1691 Equal Opportunity Officer
TITLE Equal Opportunity Officer
CLASSIFICATION NUMBER 1691
IMMEDIATE SUPERVISOR Vice President for Diversity and Inclusion
MAJOR ADMINISTRATOR President
The Equal Opportunity Officer is responsible for all aspects of the University's Affirmative Action and Equal Opportunity Compliance Programs to ensure compliance with applicable laws and regulations (e.g., Executive Order 11246, Title VI and Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, Title IX of the Higher Education Act of 1972, the Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990, Vietnam Era Veterans Readjustment Assistant Act of 1974, Age Discrimination in Employment Act of 1967 as amended). The Equal Opportunity Officer serves as a liaison with the vice presidents, members of the Academic Council, and other Missouri State University administrators in monitoring and recommending policies and procedures regarding equal employment and educational opportunities for faculty, staff, and students. The Equal Opportunity Officer also serves as the University's Disability Compliance Coordinator and the Title IX Officer.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Human Resources Management or a related field. A Master’s degree in Human Resources Management or a related field is strongly preferred.
Experience: At least three years of employment in an affirmative action/equal opportunity management position is required. Affirmative Action/Equal Opportunity experience in higher education is preferred. Knowledge of government agencies and their regulations, at a policy level, as well as thorough knowledge of the Equal Opportunity laws and regulations are required. Knowledge of discrimination experienced by specific protected classes, as identified by federal and state enforcement agencies, is required. Experience in presenting training programs and workshops on equal employment opportunity and affirmative action topics is required.
Skills: Demonstrated ability to design, develop, and implement programs and services in response to affirmative action needs is required. Effective oral, written and interpersonal communication skills and strong quantitative skills are required. Computer competency, particularly in the use of computerized applicant and employee databases and similar computer applications, is required. A demonstrated knowledge and understanding of multicultural and diversity issues is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the University's compliance with all applicable equal opportunity and affirmative action laws and regulations through development, implementation, management, and updating of the University's Equal Opportunity Program and Affirmative Action Plan, and by monitoring and evaluating the equal opportunity and affirmative action activities of all colleges, academic, and administrative departments of the University.
2. Provides senior administrators with significant information regarding the effectiveness of the University's Equal Opportunity Program and Affirmative Action Plan through the preparation and analysis of regularly scheduled and special requested studies and reports, including the annual updating of the Affirmative Action Plan, reports using data from the Integrated Post-Secondary Education Data System (IPEDS) or comparable report, an Annual Report to the Vice President for Diversity and Inclusion on equal employment opportunity and affirmative action, and activity reports as needed for review with the Director of Human Resources and vice presidential units.
3. Assures that the University's employment practices are in compliance with federal and state regulations by monitoring employment practices, including compliance with the University's Hiring Procedures Handbook, and advising senior administrators regarding non-compliant practices, procedures or policies.
4. Reviews and approves the potential candidate pools and interview recommendations for executive, administrative, faculty, and professional searches to ensure that diversity search guidelines are followed.
5. Assures the proper application of policies and regulations regarding reported discrimination/harassment incidents by processing all such complaints from faculty, staff, and students in accord with the Grievance Procedures in the Affirmative Action Plan and advising all complainants of all other options available, both within the University and outside the University.
6. Communicates the requirements and procedures of all affirmative action and equal opportunity regulations and legislation to appropriate University officials by conducting periodic reviews and evaluations of affirmative action efforts within University departments and units, advising those administrators as to program needs or procedural deficiencies, and recommending non-discriminatory strategies for implementing procedures that are in compliance with equal opportunity/affirmative action guidelines.
7. Ensures the University's compliance with all applicable laws and regulations regarding services for persons with disabilities by serving as the Disability Compliance Coordinator, receiving requests for the provision of reasonable accommodations for faculty and staff, receiving and investigating concerns and complaints from faculty, staff, and students regarding disability issues and recommending appropriate solutions, and advising senior administrators on topics such as disability rights and issues, attitudes regarding persons with disabilities, reasonable accommodations, technology, and facility access and architectural barriers.
8. Develops a network of informed representatives of the University community which promotes an awareness and understanding of the University's commitment, activities, and efforts regarding Equal Opportunity and Affirmative Action through avenues such as chairing the Equal Opportunity Advisory Committee, providing education and training to appointed Affirmative Action Liaison Officers and other University officials regarding the University's Equal Opportunity and Affirmative Action programs, and other appropriate approaches.
9. Provides essential training regarding Equal Opportunity and Affirmative Action practices, laws, and regulations to University employees, supervisors, administrators, faculty, and staff search committees, and to any group whose activities are subject to guidelines for equal employment and educational opportunities by designing, developing, scheduling, and conducting specific workshops and in-service training sessions.
10. Establishes and maintains a cooperative working relationship on matters pertaining to the University's Affirmative Action Program by serving as the University's liaison with other universities, University committees, minority linkage organizations, and other appropriate community entities.
11. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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 Vice President for Diversity and Inclusion.
13. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
The Equal Opportunity Officer reports to and receives administrative supervision from the Vice President for Diversity and Inclusion and the General Counsel, and functions independently within the guidelines of the University's personnel policies and regulations, coordinates with all appropriate unit heads, and exercises considerable judgment and initiative in planning, organizing, and completing assignments. The Equal Opportunity Officer reports directly to the President of the University on Title IX and Federal Transit Authority issues and to the General Counsel regarding discrimination claims involving state or federal agencies. The Equal Opportunity Officer supervises professional staff, clerical staff, graduate assistants, and student workers.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2011
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 5 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.
Factor 4: Job Controls and Guidelines
Level 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
Factor 5: Managerial Responsibility
Level 5 - 2350 Points: Work involves primary accountability for a larger department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.