabilitation Act of 1973 as amended; Age Discrimination in Employment Act of 1967, as amended; Executive Order 11478; and all other statutes, Executive Orders and regulatory provisions relating to EEO, nondiscrimination, civil rights; as well as other pertinent enacted or proposed legislation affecting the jurisdiction and responsibilities of the FCC.
Manages the total processing and disposition of all individual and class action EEO complaints and ensures full cooperation with EEO collateral-duty Counselors and EEO personnel in the timely, fair, and prompt processing and investigation and resolution of complaints.
Utilizes a thorough and detailed knowledge and skill of managerial and technical EEO to plan, organize, carry out and evaluate the agency's EEO program.
In consultation with the OWD Director and Deputy Director, works collaboratively with Agency HR management and personnel to ensure that the Agency's policy of selecting and advancing the best qualified persons is administered without regard to race, color, sex, disability, or other non-merit reasons/issues; and reports any deficiencies or deviations to the OWD Director and provides recommendations for corrective action.
Performs research in connection with cases to analyze factual and legal issues and to determine additional facts needed and applicable legal sources; determines what witnesses are necessary and whether and what type of discovery is required to develop the facts.
In consultation with the OWD Director and Deputy Director, proposes studies, management reviews, workforce statistics and surveys, labor negotiations on diverse administrative and management issues, e.g., on the administration of personnel management to identify institutional and systemic EEO problems, complaint trends, organizational reviews, workforce analyses in areas of race, sex, sexual harassment, national origin, grade level, occupation, performance appraisal ratings, disciplinary actions, etc., to identify, analyze, and provide advice on systematicproblem solutions such as management practices which adversely affect various classes of people.
Participates and supports the Office of Workplace Diversity in developing and implementing EEO, workforce diversity and Special Emphasis Program initiatives, projects and activities to advance the Office's mission of improving diversity and ensuring equality is present in all aspects of employment and that action is being taken to address (e.g., addressing under-representation).
Has primary responsibility for the planning, development, implementation and monitoring of the annual No FEAR Report to Congress and the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (EEOC Form 462).
Conducts statistical analyses of human resources management practices:
recruitment, referrals/selections, promotions/separations, awards/recognition, training, disciplinary/adverse actions, and complaints to determine whether barriers to equality exist; and whether policies, practices, and concepts that directlyor indirectly affect the attainment of the No FEAR Act and EEOC Form 462 Report objectives are enforced.
