AFFIRMATIVE ACTION ANALYST
DEFINITION
Under general supervision, receives,
investigates and resolves complaints of discrimination or harassment; provides
technical assistance, advice and training in the areas of Equal Employment
Opportunity (EEO), Affirmative Action, and contract compliance; assists with
the development, implementation and maintenance of EEO and Affirmative Action
policies and plans; meets as required with various governmental agencies,
community and employee groups, committees and commissions; and performs other
related duties as required.
DISTINGUISHING CHARACTERISTICS
The Affirmative Action Analyst
classification is the entry level in the Affirmative Action Analyst class
series. Work review is not constant,
but checks are integrated as the project requires. As additional professional experience is gained, incumbents are
expected to work with a greater degree of independence in performing a broader
range of duties.
This classification is distinguished
from the next higher level job class of Associate Affirmative Action Analyst in
that the latter is a journey level classification and performs the full range
of duties with minimal supervision and a significant degree of independence of
action.
This classification is distinguished
form the next lower level job class of Affirmative Action
Specialist-Confidential, in that the latter is a paraprofessional position
which performs a more defined technical function and has a limited scope of
responsibility. In addition, the
Affirmative Action Specialist-Confidential position is not responsible for
managing a caseload.
EXAMPLES OF DUTIES
1.
Conducts
preliminary intake interviews; ascertains sufficient information to determine
if a prima facie discrimination violation exists; reviews informational material
provided by complainants; counsels complainants on their rights,
responsibilities and options for resolving the alleged problem.
2.
Receives and
investigates formal discrimination complaints; identifies and interviews
critical witnesses; requests information relevant to the investigation from
appropriate departments or agencies; analyzes witness comments, written
statements and other relevant information received regarding the investigation;
writes technical reports and issues findings of fact, determinations and
recommendations in discrimination complaints.
3.
Develops and
conducts training in equal employment opportunity and affirmative action laws,
regulations, policies and court decisions.
4.
Provides advice,
direction, and technical assistance to departments to assure compliance with
federal and state laws and regulations, court decisions, legal consent decrees,
and county equal employment opportunity policies and the affirmative action
plan.
5.
Participates on
various commissions, committees, and meets with community groups.
6.
Stays current on
civil rights and affirmative action laws, regulations and court decisions.
7.
Performs
responsible, complex and specialized technical and analytical personnel work
implementing the objectives of the County of Monterey s EEO policies,
Affirmative Action Plan and consent decree.
8.
Consults and
coordinates activities with various County departments and agencies as is
appropriate in the completion of assignments.
QUALIFICATIONS
A combination of experience,
education, and/or training which substantially demonstrates the following
knowledges, skills and abilities:
Knowledges and Skills:
Working knowledge of:
1.
Federal, state and
local laws, regulations and ordinances related to Equal Employment Opportunity
(EEO)/Affirmative Action Programs; and major court decisions directly impacting
civil rights, EEO, affirmative action and contract compliance issues.
2.
Research methods,
data collection, and statistical analysis.
Some knowledge of:
1.
Investigative and
conciliatory procedures used to resolve differences and/or correct practices
that may inhibit the recruitment and placement of minorities, women, and other
protected groups for employment.
2.
Principles and
practices of contemporary affirmative action programs; women’s and disabled
persons employment issues and methods used to overcome artificial barriers to
employment.
3.
Federal and state
laws governing employee rights and industrial relations.
4.
Modern recruitment
and selection techniques designed to attract and recruit protected class
members.
Skill and Ability to:
1.
Operate a personal
computer to enter and retrieve data.
2.
Understand,
interpret and apply appropriate provisions of applicable laws, ordinances,
rules, regulations, memoranda of understanding, and operating procedures.
3.
Interview and
ascertain critical information relevant to the investigation form a variety of
persons from various ethnic, racial and/or socioeconomic backgrounds.
4.
Analyze
situations, select alternatives, project consequence of proposed actions, and
implement recommendations.
5.
Plan, organize and
coordinate an assigned caseload, special projects and various work assignments.
6.
Communicate
effectively in writing.
7.
Communicate orally
in order to counsel employees about their rights and various County EEO and
non-discrimination policies and procedures.
8.
Recognize problems
of a sensitive or political nature.
9.
Establish and
maintain cooperative working relationships with people from all socioeconomic,
racial and ethnic backgrounds, county officials and management, employee
representatives, employees, and members of the public.
10. Protect the privacy of individuals
and the confidentiality of affirmative action records, documents and
correspondence.
11. Deescalate potentially volatile
situations and interact with sometimes easily agitated or hostile witnesses or
respondents.
EXAMPLES OF EXPERIENCE/EDUCATION/TRAINING
The knowledges, skills and abilities
listed above may be acquired through various types of experiences, education or
training, typically:
OPTION I
Education:
Completion of all course work leading
to a Bachelor’s degree in one of the following disciplines: EEO/Affirmative Action; Human Resources
Management; Personnel, Public or Business Administration; Labor Relations;
Political Science; Law or other related field.
AND
Experience:
Two years of progressively
responsible paraprofessional or technical work experience assisting in the
research, analysis and resolution of complex EEO/Affirmative Action, Human
Resources/Personnel Management, or Labor Relations related policy issues.
OR
OPTION II
Three years of progressively
responsible paraprofessional work experience assisting in the research,
analysis and completion of the technical components of EEO/AA investigations
which is comparable to the job class of Affirmative Action Specialist-Confidential.
REQUIRED CONDITIONS OF EMPLOYMENT
As a condition of employment, the incumbent will be required to:
1.
Possess a valid
class C driver’s license or the employee must be able to provide suitable
transportation which is approved by the appointing authority.
2.
Work in a highly
confidential environment and be exposed to sensitive documents and issues.
3.
Work in an
environment which includes interactions with agitated or hostile individuals.
PHYSICAL AND SENSORY REQUIREMENTS
The physical and sensory abilities
required for this classification includes:
1.
Ability to see,
hear and speak sufficient to communicate and function in a typical office
environment.
2.
Personal mobility
to attend meetings or work in various office locations.
3.
Ability to remain
seated and work at a desk and/or computer for extended periods of time.
4.
Finger and manual
dexterity to operate a computer.
CLASS HISTORY
Class Code: 14B46 Bargaining
Unit: X
Established Date: September, 1994 EEO Category: P
Revised Date: July, 1996 Work
Group: 10
Former Title: Worker’s
Comp. Code: 8830
HAR:kp Approved
by
10/22/98
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Date