Equal Employment Manager

Washington, D.C
Dec 03, 2020
Dec 10, 2020
Full Time


As an Equal Employment Manager, you will be responsible for developing, evaluating, and managing the Affirmative Employment Program (AEP) program for the Office of Civil Rights (OCR).

Location of position: OCR/Washington DC

The OCR is responsible for managing GSA's Equal Employment Opportunity (EEO) program.

We are currently filling one vacancy, but additional vacancies may be filled as needed.

Learn more about this agency


OCR's mission is to ensure an inclusive workplace free from unlawful discrimination through active engagement, training, and enforcement of civil rights laws, regulations and other guiding sources.
  • The incumbent serves as an expert in the area of affirmative employment programs and is called upon to create, implement, and manage GSA's affirmative employment program (AEP).
  • Leads the development and implementation of the GSA Management Directive 715 (MD-715).
  • Plan and preparation of the annual MD-715 report.
  • Conducts ongoing assessment of the agency's equal employment opportunity (EEO) program in relation to the EEOC Management Directive MD-715 and existing civil rights laws and authorities.
  • Applies a mastery of the principles and concepts in the field of civil rights laws and regulations in order to advise the Office of Civil Rights (OCR) Associate Administrator and Deputy Associate Administrator and agency leadership at all levels of employment in the planning, development, implementation and administration of policies and practices that affect EEO for all employees, including matters involving hiring and retention, merit promotion, supervisory practices, pay, classification, reasonable accommodations and access to equipment and other opportunities.
  • Collects, reviews and studies data to assess and measure program effectiveness.
  • Conducts data analysis using multiple sources and functions to draw conclusions.
  • Leads an agency-wide team to identify and eliminate workplace triggers and workplace barriers as part of the MD-715 process. Develops metrics to assess the progress and effectiveness of GSA strategies and practices to remove barriers.
  • Provides authoritative reports of findings and recommendations in clear and concise language.
  • Collaborates closely with the GSA Office of Human Resources and other parties to formulate the agency's diversity and inclusion strategies. Identifies challenges, assesses impacts of policy changes, evaluates alternatives and recommends innovative solutions to complex issues surrounding the implementation of diversity best practices throughout the Agency.
  • Oversees critical EEO projects, including barrier analysis, as the project manager. Sets deadlines, assign responsibilities to project team members, communicates with stakeholders and monitors and regularly reports on the progress of projects.
  • Prepares action plans and schedules for project accomplishment consistent with plan goals. Conducts briefings and formulates major comprehensive reports to senior level officials.

Travel Required

Occasional travel - Occasional travel maybe required to attend job related training, events, and/or conferences.

Supervisory status

Promotion Potential


Conditions of Employment

  • US Citizenship or National (Residents of American Samoa and Swains Island)
  • Meet all eligibility criteria within 30 days of the closing date
  • Meet time-in-grade within 30 days of the closing date, if applicable
  • Register with Selective Service if you are a male born after 12/31/1959

If selected, you must meet the following conditions:
  • Receive authorization from OPM on any job offer you receive, if you are or were (within the last 5 years) a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch.
  • Serve a one year probationary period, if required.
  • Undergo and pass a background investigation (Tier 2 investigation level).
  • Have your identity and work status eligibility verified if you are not a GSA employee. We will use the Department of Homeland Security's e-Verify system for this. Any discrepancies must be resolved as a condition of continued employment.
  • Complete a financial disclosure report to verify that no conflict, or an appearance of conflict, exists between your financial interest and this position


For each job on your resume, provide:
  • the exact dates you held each job (from month/year to month/year)
  • number of hours per week you worked (if part time).

If you have volunteered your service through a National Service program (e.g., Peace Corps, Americorps), we encourage you to apply and include this experience on your resume.

For a brief video on creating a Federal resume, click here .

The GS-14 salary range starts at $121,316 per year. If you are a new federal employee, your starting salary will likely be set at the Step 1 of the grade for which you are selected.

To qualify, you must have at least one year of specialized experience equivalent to the GS-13 level or higher in the Federal service.


In addition to the Basic Requirements listed above, you must have one year of specialized experience equivalent to the GS-13 in the Federal service. Specialized experience is experience creating, implementing, managing and evaluating an affirmative employment program; assessing an Equal Employment Opportunity program to determine compliance with EEOC directives; collecting and analyzing workforce data for barrier identification and elimination; developing and implementing organization-wide action plans to meet affirmative employment goals; and writing narrative reports regarding the status of affirmative employment actions.


Note: If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://www2.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html

Additional information

Bargaining Unit Status

Bargaining Unit status: Not applicable

Relocation Not Paid

Relocation-related expenses are not approved and will be your responsibility.

Travel - May be approved

Travel expenses associated with interviews may be approved. Determinations will be made on a case-by-case basis.

Recruitment/Relocation Incentive

On a case-by-case basis, the following incentives may be approved:

· Recruitment incentive if you are new to the federal government

· Relocation incentive if you are a current federal employee

· Credit toward vacation leave if you are new to the federal government

Management Rights

Additional vacancies may be filled from this announcement as needed; through other means; or not at all.

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be evaluated on the questions you answer during the application process, which will measure your overall possession of the following competencies or knowledge, skills, and abilities. Your responses to these questions must be supported by your resume or your score may be lowered.
  • Knowledge of managerial and technical EEO AEP program.
  • Skill in planning, organizing, and evaluating an AEP program.
  • Ability to develop policy and procedures to enhance and deliver a comprehensive an effective AEP program.
  • Ability to provide consulting services to managers at all levels in identifying institutional barriers to EEO for employees and job applicants.
  • Skill in conducting studies, organizational reviews, and workforce analysis.
  • Skill in and participating in personnel, management audits, and similar reviews.
  • Skill in identifying systemic equal employment problems (such as underrepresentation in professional lines of work or management policies and practices that may have a disparate impact on classes of employees or job applicants).
  • Ability to develop recommendations involving coordinated recruitment planning, training, job design, and career management efforts to solve systemic equal employment problems.
  • Skill in written and oral communication to prepare complex reports, documents, policies, procedures and to solicit and present information.
  • Skill in working with a diverse group of individuals.
  • Skill in negotiating issues and influencing others.

  • Additional assessments may be used, and, if so, you will be provided with further instructions.

    If you are eligible under Interagency Career Transition Assistance Plan or GSA's Career Transition Assistance Plan (ICTAP/CTAP) , you must receive a score of 85 or higher to receive priority.

    To preview questions please click here .

    Background checks and security clearance

    Security clearance

    Drug test required

    Position sensitivity and risk
    Moderate Risk (MR)

    Trust determination process

    Required Documents

    ALL required documents must be submitted before the closing date. Review the following list to determine what you need to submit.

    Note: If required to submit an SF-50 (Notice of Personnel Action), an equivalent agency Notice of Personnel Action form is acceptable. Such document(s) must show all of the following: effective date, position, title, series, grade, and rate of basic pay, tenure group 1 (career) or 2 (career-conditional), position occupied group, and name of agency. If you are a GSA employee (except in the OIG), you are not required to submit an SF-50.

    If you are a 30% or more disabled veteran, VEOA or VRA applicant or qualified spouse, widow/widower, or parent:

    (a) Copy of your Certificate of Release or Discharge From Active Duty, DD-214 that shows the dates of your active duty service. If selected, a DD-214 showing your type of discharge (member 4 copy) will be required prior to appointment.
    (b) If you are a disabled veteran, or are applying under VRA or VEOA as a spouse, widow/widower, or parent of a veteran, submit both of the following in addition to the DD-214: (1) completed SF-15 form; and (2) proof of your entitlement (refer to SF-15 for complete list).

    If you are active duty military- Certification on a letterhead from your military branch that includes your rank, character of service (must be under honorable conditions) & military service dates including discharge/release date (must be no later than 120 days after the date the certification is submitted).

    If you are a current Federal employee or Reinstatement Eligible: Submit your latest SF-50.

    If you are eligible under an Interchange Agreement: Submit your latest SF-50.

    If you are a former Peace Corp or VISTA volunteer: Submit your Description of Service.

    If you are a current or former Land Management Agency Employee - Submit a and b:

    (a) one or more SF-50s, including your most recent one that shows you were on a competitive time-limited appointment(s) with a Land Management Agency and served on the appointment for a period(s) totaling more than 24 months without a break of 2 or more years.

    (b) Copy of your agency's annual performance appraisal(s) or written reference(s) from a supervisor at the agency verifying satisfactory performance during your appointment(s).

    If you have a disability: Submit proof of eligibility. For information on eligibility and required documentation, refer to USAJOBS's People With Disabilities page.

    If you are applying under another special appointment authority: Submit proof of your eligibility under the appropriate appointment authority. See USAJOBS's Resource Center for more information.

    If you are ICTAP / CTAP eligible - submit a, b, and c: (a) proof of eligibility including agency notice; (b) SF-50, and (c) most recent performance appraisal.

    If you are a current or former political appointee: Submit your SF-50.

    If you are relying on your education to meet qualification requirements:

    Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

    Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

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