1690 Equal Opportunity Specialist
TITLE Equal Opportunity Specialist
CLASSIFICATION NUMBER 1690
IMMEDIATE SUPERVISOR Equal Opportunity Officer
MAJOR ADMINISTRATOR President
The Equal Opportunity Specialist is responsible for assisting the Equal Opportunity Officer in ensuring that the University is in compliance with applicable laws and regulations relating to the University's Affirmative Action and Equal Opportunity Compliance Programs. The Equal Opportunity Specialist performs duties of a complex, technical and confidential nature in support of equal opportunity and affirmative action EO/AA) programs and federal compliance reporting function. The Equal Opportunity Specialist assists the Equal Opportunity Officer in monitoring equal employment and educational opportunities for faculty, staff, and students. The Equal Opportunity Specialist also conducts investigations of complaints of alleged discrimination and harassment.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required; and advanced degree in public, business, or personnel administration, the social sciences, or a closely related field is preferred.
Experience: a minimum of two years of professional , technical, or consultative experience in human relations, personnel administration, recruitment and selection, complaint investigations, and/or diversity education is required. Earned graduate credit hours from an accredited college or university in the specified areas, or in the field of law, may substitute on a year-for-year basis for the required experience at a rate of twenty-four (24) earned graduate credit hours for one year of experience. Experience developing and facilitating training programs and workshops is required.
Skills: Effective communication skills are required. Proficiency in Excel, PowerPoint, Access, and other Microsoft Office products is required. Strong quantitative and statistical analysis skills are 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. Experience writing and analyzing reports is preferred. Experience with data collection and statistical analysis is preferred. A working knowledge of Banner HRIS is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Under the director of the Equal Opportunity Officer, helps to assure the proper application of policies and regulations regarding reported discrimination/harassment incidents by processing complaints from faculty, staff, and students in accord with the Office for Equity and Diversity Complaint Procedures and advising all complainants of all other options available, both within the university and outside the University.
2. Assists the Equal Opportunity in ensuring the University's compliance with all applicable equal opportunity and affirmative action laws and regulations by assisting in the development, implementation, 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, as directed.
3. Under the direction of the Equal Opportunity Officer, develops and conducts a variety of training programs and workshops on topics related to equity and diversity.
4. Helps to assure that the University's employment practices are in compliance with federal and state regulations by monitoring employment practices as directed by the Equal Opportunity Officer.
5. Helps to ensure the University's compliance with all applicable laws and regulations regarding services for persons with disabilities by assisting Equal Opportunity Officer with requests for the provision of reasonable accommodations for faculty and staff, and receiving and investigating concerns and complaints from faculty, staff, and students regarding disability issues.
6. Assists the Equal Opportunity Officer with periodic reviews and evaluations of affirmative action and equal opportunity efforts within University departments and units.
7. Assists in 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 President on equal employment opportunity and affirmative action, and activity reports as needed for review with the Director of Human Resources and vice presidential units.
8. 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.
9. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
The Equal Opportunity Specialist is supervised by the Equal Opportunity Officer and may supervise professional, clerical staff, graduate assistants, and student workers.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2009
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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
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.