Equal Employment Manager

Reports directly to Medical Center Director (MCD). Manages & is responsible for program development, administration, evaluation & advisory functions of Equal Employment Opportunity & Affirmative Employment, Americans with Disabilities Act of 1990, etc. & seven Special Emphasis Programs for MCD, executive leadership, service chiefs, supervisors, managers & employees.

Qualifications:

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 04/27/2026.

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-11 position you must have served 52 weeks at the GS-09. 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 and/or education as described below:

• Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-09 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: knowledge of Federal EEO laws, regulations, and policies; knowledge of the operating principles of the EEO Program to include the counseling process, the complaint process, the investigative process, the roles of the EEO Committee and Special Emphasis Programs, as well as all required plans and reports; knowledge of and the ability to interpret Title VI and Title IX laws and regulations; ability to serve as an expert trainer in EEO; knowledge of the principles of Personnel Management and of Federal Personnel Regulations which provide the basis for recommending changes in employment policies and practices; skill (mastery) in qualitative and quantitative techniques of analyzing and measuring the effectiveness, efficiency, and productivity of program management practices; ability to conduct analyses and evaluate work situations to effectively brief the medical center director on workable solutions to systemic problems and methods to eliminate barriers; ability to communicate effectively, both verbally and in writing, prepare a variety of reports, and brief supervisors, service chiefs, and management personnel concerning all aspects of the EEO Program; ability to analyze problems and present both written and oral recommendations taking into full consideration a wide range of factors and requirements which affect the management of the healthcare delivery system; ability to provide leadership and guidance to committees and Special Emphasis Program Managers. OR,
• Education: Applicants may substitute education for the required experience. To qualify based on education for this grade level you must have a Ph.D. or equivalent doctoral degree or three full years of progressively higher level graduate education leading to such a degree or LL.M., if related. (Transcripts may be submitted with application package.). OR,
• Combination: Applicants may also combine education and experience to qualify at this level. You must have an combination of specialized experience and education as described above.

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/.

Responsibilities:

Duties include, but are not limited to:
EEO Program and Harassment Prevention Program Management

• Advising the Director & management on specific actions in support of affirmative action and strategies for handling discrimination complaints & skill to apply knowledge to more difficult/complex problems encountered in the program
• In collaboration with the ORMDI Field Office, serving as the local liaison for all aspects of the facility's complaint processing program. This includes aiding the ORMDI field office personnel (EEO Counselors, Investigators & Intake Specialists) during both the counseling/investigative stages. Includes providing documentation as requested; locating & identifying employees involved in the complaint process; discussing resolution efforts; negotiating settlements & drafting the same on behalf of management.
• Providing advice & assisting during post-investigative stages (e.g., hearings, appeals and compliance phases) for each formal complaint. Includes working with EEOC Administrative Judges, Regional Counsel staff, Office of General Counsel, Office of Employment Discrimination Complaint Adjudication, as well as local supervisors & managers.
• Incumbent is a trained & certified National Facilitator and conducts EEO training including the Prevention of Sexual Harassment, for all managers & supervisors
• Conducting mandated training within 60 days of all newly hired employee's entry on duty
• Conducting studies/analysis on the utilization of minorities & women in the workplace, identifying obstacles & outlining alternative solutions to identified problems such as underrepresentation
• Methodically researching, complying & analyzing statistical data to evaluate progress of the EEO Program
• Identifying organizational or occupational areas that need improvement & developing/implementing alternatives to resolve problems
• Identifying program goals that may conflict with existing policies or practices actions, reassignments, job training, sexual harassment & reprisal.
• Conducting briefings to MCD & management officials making them aware of their responsibilities in relation to these plans & soliciting their support for successful implementation
• Serving as the Harassment Prevention Coordinator for the Harassment Prevention Program & is primary point of contact to receive harassment allegations for the facility

Alternate Dispute Resolution (ADR) Program

• Directing/developing an ADR Program, which is any procedure or combination of procedures voluntarily used to resolve issues in controversy without the need to resort to litigation
• Preparing correspondence, conducting through reviews & discussions with all parties & helping/mediating to negotiate resolution
• Assisting the parties in:
  • Briefing the process & preparing for negotiation
  • Structuring the negotiation
  • Clarifying the core issues in dispute
  • Avoiding personality conflict(s) which may disrupt the negotiation
  • Identifying the strengths & weaknesses of each party's position
  • Keeping all parties focused & on track
  • Examining alternative approaches, which facilitate a compromised agreement

• Creating/implementing communication strategies & serving as a content manager for trainings, web resources, social media & print
• Developing innovative strategies/recommendations for initiating & establishing goals.
• Implementing new initiatives/programs to strengthen, facilitate & integrate programs into the overall facility's strategies/priorities
• Investigating/analyzing adverse operations, trends or conditions & initiating corrective action & follows-through

Work Schedule: Monday - Friday; 8:00 - 4:30pm
Virtual: This is not a virtual position.
Position Description/PD#: Equal Employment Manager/PD007910
Relocation/Recruitment Incentives: Not Authorized
Critical Skills Incentive (CSI): Not Approved
Permanent Change of Station (PCS): Not Authorized

Salary : $74,678