Director, Office of Departmental Equal Employment Opportunity

District of Columbia, D.C
May 08, 2021
May 16, 2021
Executive, Director
Full Time


The Department of Housing and Urban Development is the nation's housing agency committed to strengthening the Nation's housing market to bolster the economy and protect consumers; meet the need for quality affordable rental homes; utilize housing as a platform for improving quality of life; and build inclusive and sustainable communities free from discrimination.

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This position is in the Office of Departmental Equal Employment Opportunity (ODEEO), US Department of Housing and Urban Development (HUD). ODEEO is responsible for ensuring the enforcement of federal laws relating to the elimination of all forms of discrimination in the Department's employment practices and to ensure equal employment opportunity (EEO). ODEEO promotes diversity and inclusion and equity (DI&E), fosters a workplace culture that respects differences, and empowers the full and fair participation of all employees in all aspects of HUD work life. Additionally, ODEEO is responsible for leading the Department's efforts to proactively prevent unlawful discrimination. ODEEO also seeks to foster an agency culture in which disputes are resolved at the lowest possible level via Alternate Dispute Resolution (ADR) and before a formal complaint is filed.

This position reports to the Deputy Secretary, a Political appointee. Provides executive leadership, oversight, and advocacy of the Department's EEO, Affirmative Employment (AE), and DI & E program goals and initiatives to enable confidence in HUD's commitment to merit promotion principles in all aspects of hiring, selection, development, and performance management of employees. Serves as the principal advisor to the Secretary and Deputy Secretary on administrative and legal matters that pertain to the Department's ODEOO program.

As a key official of ODEEO, the incumbent is recognized as an active participant of the Department's senior management team and is responsible for the following:

Directs the work of ODEEO . This includes responsibility to:
  • Assess EEO, ADR, AE, DI & E policy, program, and project feasibility;
  • Determine overall ODEEO program goals and develop implementation plans;
  • Design an organizational structure to promote effective work relationships; and
  • Set effectiveness, efficiency, productivity, and management/internal control standards.

Assumes responsibility for the success of ODEEO program and projects which encompasses the full range of factors affecting program/project accomplishment. This includes:
  • Obtaining financial, technology and human resources necessary to accomplish program goals and initiatives and assuming responsibility for their effective use; and
  • Dealing with key officials from within and outside the agency to gain understanding and support for ODEEO program initiatives and compliance related matters. As the principal spokesman for the Secretary and Deputy Secretary on EEO/AE initiatives will conduct briefings and participate in sensitive and often highly technical and complex discussions with top level HUD officials, other federal officials (e.g. OPM, EEOC, MSBP), special interest and professional groups, Congress, State and Local government officials, and HUD customers as it relates to equity in employment and other often highly sensitive, political, or programmatic issues impacting the Department and the American people.

Monitors progress towards organizational goals and makes appropriate adjustments to such goals. This includes:
  • Monitoring work status through formal and informal means to evaluate progress towards objectives; This includes evaluating the legal sufficiency of all final actions taken in EEO matters, including final decisions and appropriate remedies.
  • Assessing overall effectiveness, efficiency, and productivity of the organization; and
  • Identifying, diagnosing, and consulting on problem areas related to implementation and goal achievement and making decisions on alternative courses of action. This includes undertaking compliance reviews of major program areas of the Department to determine the extent to which the Department's organizations are complying with EEO/AE mandates, goals, and objectives.

Supervises through combined technical and administrative direction the work of employees ranging in grades (GS-09 to GS-15). This includes, but is not limited to Equal Employment Specialists, Diversity Program Managers, and Alternate Dispute Resolution Specialists.

Makes program specific policy, procedure, and guideline determinations and formally recommends to the Deputy Secretary (authorizing official). This includes matters related to the management and compliance activities of:
  • Title VII of the Civil Rights Act of 1964, as amended (Public Law 92-261);
  • Age Discrimination in Employment Act of 1967, as amended;
  • Rehabilitation Act of 1973, as amended;
  • Equal Pay Act;
  • Executive Order 11478
  • Equal Employment Opportunity Commission (EEOC) and the Departmental regulations as they relate to or affect the provision of EEO/AE for HUD employees, former employees, and applicants for employment. This includes responsibility for:
  • Reviewing staff recommendations or policies developed to affect the organization's mission;
  • Considering political, social, economic, technical, and administrative factors with potential impact on the recommended policies.

Travel Required

Occasional travel - Work related travel may be required.

Supervisory status

Promotion Potential


Conditions of Employment

  • Must be a US Citizen.
  • Must be able to obtain and maintain a Public Trust security clearance.
  • A one-year probationary period is required, if not previously completed.
  • Must meet Mandatory Technical Qualifications (MTQs).
  • Will be required to submit a Public Financial Disclosure Report, SF-278.
  • Must meet Executive Core Qualifications (ECQs).



Current or Former Political Appointees:
The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last five (5) years, a political Schedule A, Schedule C, Noncareer SES or Presidential Appointee employee in the Executive Branch, you must disclose this information on your resume and to the Human Resources Office.

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level managerial capability. This experience should be sufficiently broad in scope and at a major management level in a large or complex organization. The ideal candidate will have experience supervising many employees through subordinate supervisors and have experience hiring, developing, and evaluating employees.Typically, experience of this nature is at the GS-15 or equivalent level in the federal service or its equivalent in the private sector.

Your application should demonstrate that you possess the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in SES positions such as:
  • Leading the work of an organizational unit
  • Ensuring the success of one or more specific major programs or projects
  • Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improveperformance
  • Supervising the work of employees, developing policy and other executive functions

If your experience does not include these basic qualifications, you will not be determined qualified for this position.

YOU MUST FULLY ADDRESS EACH MTQ AND ECQ TO BE RATED FOR FURTHER CONSIDERATION. Current or former career SES employees, or OPM/QRB Candidate Development Program (CDP) candidates are not required to address the ECQs, but MUST fully address the MTQs.

MANDATORY TECHNICAL QUALIFICATIONS (MTQs):All applicants must submit a written narrative addressing each MTQ separately, not to exceed one (1) page per MTQ. Applicants who fail to adhere to the one (1) page per MTQ limit will be disqualified and no longer in consideration.

In addition to the qualifying experience, applicants must possess the following technical qualifications that represent the knowledge, skills, and abilities essential to perform the duties and responsibilities of the position. You must fully address each MTQ to be rated for further consideration.

MTQ 1 - Experience and comprehensive knowledge of the basic laws, rules, regulations and statutes prohibiting discrimination in employment, and other opportunities as related to the requirements of EEO, i.e., Title VII of the Civil Rights Act of 1964, as amended; the Age Discrimination in Employment Act of 1964, as amended; the Rehabilitation Act of 1973, as amended; the Equal Pay Act, etc.

MTQ 2 - Experience that demonstrates the leadership skills and dedication to equity as defined by Executive Order 13985, to facilitate strategic change within the organization in order to establish equity in employment and create a model EEO workplace.

MTQ 3 - Experience and comprehensive knowledge of EEO complaint processing and adjudication, Alternative Dispute Resolution, and Affirmative Employment regulations, policies, procedures, standards and guidelines.

MTQ 4 - Experience that demonstrates strong management skills and the ability to develop and implement an organizational vision which integrates key national EEO and civil rights program goals, priorities, values, and other factors.

EXECUTIVE CORE QUALIFICATIONS (ECQs): All applicants must submit a written narrative addressing each ECQ, not to exceed two (2) pages per ECQ for a total of no more than 10 pages. If your ECQs exceed 10 pages, your application will be disqualified and you will no longer be considered. You must fully address each ECQ to be rated for further consideration. Current or former career SES employees, or OPM/QRB Candidate Development Program (CDP) candidates are not required to address the ECQs.

Introduction: The Office of Personnel Management (OPM) has identified five Executive Core Qualifications (ECQs). The ECQs were designed to assess executive experience and potential - not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions - not whether they are the most superior candidates for a particular position. Successful competence in the SES requires competence in each ECQ. Candidates must demonstrate executive experience in all five (5) ECQs. Your application should reflect an overall record of the knowledge, skills and abilities necessary to succeed in the SES.

Examples of good qualifications statements and the use of the C-C-A-R model (Challenge/Context/Action/Results), the preferred method of writing your ECQs, is provided in OPM's Guide to SES Qualifications .

Format: For each of the five ECQs, provide at least one example of your qualifications using the four C-C-A-R elements.

1. Challenge - Describe a specific problem or goal.

2. Context - Talk about the individuals and groups you worked with, and/or the environment in which you worked to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).

3. Action - Discuss the specific actions you took to address a challenge.

4. Results - Give specific examples of the results of your actions.

These accomplishments demonstrate the quality and effectiveness of your leadership skills.

NOTE: Your responses to the five ECQs must describe the context and the results of your achievements in lay terminology, free of jargon and excessive reliance on acronyms.

ECQ 1 - LEADING CHANGE - This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment . (Leadership Competencies: creativity and innovation, external awareness, flexibility, strategic thinking and vision).

ECQ 2 - LEADING PEOPLE - This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. (Leadership Competencies: conflict management, leveraging diversity, developing others and team building).

ECQ 3 - RESULTS DRIVEN - This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. (Leadership Competencies: accountability, customer service, decisiveness, entrepreneurship, problem solving and technical credibility).

ECQ 4 - BUSINESS ACUMEN - This core qualification involves the ability to manage human, financial, and information resources strategically. (Leadership competencies: financial management, human capital management and technology management).

ECQ 5 - BUILDING COALITIONS - This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and Local governments, nonprofit and private-sector organizations, foreign governments, or international organizations to achieve common goals. (Leadership Competencies: partnering, political savvy and influencing/negotiating).

Detailed information on the Executive Core Qualifications is available here.


Additional information


The U.S. Department of Housing and Urban Development strives to ensure that the public perceives HUD as a fair and equitable agency that administers its programs in an objective and impartial manner. As such, HUD is committed to its government ethics program, which advises employees on applicable ethics laws and regulations designed to protect the agency against real and apparent conflicts of interest. As a federal employee, you will be subject to the Standards of Ethical Conduct and the U.S. criminal conflict of interest statutes. As a HUD employee, you will also be subject to the HUD Supplemental Ethics Regulations which restrict the extent to which a HUD employee can engage in certain activities and hold certain investments. Depending on your position, you may also be required to file a public or confidential financial disclosure report. Upon your new appointment, you will receive guidance regarding your ethics obligations. You will also be required to attend a mandatory ethics training within 3 months of appointment.

HUD employees are prohibited under Section 7501.104, 5 Code of Federal Regulations from directly or indirectly owning, acquiring, or receiving:
  • Federal Housing Authority debentures or certificate of claim;
  • Financial interest in a project, including any single-family dwelling or unit subsidized by HUD, or which is subject to a note or mortgage insured by HUD;
  • Section 8 subsidies to or on behalf of a tenant of property you, your spouse, or a dependent child owns.
The following are exceptions to the Section 8 prohibition:
  • The employee, or the employee's spouse or minor child acquires, without specific intent as through inheritance, a property in which a tenant receiving such a subsidy already resides;
  • The tenant receiving such a subsidy lived in the rental property before the employee worked for the Department;
  • The tenant receiving such a subsidy is a parent, child, grandchild, or sibling of the employee;
  • The employee's, or the employee's spouse or minor child's, rental property has an incumbent tenant who has not previously received such a subsidy and becomes the beneficiary thereof; or
  • The location of the rental property is in a Presidentially declared emergency or natural disaster area and the employee receives prior written approval from an agency designee.

How You Will Be Evaluated

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

Applicants will be evaluated against the Mandatory Technical Qualifications (MTQs) and Executive Core Qualifications (ECQs). As a supplement to your application, please provide examples of relevant experience, training, and personal achievements, which address each of the ECQs and MTQs. The examples should be clear and concise and show levels of accomplishment and degree of responsibility. FAILURE TO FULLY ADDRESS THE REQUIRED QUALIFICATIONS (MTQs and ECQs) AND/OR ADHERE TO THE PAGE LIMIT WILL RESULT IN YOUR APPLICATION BEING DISQUALIFIED.

To preview questions please click here .

Background checks and security clearance

Security clearance
Not Required

Drug test required

Position sensitivity and risk
High Risk (HR)

Trust determination process
Credentialing , Suitability/Fitness

Required Documents

Your application package must include your:

1. Resume: In addition to your written statements fully addressing the Mandatory Technical Qualifications (MTQs), Executive Core Qualifications (ECQs), and other qualifications as applicable, submit a resume to describe your qualifications. It should include: full name, mailing address, and day and evening telephone numbers and email addresses. Educational information, including the name, city and state of the colleges or universities you attended, as well as the type and year of any degrees received. Information about your paid and non-paid work experience related to the position including:
  • Job title (including series and grade, if Federal job)
  • Duties and accomplishments
  • Employer's name and address
  • Supervisor's name and telephone number (indicate if we may contact your current supervisor)
  • Starting and ending dates of employment (month/year)
  • Hours per week
  • Annual salary
  • Information about honors, awards, and special accomplishments
  • Country of citizenship

2. Reinstatement Eligibles: Include a copy of the Standard Form 50 (Notification of Personnel Action) documenting career appointment to the SES.

3. OPM-Certified SES Candidate Development Program graduates: Provide proof of OPM Qualifications Review Board certification.

4. Written statements fully addressing each of the Mandatory Technical Qualifications (MTQs).

5. Written statements fully addressing each of the Executive Core Qualifications (ECQs). Current or former Career SES employees, or OPM/QRB Candidate Development Program (CDP) candidates are not required to address the ECQs, but MUST address the MTQs.

Veterans Preference does not apply to the SES.

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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