Supervisory Equal Employment Specialist

Employer
USAJobs
Location
Washington, D.C
Posted
Jan 25, 2021
Closes
Jan 27, 2021
Function
Administrative
Hours
Full Time
Duties

Summary

This position is located in the Department of Labor's Civil Rights Center (CRC), Office of Internal Enforcement (OIE). CRC's mission is to promote justice and equal opportunity by acting with impartiality and integrity in administering and enforcing various civil rights laws.
  • This position is outside the bargaining unit.

Learn more about this agency

Responsibilities

The incumbent serves as the Chief of OIE, reporting directly to the CRC Director. Incumbent is responsible for planning, directing, and evaluating the compliance and enforcement activities of the OIE with regard to equal employment and nondiscrimination statues, rules, regulations, policies, standards, and procedures as they relate to DOL employees and applicants for employment. The incumbent is further responsible for implementing Department-wide policies and procedures as they relate to the internal enforcement program.

Major duties include, but are not limited to:
  • Supervises, manages, and directs the work of an administrative and technical staff engaged in the full range of investigative and compliance functions of sensitive and complex EEO cases involving both DOL employees and applicants for employment.
  • Plans, directs, implements, and evaluates CRC's pre-complaint (Informal)/EEO counseling, investigative, and enforcement programs related to DOL employees and applicants for employment, ensuring that applicable regulations, policies, standards, and procedures are complied with and that uniform remedies are applied or imposed.
  • Provides advice, counsel, and interpretation of Title VII of the Civil Rights Act, as well as other civil rights related laws.
  • Participates with CRC management in the formation of national policies, programs, goals, and objectives of CRC and OIE.
  • Coordinates formal and informal agreements between CRC and other Departments or agencies relative to compliance and enforcement activities.
  • Determines resource requirements and allocation of same, formulates long-range and annual office budgetary requests, justifications, and staffing patterns.
  • Oversees OIE's Alternative Dispute Resolution (ADR) program, to include facilitation and mediation to resolve complaints.


Travel Required

Not required

Supervisory status
Yes

Promotion Potential
15 - This position is at the Full Promotion Potential (FPL).

Requirements

Conditions of Employment

  • This position req. a Public Trust-Moderate Risk background investigation.
  • Requires a probationary period if the requirement has not been met.
  • Must be at least 16 years old and a U.S. Citizen.
  • Appointment to this position may require a background investigation.
  • Requires supervisory probationary period if requirement has not been met.
  • Subject to financial disclosure requirements.


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.

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.

Reference the "Required Documents" section for additional requirements.

Qualifications

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 conducting investigations to evaluate whether the Department, its subagencies, 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 subagencies, 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.


Education

Education cannot be substituted for experience at this grade level.

Additional information

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 are able to participate and contribute to their full potential. 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. Refer to these links for more information: GENERAL INFORMATION , ADDITIONAL DOCUMENTATION , FORMER FEDERAL EMPLOYEES

How You Will Be Evaluated

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

Click here for Evaluation details. For Displaced Employees ONLY: if you meet the eligibility requirements for special priority selection under ICTAP / CTAP , you must be well-qualified for the position to receive consideration for special priority selection. ICTAP/CTAP eligibles will be considered "well-qualified" if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review DOL Account Eligibility Questions #24 to reflect that you are applying as a ICTAP or CTAP eligible and submit supporting documentation.

Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:

Leadership - Influences, motivates, and challenges others; adapts leadership styles to a variety of situations.

Written Communication - Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a brief, clear, and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience;

Planning and Evaluating - Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes.

Technical Competence - Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues.

Reasoning - Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions.

Conflict Management - Manages and resolves conflicts, grievances, confrontations, or disagreements in a constructive manner to minimize negative personal impact.

The information you provide may be verified by a review of your work experience and/or education, by checking references and through other means (ex. interview). Your evaluation may also include a review by an HR Specialist or panel and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.

To preview questions please click here .

Background checks and security clearance

Security clearance
Other

Drug test required
No

Position sensitivity and risk
Moderate Risk (MR)

Trust determination process
Suitability/Fitness

Required Documents

The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date. Warning: If you submit a document using the same document title, the 2nd submission will OVERWRITE the 1st submission. Also, do not upload password protected documents.

- The following documents are required from all applicants (PLEASE READ CAREFULLY):

ARE YOU A CURRENT OR FORMER FEDERAL EMPLOYEE? If applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, "Notification of Personnel Action" which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, and Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility.

*WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step and competitive status. For current DOL employees, an award SF-50 DOES NOT indicate grade and step.

- Resume are required to provide a resume by creating one in USAJOBS or uploading one of your choosing. To receive full consideration for relevant and specialized experience, please list month, year, and the number of work hours worked for experience listed on your resume. We suggest that you preview the online questions, as you may need to customize your resume to ensure that it supports your responses to the vacancy questionnaire.

- Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency, but will not disqualify candidates if not submitted. If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. Applies to current and former Federal employees.

The following documents are required if applicable:

- Displaced Employee Placement Documents - Only required if requesting priority consideration under CTAP Eligibility .

- Cover Letters are not mandatory and will not be used to verify experience, but may be submitted.

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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