Under administrative direction, manages the equal opportunity programs for Monterey County; develops, plans, organizes and monitors the Countyís Equal Opportunity plan; develops and establishes guidelines, rules and polices designed to eliminate discriminatory practices and to improve the Countyís programs of equal opportunity/affirmative action; and performs other work as required.


This single position class reports to the County Administrative Officer and is responsible for directing, coordinating, implementing and enforcing the Countyís equal employment programs and policies.The incumbent interprets equal employment opportunity requirements of federal and state agencies and evaluates these requirements in relation to County plans, programs and policies.The incumbentís responsibilities include promoting an improved understanding of ethnic minority cultures and women among county administrators, supervisors, and employees.

The class of Equal Opportunity Officer is distinguished from the next lower class of Sr. Equal Opportunity Analyst in that the Equal Opportunity Officer has overall responsibility for the management of Monterey Countyís equal opportunity programs.


1.      Develops, administers and monitors the countywide Equal Opportunity program; directs and coordinates the development of an Equal Opportunity Plan; prepares or supervises the preparation of periodic reports on the Equal Opportunity Program.

2.      Assists in developing the Equal Opportunity plan prepared by each department to assure attainment of goals and to create and provide equal employment opportunities within the County; identifies areas where improvement is needed, assists in the establishment of realistic departmental goals and timetables, and development of plans for achieving goals.

3.      Establishes liaison and maintains communications with protected groups to develop mutual understanding of needs; develops effective networking resources and processes.

4.      Establishes liaison with community agencies for the purpose of recruitment outreach efforts and information about employment opportunities; works with the Personnel Division and county departments to promote the recruitment and retention of protected class members and to identify and develop resources for the recruitment of protected class members.

5.      Trains or supervises training of county personnel in equal employment opportunity guidelines and laws, and issues such as sensitivity, diversity in the work force, Americans With Disabilities Act, Consent Decree and Equal Opportunity Plan programs.

6.      Supervises and participates in investigation of allegations of unfair hiring practices and of employee complaints relating to harassment and discrimination; determines if charges are substantiated and works with complainant and departmental manager toward alleviation of problem or prevention of future problems; responds and coordinates department responses to Department of Fair Employment and Housing (DFEH) and the Equal Employment Opportunity Commission (EEOC).

7.      Monitors and analyzes organizational trends and patterns of county operations such as retention, promotion, training, hiring and transfer of protected class member in order to plan and develop programs for improvement; conducts or supervises exit interviews and monitors turnover statistics of protected class members.

8.      Counsels employees and applicants on Equal Opportunity policies; offers career guidance on qualifications training and employment opportunities and career patterns so that ethnic minorities and women will have the opportunity to achieve increasing responsibility, status and pay.

9.      Provides staff support to the Equal Opportunity Commission and may serve as liaison between the Commission and public officials; may also act as a County representative on advisory commissions related to Equal Opportunity.

10.  Reviews or supervises the review of recruitment and selection plans to promote development of job related standards, and screening techniques for selection that will not contain artificial barriers to employment.

11.  Provides technical assistance to county departments including advising on Equal Opportunity plans, recruitment, career restructuring, etc.; develops forms, guidelines, and procedures for the development, approval and evaluation of departmental Equal Opportunity plans.

12.  Keeps abreast of court decisions, legislation, and legal issues which affect equal employment opportunities or Equal Opportunity and keeps the Board of Supervisors, Equal Opportunity Advisory Commission (EOAC), Equal Opportunity Subcommittee, and County management informed.

13.  Supervises the Equal Opportunity Departmental staff; develops, administers and monitors the departmental budget.


A combination of experience, education, and/or training which substantially demonstrates the following knowledges, skills and abilities:

Knowledges and Skills:

Thorough knowledge of:

1.      Equal employment and Equal Opportunity concepts and federal, state and local guidelines for compliance, recruitment, selection and employee development for protected groups.

2.      Investigatory and conciliatory procedures used to resolve differences and/or correct practices that may inhibit equality of opportunity of protected groups.

3.      The functional responsibilities of personnel programs including principles and policies of personnel administration, training, performance evaluation and supervision.

Working knowledge of:

1.      Statistical techniques and research methods.

2.      Employment barriers and socio-economic problems, cultural differences and language barriers associated with minorities, women and other protected groups.

3.      Community organizations representing minorities, women, and other protected groups.

4.      Career, vocational and employment counseling techniques.

5.      Principles and techniques of training.

Some knowledge of:

1.      Principles and practices of public administration, fiscal management and supervisory techniques.

Skill and Ability to:

1.      Formulate policy, identify needs, develop and design employment opportunity and affirmative actin program objectives, procedures, materials and evaluation techniques.

2.      Perform and supervise the collection, interpretation and evaluation of data.

3.      Define problem areas, use principles of inductive and deductive reasoning and validate conclusions, define and select alternatives.

4.      Persuade, rationalize and project consequences of decisions and/or recommendations.

5.      Supervise, monitor and evaluate the work of professional and paraprofessional staff.

6.      Interact with individuals at all organizational and community levels, and frequently function in stressful and/or confrontational type situations requiring instructing, persuading and motivating people in accordance with the desired objective.

7.      Act as liaison to advise and/or resolve existing differences between departments, supervisors and/or subordinates.

8.      Deal tactfully with people on sensitive problems involving divergent viewpoints.

9.      Prepare and present comprehensive and concise written and oral reports and recommendations.

10.  Identify, develop and cultivate network resources with protected class organizations and groups.


The knowledges, skills and abilities listed above may be acquired through various types of experiences, education or training, typically:



Completion of course work leading to a Bachelorís Degree in personnel administration or a closely related field at an accredited four-year college or university and


Two years of professional personnel experience, at least one year of which must have included administering the major aspects of an Equal Opportunity program.


Five years professional personnel experience, at least two years of which must have included administering the major aspects of an Equal Opportunity program.


As a condition of employment, the incumbent will be required to:


1.      Possess a valid class C driverís license.

2.      Travel to various county employment sites.


Class Code:††††††††††††††††††††††† 14B25††††††††††††††††††††††† Bargaining Unit:††††††††††††††††††††††† Y

Established Date:††††††††††††††††††††††† December, 1985††††††††††††††††††††††† EEO Category:††††††††††††††††††††††† E

Revised Date:††††††††††††††††††††††† January, 1993††††††††††††††††††††††† Work Group:††

††††††††††††††††††††††† ††††††††††††††††††††††† Workerís Comp. Code:††††††††††††††††††††††† 8810


HAR:kp††††††††††††††††††††††† Approved by


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