General Information
| Job Description | EEO MGR 1 | Working Title | Director of EEO and Affirmative Action Planning |
|---|---|---|---|
| Job Code | 000618 | Grade | 25 |
| Department Name | Human Resources - D01103 | Department Head | |
| Supervisor | Effective Date |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 004633 | EEO REPR 2 | 1 |
| 004634 | EEO REPR 3 | 2 |
| 004722 | BLANK AST 3 | 1 |
| 006948 | INSTITUTIONAL RSCH ANL 3 | 1 |
Generic Scope
| Spends the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff. Establishes departmental goals and objectives, functions with autonomy. Manages the accountability and stewardship of human, financial, and often physical resources in compliance with departmental and organizational goals and objectives. Ensures subordinate supervisors and professionals adhere to defined internal controls. Manages systems and procedures to protect departmental assets. |
Custom Scope
| Receives assignments in the form of equal opportunity employment objectives and determines how to use resources to meet schedules and goals. Reviews and approves recommendations for equal opportunity employment programs. Provides guidance to subordinates to achieve equal opportunity employment goals in accordance with established policies. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules. Meets annual goals assigned by manager and remains within allocated budget guidelines. |
Department Custom Scope
| The Director of Equal Opportunity and Affirmative Action Planning will lead the University's efforts regarding affirmative action and equal employment opportunity (AA/EEO), including, but not limited to, ensuring compliance with Title VII of the Civil Rights Act of 1964, Executive Order 11246, Section 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, Section 503 of the rehabilitation Act of 1973, as amended, applicable implementing regulations, and other state/federal employment requirements relating to AA/EEO. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Juris Doctor degree, or Master's degree in business, human resources, or related subject area. | Preferred |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Develops, implements, and monitors specific equal opportunity employment programs in compliance with government legislation and organizational goals. | 20 |
| Communicates affirmative action, equal opportunity employment and diversity policies and programs to employees, top management and public and government agencies. | 20 |
| Effectively manages assigned staff, including developing individuals and providing cross training to produce and complete statistical reports and projects related to the utilization of the job market in achieving employment diversity goals. | 10 |
| Oversees the production of detailed reports and makes recommendations concerning the status and effectiveness of equal opportunity employment programs. | 20 |
| Integrates affirmative action, equal opportunity employment and diversity programs and concepts into human resources policies and practices. | 5 |
| Works effectively with people of diverse cultures and frequently interacts and collaborates with other functional managers in human resources and throughout the organization. | 5 |
| Accepts changes in priorities and communicates those changes effectively to assigned staff members. | 5 |
| Recognizes issues that impact the entire campus, medical center or Office of the President or have future implications and advises manager appropriately. | 5 |
| May represent the organization at system-wide meetings. | 5 |
| Establishes and recommends changes to policies which affect the department. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Demonstrates thorough knowledge of the equal opportunity employment function and a broad knowledge of other areas of human resources. | Required |
| Has knowledge needed to direct and manage a specific equal opportunity employment/affirmative action program. | Required |
| Knowledge of all relevant human resources-related policies and procedures. | Required |
| Possesses skills to gather, organize and perform advanced analysis on diverse and complex equal opportunity employment and affirmative action programs and initiatives, to present findings and to develop and present recommendations that are significant to the organization. | Required |
| Is skilled in effectively managing assigned equal opportunity employment programs and employees. | Required |
| Demonstrates ability to communicate and interact effectively with all levels in the diverse and multi-cultural environment of the organization. | Required |
| Demonstrates a high level of political and organizational acumen. | Required |
| Provides written analyses and oral presentations to management. | Required |
| Strong influence and presentation skills to effectively drive compliance regarding AA/EEO. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| GeneralDirection |
Environment
Working Environment
| Other University Setting |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: No |