1686 Equity and Compliance Investigator
TITLE Equity and Compliance Investigator
CLASSIFICATION NUMBER 1686
IMMEDIATE SUPERVISOR Equal Opportunity Officer
MAJOR ADMINISTRATOR Vice President for Diversity and Inclusion
The Equity and Compliance Investigator is responsible for investigating complaints related to Equal Employment Opportunity (EEO), Affirmative Action (AA), Americans with Disabilities Act (ADA), and/or Title IX to determine whether University actions violated University policies and procedures or state and/or federal laws. The Equity and Compliance Investigator may perform investigations in coordination with the Office of Human Resources and assists in other investigations into campus concerns at the request of the Equal Opportunity Officer.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required; a Master’s degree in Criminology, Human Resources, Personnel Law, Public Administration or a related field is preferred.
Experience: Two years of experience in positions requiring knowledge of principles and practices of equal employment, ADA, Title IX, and affirmative action investigations, including interviewing methods and techniques, is required.
Skills: Knowledge of principles, practices and techniques of human resource administration, including recruitment, testing, and selection, classification, compensation, EEO/affirmative action, employee relations, labor relations, employee development and performance planning and appraisal is required. Familiarity with federal, state, and local laws, regulations, and court decisions applicable to employment, Equal Employment Opportunity, ADA, affirmative action, and civil rights is required. Effective communication skills are required. Proficiency in Excel, PowerPoint, Access, and other Microsoft Office products is required. The ability to work both independently and with a diverse range of people and in close collaboration with various groups on campus is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops investigative plans by determining the issues to be investigated, who should be interviewed, the questions to be asked, documents to be reviewed, and adjust the investigative plan in light of new information.
2. Conducts investigations of assigned complaints to determine whether federal, state, local rules and/or University policies were violated, determines investigation methods or techniques to be used, conducts interviews with complainants, respondents, witnesses, and other individuals by conducting site visits and/or telephone interviews, and makes written records of statements from complainants, witnesses, and others, reiterating statements to assure an accurate record covering all pertinent issues and asking questions for clarification if needed.
3. Develops questionnaires to elicit relevant information related to the complaint and communicates with University managers, directors, administrators, etc. to obtain needed information.
4. Analyzes information obtained from investigations to determine whether a complaint is valid, prepares fact-finding reports, and makes recommendations on the appropriate resolution of complaints.
5. Explains complaint processes and procedures and assists and provides guidance to employees in completing complaint forms.
6. Mediates and utilizes alternative resolution and problem solving processes to resolve internal organizational complaints.
7. Identifies areas for policy improvement and recommends programs, strategies, and other collaborative activities to prevent discrimination and harassment from occurring in University units, departments, and/or divisions.
8. Identifies University training needs and assists in providing University-wide training for supervisors, managers, and employees on EEO, ADA, and harassment-related issues and provides guidance and training on appropriate methods and strategies for mediation and conflict resolution.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Equal Opportunity Officer.
11. Contributes to the overall success of the Office of Equity and Compliance by performing all other duties and responsibilities as assigned.
The Equity and Compliance Investigator is supervised by the Equal Opportunity Officer.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.