Summary This position is part of the Defense Human Resources Activity. The incumbent oversees the pre-complaint (counseling) and formal EEO complaint processing phases from cradle to grave. Ensures strict accordance with 29 C.F.R. Part 1614 and MD-110. Evaluates formal EEO complaints to determine acceptance or dismissal of claims. Drafts Final Agency Decisions (FADs) on procedural dismissals and merits. Serves as an officially certified Contracting Officer Representative (COR). Responsibilities As a EQUAL OPPORTUNITY SPECIALIST at the GS-0360-13/14 some of your typical work assignments may include: 1. Serves as the principal advisor and subject matter expert on Federal sector EEO compliance matters, providing technical guidance and recommendations to EEO director and leadership, managers, supervisors and staff regarding applicable laws, regulations and policies. 2. Administers and oversees DHRA's EEO complaint program to ensure compliance with 29 CFR Part 1614, EEOC MD-110, applicable statutes, executive orders, and Department policies governing EEO. 3. Reviews formal EEO complaints and associated case files for legal and procedural sufficiency; evaluates issues involving timeliness, jurisdiction, claim articulation, acceptance and dismissal determinations, amendments, consolidations and other procedural requirements. 4. Monitors complaint processing activities and regulatory timelines to ensure compliance with counseling, investigation, final action, hearing, appeal and settlement requirements, identifies and mitigates compliance. 5. Conducts quality assurance reviews of EEO counseling reports, reports of investigation, final agency decisions, settlement agreements, and related case management documents to ensure procedural accuracy and regulatory compliance. 6. Plans, develops, implements, and evaluates EEO program policies, procedures and internal controls to improve effectiveness, efficiency, accountability and compliance. 7. Leads workforce data analyses and barrier analyses in support of EEOC MD 715; develops corrective action plans, evaluates workforce trends, and prepares reports, certifications, and recommendations for senior leadership. 8. Uses data analytics, performance measures, dashboard and case management systems to assess program performance, identify trends, forecast workload requirements, and recommend process improvements. 9. Evaluates the EEO impact of workforce management initiatives, organizational realignments, return to office implementations, reductions in force, and other personnel actions; advises leadership regarding potential risks and mitigation strategies. 10. Develops and delivers EEO training and educational programs for employees, supervisors, managers and executives concerning EEO laws, anti-harassment requirements, reasonable accommodation, ADR, retaliation, prevention and complaint processing procedures. 11. Serves as Contracting Officer's Representative (COR) for EEO-related contracts including counseling, investigations, ADR, training, and program support services, monitors contractor performance, reviews deliverables, validates invoices, and ensures compliance with controlled requirements. 12. Coordinates with legal counsel, human resources officials, labor and employee relations specialists, disability program managers, and other stakeholders to ensure integrated and legally sufficient EEO program operations. 13. Conducts special studies, compliance reviews, management evaluations, and program assessments to identify systemic issues, improve program effectiveness, and support agency strategic objectives. 14. Prepares executive briefings, decision papers, correspondence, reports, and recommendations concerning EEO program performance, compliance risks, workforce trends, and strategic initiatives. 15. Represents DHRA in meetings, working groups, audits, inspections and interactions with oversight entities, including the EEOC officials, and other regulatory agencies. Requirements Conditions of Employment Qualifications You may qualify at the GS-13, if you fulfill the following qualifications: One year of specialized experience equivalent to the GS-12 grade level in the Federal service: Using qualitative and quantitative methods to analyze data, conduct barrier analyses, and recommend solutions; Using 29 C.F.R Part 1614 and EEOC Guidance MD-110, and MD-715, and DoW policies to assist in ensuring compliance of EEO policy and programs, affirmative employment programs (AEP), and overall operations management for EEO proactive prevention. Conducting EEO program assessments, compliance reviews, workforce analyses, barrier analyses, and management evaluations to identify systemic issues, measure program effectiveness, and ensure compliance with regulatory requirements. Administering and monitoring Federal EEO complaint programs, including evaluating procedural compliance, conducting quality assurance reviews, assessing timeliness requirements, reviewing complaint files, and recommending acceptance, dismissal, amendment, consolidation, settlement or corrective actions. OR You may qualify at the GS-14, if you fulfill the following qualifications: One year of specialized experience equivalent to the GS-13 grade level in the Federal service: Leading the use of qualitative and quantitative methods to analyze data, conduct barrier analyses, and recommend enterprise solutions; Applying 29 C.F.R Part 1614 and EEOC Guidance MD-110, and MD-715, and DoW policies to ensure compliance of EEO policy and programs, affirmative employment programs (AEP), and overall operations management for EEO proactive prevention. Directing EEO program assessments, compliance reviews, workforce analyses, barrier analyses, and management evaluations to identify systemic issues, measure program effectiveness, and ensure compliance with regulatory requirements. Overseeing and managing Federal EEO complaint programs, including evaluating procedural compliance, conducting quality assurance reviews, assessing timeliness requirements, reviewing complaint files, and approving acceptance, dismissal, amendment, consolidation, settlement or corrective actions. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the @type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit http://www.sss.gov for more information. For more information, please visit https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d FINANCIAL MANAGEMENT: Incumbent is required to submit a Financial Disclosure Statement, OGE-450, and (CFR Part 2634, Subpart I) Executive Branch Personnel Confidential Financial Disclosure Report upon entering the position and annually, in accordance with DoD Directive 5500-7-R, Joint Ethics Regulation, dated 15-MAY-2024. The incumbent must obtain and maintain required Equal Employment Opportunity Commission (EEOC) training (e.g., 32-hour initial EEO training and 8-hour annual refreshers), appropriate Alternative Dispute Resolution (ADR)/Mediation certifications, and official federal COR certification (e.g., FAC-COR or DAWIA equivalent). Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/140025_vol300.PDF?ver=LQ7feWw-8-5DI2tceUpmgA%3d%3d Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level). As required by 5 C.F.R. § 302.106., DLA will provide Section 508 conformant ICT to employees with disabilities. All ICT interfaces with the public related to vacancy announcements and career transition opportunities must conform to the applicable requirements in the current ICT Standards and Guidelines (36 C.F.R. § 1194).
