Attorney Advisor

The incumbent serves as the agency's Equal Employment Opportunity (EEO)

Program Manager with responsibility for:
(a) insuring the proper legal processing and resolution of complaints; (b) analyzing and evaluating employment policies; and (c) making recommendations to solve complex Agency discrimination issues and problems. They report directly to the Director of Workplace Diversity.

As the Equal Employment Opportunity Program Manager (EEOPM), the incumbent has authority to evaluate the FCC's EEO and affirmative employment programs and is recognized as a technical authority on legal aspects of EEO and affirmative employment programs.

In this capacity, they play a role in the EEO complaint investigation and adjudication processes and provide authoritative legal advice on matters related to the feasibility and impact of EEO programs, plans, policies and decisions.

Assists with the administration of the discrimination complaints processing system in compliance with regulatory requirements. Analyzes, monitors, and evaluates complaints to identify problem areas and develop strategies for corrective actions.

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 systematic problem 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 preparation of agency draft annual No FEAR Report to Congress and the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (EEOC Form 462) for OWD Director review and approval.

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 directly or indirectly affect the attainment of the No FEAR Act and EEOC Form 462 Report objectives are enforced.

In coordination with FCC's Learning and Development Center, serves as one of the FCC's primary EEO trainers for employees, leadership, supervisors and managers), which entails: creating, coordinating delivering, and coordinating EEO related topics (e.g., the EEO complaints process, prevention of sexual harassment, etc.).

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