Equal Employment Manager

Washington, D.C
May 17, 2022
May 20, 2022
Full Time

  • Advises and assists the Assistant Secretary and other client agencies and OASAM executive staff on all matters within the scope of Office responsibility. Manages and directs Office programs. Coordinates EEO activities with other offices throughout OASAM.
  • Serves as the spokesperson and focal point for EEO activities for OASAM on interagency task groups and conferences and commits OASAM to a course of action. Exercises significant advisory responsibilities including the provision of technical, regulatory, policy, and procedural advice to OASAM officials which includes senior-level officials.
  • Interfaces with the senior and executive staff of the department and other department and federal agencies to develop policies and consensus on the policies developed, strategies for implementation and implementation, and develop internal guidelines and policy for OASAM.
  • Directs OASAM's Equal Employment Opportunity Program for OASAM and OASAM client agencies. Plans, organizes, directs staff, carries out, and evaluates an equal employment program that, in addition to meeting basic regulatory requirements, focuses on the solution of systemic problems, including agency management policies and practices, and provision of management advisory and consulting services designed to effect major changes.
  • Identifies and solves systemic problems through monitoring complaints; emphasizes the interrelationship of equal employment with personnel management functions such as labor relations, staffing, training, compensation, position classification, and with other management functions such as budgeting and planning.
  • Ensures all OASAM managers and supervisors in both national and regional offices are trained and adhere to their responsibilities under the Rehabilitation Act of 1973, as amended, EEO regulations at 29 CFR 1614, and Executive Order 13164 to reasonably accommodate the known physical or mental limitations of qualified employees or applicants for employment unless the accommodation would impose an undue hardship in agency operations; work collaboratively with the employee/applicant and other officials in addressing request for accommodations.
  • Informs all OASAM employees located in both the national and regional offices of their rights and responsibilities under the Accommodation Policy.
  • Strategically manages resources throughout the Office to ensure high performance, greater public accountability, quality service, and customer satisfaction.
  • Responsible for advising on policy and Procedures for Preventing and Eliminating Harassing Conduct in the Workplace, and the No Fear Act.
  • Creates an environment that is conducive to staff thinking and resolving problems creatively. Assesses the talents and capabilities of staff. Promotes an environment that encourages confidence in making sound and well-informed decisions. Provides candid and timely feedback to staff on how their actions contribute to the achievement of organizational goals and objectives.
  • Demonstrates fairness and equity in recognizing staff for developing and implementing successful process improvements, distributing awards and commendations fairly and resources, and opportunities for professional development equitably. Foster and encourages diversity in the workplace.


Conditions of Employment

  • Appointment to this position may require a background investigation.
  • Requires supervisory probationary period if requirement has not been met.
  • Requires a probationary period if the requirement has not been met.
  • Must be at least 16 years old and a U.S. Citizen.

Notification Concerning COVID-19 Vaccinations. As required by Executive Order 14043 , Federal executive branch employees are required to be fully vaccinated against COVID-19 regardless of the employee's duty location or work arrangement (e.g., telework, remote work, etc.), subject to such exceptions as required by law. If selected, you will be required to be vaccinated against COVID-19 and to submit documentation of proof of vaccination or to be in the process of requesting an exception to the vaccination requirement before appointment or onboarding with the agency. The agency will provide additional information regarding which forms of documentation can be accepted and how you can request to be considered for a legally required exception from this requirement.

Currently, implementation and enforcement of Executive Order 14043 has been suspended pursuant to an injunction pending further litigation.

Applicants must meet time-in-grade, time-after-competitive-appointment and qualifications requirements within 30 calendar days after the closing date of the vacancy to be eligible for consideration for selection.

Federal Employees Please Note: Your SF-50 must include enough information to be able to determine that time-in-grade requirements have been met and reflects your position title, pay plan/series/grade, tenure and the type of appointment (i.e. competitive/excepted). In some cases you may need to submit more than one SF-50.

Reference the "Required Documents" section for additional requirements.


Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service.

Specialized Experience is defined as:

• Experience in administering programs to process requests for reasonable accommodations under the Rehabilitation Act of 1973 and investigating complaints of harassment or discrimination.
• Experience conducting investigations to evaluate whether the Department, its sub agencies, managers, supervisors, and other responsible parties are in compliance with the law.
• Experience in analyzing complaints, applying law to fact, and applying investigative methods to determine whether the Department, its sub agencies, managers, supervisors, and other responsible parties are in compliance with the law.
• Experience in fact-finding, analyzing, problem solving, and writing, and in assisting others to do so, in order to identify issues and problems in discrimination cases and recommend solutions.
• Experience reviewing subordinate work for substantive and technical sufficiency.
• Experience communicating technical information verbally and in writing.
• Experience processing, investigating, and adjudicating discrimination complaints.
• Experience developing and implementing creative solutions to EEO complaints.

Additional information

You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states:

Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.

Persons who are deaf, hard of hearing, blind, or have speech disabilities, please dial 711 to access telecommunications relay services.

DOL seeks to attract and retain a high-performing and diverse workforce in which employees' differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility, and fairness so that all individuals can participate and contribute to their full potential.


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