Summary The incumbent serves as the Equal Employment Opportunity (EEO) Manager for the Washington DC VA Medical Center (DC VAMC), a large, 1a complex tertiary care facility within the Veterans Health Administration that provides comprehensive inpatient and outpatient services across multiple medical specialties and subspecialties. Responsibilities Duties to include but not limited to: Serves as the EEO Manager with full supervisory authority over assigned EEO program staff (e.g., EEO Specialist, Program Specialist, Equal Opportunity Assistant or similar positions), at grades GS12 and below. Plans, assigns, and evaluates work for all staff; establishes priorities; and distributes workload to meet program and medical center objectives and regulatory timeframes. Reviews work products for accuracy, technical sufficiency, timeliness, and compliance with EEOC, OPM, VA, VHA, and facility policies and procedures. Provides day today guidance, feedback, and coaching to staff; identifies developmental needs; and implements training and mentoring plans to strengthen technical competence and program capacity. Developing performance standards and conducting annual and midyear performance appraisals. Approving leave and managing staffing coverage. Initiating or recommending minor disciplinary actions and corrective measures; resolving workplace and interpersonal issues. Participating in recruitment and hiring activities, including developing position requirements, interviewing, and recommending selections for EEO program staff. Monitors workload and staffing trends; adjusts assignments; and supports succession planning and workforce development to ensure continuous readiness of the EEO program. Directs all aspects of the DC VAMC EEO and Affirmative Employment Programs, including complaint processing, barrier analysis, special emphasis programs, reasonable accommodation, and alternative dispute resolution (ADR) Reviews workforce demographic data, barrier analyses, staffing and promotion patterns, and EEOC MD715 and related reports to identify systemic issues and underrepresentation. Allocates and manages resources (staff time, training, and operating funds) to support effective program delivery and compliance. Develops, revises, and interprets facility EEO policies, procedures, and guidance, particularly where issues are novel, complex, or precedent setting. Ensures facility directives, memoranda, and procedures align with EEOC regulations; OPM guidance; VA and VHA directives; and applicable statutes and Executive Orders. Provides expert technical advice to the Medical Center Director, executive leadership team, service chiefs, supervisors, and HR staff on EEO compliance, systemic barriers, and complaint resolution strategies. Designs and delivers training for managers, supervisors, union officials, and employees on EEO topics Tailors training content to facility needs, recent complaint trends, and regulatory updates; develops educational materials, job aids, and reference guides. Evaluates training effectiveness through participant feedback, knowledge assessment, and monitoring of complaint trends; refines training plans accordingly. Provides regular briefings to the Medical Center Director and executive leadership team on EEO program status, complaint trends, barrier analysis findings, and compliance metrics Develops communication strategies to promote awareness of EEO programs, rights, responsibilities, and complain VADR avenues across the facility. Serves as the primary facility liaison on EEO matters with internal stakeholders (employees, supervisors, union representatives, special emphasis program committees) and external stakeholders Work Schedule: Monday - Friday; 8:00am- 4:30pm EST Compressed/Flexible: Not Authorized Telework: Not Authorized Virtual: This is not a virtual position. Position Description/PD#: Equal Employment Manager/PD051398 Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Authorized Permanent Change of Station (PCS): Not Authorized PCS Appraised Value Offer (AVO): Not Authorized Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. Selective Service Registration is required for males born after 12/31/1959 Subject to background/security investigation Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP) As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/10/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Interpreting and apply EEO laws, EEOC regulations, and VA directives to ensure program compliance and provide authoritative guidance to managers and staff. Conduct legal/policy analysis of complex discrimination complaints, ensuring recommendations and determinations meet regulatory and procedural standards. Facilitate ADR and mediation sessions to resolve disputes, negotiate settlement options, and de escalate conflict between parties. Plan, assign, and evaluate the work of EEO program staff, ensuring accuracy, timeliness, and alignment with organizational goals. Evaluates training effectiveness and refines training plans based on feedback and complaint trends. Monitors workload and staffing trends; adjusts assignments; and supports succession planning and workforce development to ensure continuous readiness of the EEO program. Prepares documentation, position statements, and responses to EEOC, VA Central Office, and other oversight entities for complex or high-risk cases Best Qualified Criteria: 1. Supervisory Leadership & HR Management - supervising staff, resource allocation, workforce/succession planning 2. Employee Relations & Conflict Management - performance management, discipline, resolving workplace conflict including EEO-sensitive disputes 3. Federal EEO & Labor Law Knowledge 4. Program Planning, Strategy & Risk Management - developing program plans/objectives, identifying systemic risk, corrective action planning 5. Analytical Reasoning - using data, barrier analyses, or investigative findings to reach sound conclusions 6. Training & Development - designing/delivering training, coaching and mentoring staff 7. Communication & Writing - briefing executives, drafting position statements/policy/reports 8. Stakeholder Management & Negotiation - managing relationships with unions, senior leaders, external regulators (EEOC/OPM); negotiating settlements/ADR outcomes Quality Ranking Factor: 1. Experience serving as an EEO Counselor or Investigator in a complex, multi-site healthcare or federal environment. 2. Certification or formal training in Alternative Dispute Resolution (ADR)/mediation. Physical Requirements: The work is primarily sedentary, involving sitting at a desk, attending meetings, and occasional travel to various work sites. No special physical exertion is required. Work Environment: Work is performed in an office setting with normal risks and discomforts. The environment is adequately lighted, heated, and ventilated. Occasional travel by automobile or public transportation may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. Education There is no educational substitution at this grade level. Additional Information Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. Receiving Service Credit for Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee's credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed. This job opportunity announcement may be used to fill additional vacancies. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Whole Health is an approach to health care that empowers and equips people to take charge of their health and well-being and live their life to the fullest. The VA is committed to Whole Health and values Veteran and Employee health and wellbeing. As a VA employee, you will practice Whole Health in an environment that supports personalized and proactive care.
