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; womenís 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 Bachelorís 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 driverís 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 agitatedor 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:††† ††††††††††††††††††††††† Workerís Comp. Code:††††††††††††††††††††††† 8830

 

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

10/22/98

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††††††††††††††††††††††† Date