Supervisory Equal Opportunity Specialist

GM-360-13

I.

INTRODUCTION:

This position serves as a module supervisor within an OFCCP Area Office. The module could be physically located within an Area Office, elsewhere in the same city as the Area Office, or in a different geographical location from that of the Area Office. The module supervisor is responsible for directing the work activities of at least 7 Equal Opportunity Specialists/Equal Opportunity Assistants (GS-361-6 and above), plus support clericals, as required. The incumbent directs the module in the conduct of and reporting on compliance reviews and investigations within an assigned geographical area or block of contractors. The purpose is to evaluate contractor's compliance with OFCCP regulations relating to nondiscrimination and the development and implementation of Affirmative Action Programs and to investigate and resolve individual and class complaints received under those regulations, as required by Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, and 38 U.S.C. 2012, the Vietnam-Era Veterans Readjustment Assistance Act of 1974 (VEV) and as administered by the Department of Labor's Employment Standards Administration, Office of Federal Contract Compliance Programs.

II. DUTIES AND RESPONSIBILITIES: As a module supervisor, plans and directs reviews of Federal contractor programs for compliance with applicable equal employment opportunity law, executive orders, policies, procedures and regulations. Issues range from procedural, such as adequacy of records, through substantive issues such as selection, placement, promotion, and recruitment of employees. Contractors reviewed by module EOS's are typically characterized by having diverse seniority systems, strong and aggressive union involvement, diverse and numerous job classifications, and high social and economic impact on the community (labor market area). Frequently, a hostile attitude towards affirmative action programs may be encountered. The incumbent: 1. Directs and supervises a team (module) of at least seven (7) EOS's/EOA's (GS-361-6 and above), plus support clerical(s) as required. Supervision involves making work assignments and reviewing completed work assignments. Ascertains staff training needs, both formal and on-thejob, and provides for acquisition of same. Coordinates and approves work and leave schedules, travel and TDY within budgetary constraints. Evaluates performance of subordinates and recommends personnel actions including selection, promotion, placement, separation, etc. Takes minor disciplinary actions and recommends action to higher authority on more serious cases. Counsels and advises the staff;

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2. Directs the module's EOS's in conducting highly difficult compliance reviews of equal employment opportunity at contractor facilities;

3. Directs and may participate in highly complex preaward compliance reviews;

4.

Directs and may participate in highly complex investigations of, and may personally attempt to conciliate complaints of alleged discrimination in employment by Federal contractors;

5. Oversees and may personally negotiate adjustment of contractor employment policies and practices that are not responsive to the EEO provisions of Federal contracts including drafting conciliation agreements and letters of commitment;

6. Oversees and may personally negotiate and develop conciliation agreements with contractors found not to be in compliance;

7. Recommends enforcement action to Area Office Director and ensures that enforcement packages are properly prepared for issuance and/or transmission by the Area Office Director;

8.

Establishes and maintains contacts with minority and women's interest groups, handicapped groups, veterans group, community organizations, trade and business associations within assigned geographical area to obtain information on employment trends and equal opportunity problems and to keep them apprised of relevant developments in OFCCP's program;

9. Directs and participates in surveys of employment trends with respect to equal employment opportunity in the geographical area served;

10. Directs and may participate in investigations and compliance reviews of contractor personnel activities such as recruitment, employment, classification, unionmanagement relations, advancement, accommodations, etc., covering all aspects of employment requirements for minorities, women, the handicapped and Vietnam era veterans;

III.

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11. Prepares periodic and special reports on opera-
tional performance for higher authority (Area Office
Director, Assistant Regional Administrator, National
Office) as appropriate. This includes briefings with
recommendations on problem cases.

CONTROLS OVER WORK: The incumbent performs his/her duties under the direction of the Area Office Director. Assignments are made without specific instructions and the incumbent has the responsibility for carrying out such assignments independently. The supervisor provides information pertaining to new or modified policies, procedures, and interpretations and furnishes advice as requested on unusual and precedent-setting items. Completed assignments are evaluated for overall effectiveness, in terms of the compliance and enforcement programs, results achieved in relation to the purpose and intent of the various laws, and conformance to OFCCP policies and regulations. Current Federal procurement and EEO Executive Orders, legislation, regulations, policies, and procedures, provide a general framework to use in determining the acceptability of contractor programs and affirmative action plans. The results of previous or related compliance reviews are also available for reference.

1. The incumbent must have a thorough knowledge of
evolving EEO case law, regulations, guidelines, pro-
cedures and manuals governing Federal procurement and
contract compliance. Also he/she must possess expert
skill in data analysis and in applying regulations in
order to direct the complete cycle of EEO compliance
reviews and class complaint investigations.

2. Compliance reviews conducted by the incumbent's
module may well have a substantial impact on the
employment practices of the contractor reviewed as
well as on other contractors in the same geographical
area, and they have a significant potential impact on
the local economy. Many reviews involve potentially
serious consequences for the contractor (for example,
notices to show cause) with the possibility of the loss
of a Government contract; or they may require substan-
tial modification of longstanding personnel programs,
or other personnel management functions. Substantial
adverse publicity could also be generated for the
contractor. Further, the incumbent must, in addition
to a knowledge of specific laws and executive orders
under which he/she functions, have a sensitivity for
and an ability to deal with the employment needs of
the area's minority groups, women, handicapped, dis-
abled and Vietnam era veterans, to gain the confidence
and cooperation of these affected groups.

Supervisory Equal Opportunity Specialist

GM-0360-14

I. INTRODUCTION

The incumbent of this position serves within a defined geo-
graphical area as Area Office Director (AOD) of an OFCCP
Area Office. He or she is responsible for supervising at
least 14 Equal Opportunity Specialists/Equal Opportunity
Assistants (GS-361-6 and above), plus support staff, through
module supervisors.

As Area Office Director, is responsible for planning, directing and administering OFCCP's compliance and investigations programs under Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended (38 U.S.C. 2012), for service, supply, and construction

contractors.

II. DUTIES AND RESPONSIBILITIES

The incumbent is responsible for effecting, through his or her own actions or those of subordinate supervisors and staff, the following:

1. Scheduling and conduct of all compliance reviews
and investigations within the Area Office jurisdiction;

2. The investigation and resolution of discrimination
complaints, closing complaints where no basis is found,
and seeking appropriate resolution otherwise;

3. The negotiation and development of conciliation agreements with contractors found not to be in compliance;

4. The negotiation and acceptance of letters of commitment
and/or settlement agreements in situations not involving
issues which require a conciliation agreement;

5. Issuance of show cause notices for technical and
procedural violations and recommending the issuance of
show cause notices on other bases;

6. The development of cases for which administrative
and/or judicial actions are appropriate and recommending
these actions to the Assistant Regional Administrator
for disposition;