Positions in this job family are assigned responsibilities involving the administration of a civil rights and affirmative action program for a state agency or assisting in the development and implementation of a civil rights program in a large agency. This includes planning, coordinating and managing program activities, and providing direction or assistance to agency officials in complying with the provisions of the Civil Rights Acts, Americans with Disabilities Act, and other related laws and regulations.
The functions within this job family will vary by level and organization, but may include the following:
Plans, directs, and implements affirmative action, equal employment opportunity, and other related programs for a state agency; insures compliance with provisions of applicable state and federal laws, including the Americans With Disabilities Act, the Rehabilitation Act of 1973, the Civil Rights Acts of 1964 and 1991, the Age Discrimination in Employment Act, Equal Pay Act, the Oklahoma Personnel Act and Merit Rules for Personnel Administration, and other applicable laws, regulations, rules, and guidelines.
Represents an agency or cabinet area before other state agencies, the Governor’s office, the legislature, internal and external employee groups, public and private organizations, and others in matters pertaining to affirmative action and equal employment opportunity.
Provides direction or assistance to agency management and other officials in complying with nondiscriminatory employment practices including the Civil Rights Acts and the Americans with Disabilities Act.
Receives, investigates and resolves complaints of discrimination and other violations of applicable state and federal laws and guidelines; may perform special investigations in other agencies.
Plans and conducts training to ensure that supervisors at all levels receive initial orientation and continued updating on affirmative action plans, equal opportunity programs, the Civil Rights Acts, and other legal requirements.
Assists management and other officials, legal counsel, and others in resolving legal actions with courts, the Merit Protection Commission, the Human Rights Commission, the Equal Employment Opportunity Commission and other federal agencies; testifies in court or administrative hearings as required.
Advises agency directors and administrators on techniques for achieving a representative work force, the targeted minority recruitment program and disability employment programs; compiles information and prepares statistical analysis and affirmative action goals for approval by the agency director.
Performs mediation activities in accordance with alternative dispute resolution policies and procedures.
KNOWLEDGE, SKILLS, & ABILITIES
Knowledge of affirmative action and equal opportunity laws and guidelines including the Civil Rights Acts of 1964 and 1991, the Rehabilitation Act of 1973, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Equal Pay Act, the Oklahoma Personnel Act and Merit Rules for Personnel Administration, and other related laws and guidelines applicable to a comprehensive personnel program; of reasonable accommodation and accessibility requirements of the Americans with Disabilities Act and Rehabilitation Act; of socioeconomic factors affecting employment of protected groups; of community programs and resources involved in the promotion of employment utilization of protected groups; of training for implementation in civil rights and equal opportunity laws; of recruiting; of record keeping and report writing requirements; of appeal processes of affirmative action and equal employment opportunity; of the Administrative Procedures Act; and of public relations principles. Ability is required to establish and implement affirmative action goals and objectives; to conduct interviews, investigations, or mediations concerning discrimination complaints and alleged civil rights violations; to evaluate programs and practices for conformity to appropriate regulations; to write comprehensive reports; to establish and maintain effective working relationships with others; and to provide counseling and assistance in meeting affirmative action and equal employment opportunity program goals and objectives.
Those identified for Level I plus knowledge of public relations principles, including speaking; of public personnel administration; of employee benefit programs; of training agency employees; of the theories and techniques of supervision; and of legal research. Ability is also required to supervise the work of others and to represent the agency before the legislature, the Governor’s office, employee groups, and private and public organizations.
Those identified for Level II.
This job family consists of three levels which are distinguished by the complexity of the work, the size of the organization, and the responsibility for an affirmative action program which is of limited, moderate or large size and scope.
Level I: At this level employees are assigned responsibility for an affirmative action program of limited size and scope, generally involving an agency with less than 200 authorized FTE. This includes developing and implementing all activities involving affirmative action, equal employment opportunity, and civil rights administration, establishing and reporting on goals and objectives, preparing the agency Affirmative Action Plan, and investigating and resolving complaints of discrimination or other violations of applicable state and federal laws. This level also includes professional level positions which are assigned responsibilities which involve assisting in the development and implementation of an affirmative action program which is large in size and scope.
Level II: At this level employees are assigned responsibilities involving the administration and implementation of an affirmative action, civil rights, and equal employment opportunity program of moderate size and scope. This generally involves an agency which has between 200 and 700 authorized FTE, but also includes positions responsible for administering an affirmative action program in a designated geographical area for a large state agency. In this role, employees will plan, develop, and implement goals and objectives for affirmative action, equal employment opportunity, and related civil rights matters, prepare appropriate Affirmative Action Plans, and investigate and resolve complaints concerning violations of applicable state and federal laws. They will also provide assistance, direction, and training to agency officials and supervisors, employee groups, and others in achieving desired program goals and objectives. Supervision will be provided to assigned staff or others in completing assigned work activities as required.
Level III: Employees at this level are assigned responsibilities involving the development, administration, coordination and management of an affirmative action, equal employment opportunity and civil rights program which is large in size and scope, involving an agency which has 700 or more authorized FTE and units or sub-agencies located throughout the state. This includes developing and implementing program goals and objectives, directing and coordinating staff activities related to the civil rights and equal opportunity program, including conducting investigations as required, assisting agency officials in meeting established program goals and objectives, and performing related administrative, budgetary, and management tasks as needed.
Level I: Education and Experience requirements at this level consist of a bachelor’s degree or an equivalent combination of education and experience, substituting one year of experience in affirmative action, equal employment opportunity, civil rights administration, or personnel administration for each year of the required degree.
Level II: Education and Experience requirements at this level consist of those identified in Level I plus two years of professional experience in affirmative action, equal employment opportunity or civil rights administration.
Level III: Education and Experience requirements at this level consist of those identified in Level II plus three additional years of professional experience in affirmative action, equal employment opportunity or civil rights administration.
Employees designated to conduct investigations of complaints of discrimination must complete required training as specified in Merit Rules 530:10-3-20 and 530:10-3-22 and be certified by the Administrator of the Office of Personnel Management as completing the required training.
Employees designated as civil rights administrators, coordinators, or affirmative action officers must complete a minimum of 6 hours of classroom instruction or 0.6 Continuing Education Units (CEU’s) in training per calendar year as specified in Merit Rule 530:10-3-78.
CLASS: C10A; EST: 9/5/2007; REV: 7/20/2020;
CLASS: C10B; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;
CLASS: C10C; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;