1684 Associate Director, Office for Institutional Equity and Compliance

POSITION IDENTIFICATION

TITLE Associate Director, Office for Institutional Equity and Compliance

CLASSIFICATION NUMBER 1684

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Equal Opportunity Officer

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The Associate Director, Office for Institutional Equity and Compliance serves in a lead role within the Office for Institutional Equity and Compliance (OIEC). The Associate Director, OEIC supervises and conducts investigations of complaints of discrimination and/or harassment related to membership in protected classes and reviews and approves searches relative to Equal Employment Opportunity (EEO), Affirmative Action (AA), campus diversity initiatives, and recruitment guidelines. The Associate Director, OIEC oversees, coordinates, and approves accommodations under the Americans with Disabilities Act (ADA) accommodations process for faculty and staff and handles ADA issues related to facilities. The Associate Director, OIEC prepares the annual Affirmative Action Plan and the annual VETS 4212 report, troubleshoots data collection issues and coordinates the Annual Race/Ethnicity and Veteran Status Survey and the Voluntary Self-Identification of Disability Survey/Disability Accommodation Notification. The Associate Director, OIEC provides guidance, consultation, and direction related to issues under the OIEC’s jurisdiction, provides training to various constituencies on topics under OIEC’s purview, and recommends policy and procedure changes to ensure compliance with laws, regulations, and best practices.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required; a Master’s degree in public, business, or human resource administration is preferred.

Experience: At least three years of professional, technical, or consultative experience in human relations, personnel administration, recruitment and selection, complaint investigations, and/or diversity education is required. Experience developing and facilitating training programs is required.

Skills: Effective communication skills are required. Proficiency with Excel, PowerPoint, Access, and Word 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. 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. Assures the handling of regarding reported discrimination and/or harassment incidents by processing complaints from faculty, staff, and students in accord with the OEIC Complaint Procedures and advising complainants for all other options available, both within the University and outside the University.

2. Assists in assuring 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 (EO) Program and Affirmative Action Plan and monitoring and evaluating the EO and AA activities of colleges, academic, and administrative departments of the University.

3. Helps to assure that the University’s employment practices are in compliance with federal and state regulations by monitoring employment practices and reviews approves searches relative to Equal Employment Opportunity (EEO), Affirmative Action (AA), campus diversity initiatives, and recruitment guidelines.

4. Helps to assure the University’s compliance with all applicable laws and regulations regarding services for persons with disabilities by processing, recommending, and overseeing the implementation of reasonable accommodations and receiving and investigating complaints from faculty, staff, and students regarding disability issues.

5. Prepares and analyzes scheduled and requested reports, including the AA Plan and VETS 4212 and coordinates the Annual Race/Ethnicity and Veteran Status Survey and the Voluntary Self-Identification of Disability Survey/Disability Accommodation Notification.

6. Provides guidance, consultation, and direction related to issues under the OEIC’s jurisdiction, provides training to various constituencies on topics under OEIC’s purview, and recommends policy and procedure changes to ensure compliance with laws, regulations, and best practices.

7. Provides oversight, training, and mentoring to other OEIC staff.

8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attends training and/or courses as required.

10. Contributes to the overall success of the OIEC by performing other duties as assigned.

SUPERVISION

The Associate Director, Office of Institutional Equity and Compliance is supervised by the Equal Opportunity Officer.

OFFICE OF HUMAN RESOURCES

JANUARY 2016

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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into 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 4 - 1500 Points: Work involves the primary accountability for a smaller 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. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.