SENIOR EQUAL OPPORTUNITY SPECIALIST

Recruitment #1901-0273-001

Introduction

The City of Tucson invites you to join an organization focused on providing excellent service to employees and citizens in a safe and sustainable community. If you are a professional who embraces an organizational culture of diversity, innovation and continuous process improvement, and a respectful workplace, we hope you will consider this outstanding career opportunity to join the City Manager’s team within our Office of Equal Opportunity Programs (OEOP).

General Description

This position promotes equal opportunity in employment, City Programs, and all departments. As a primary function, the Sr. EOS performs internal and external investigations of complaints of discrimination, resolves complaints, conducts training and processes ADA Title II requests for reasonable accommodation in the work place.  When assigned, the Sr. EOS conducts investigations of wrongful conduct and prepares findings and recommendations.  This position assists the Program Director with office operations, data base monitoring and analysis, employee/supervisory training, and program implementation.

 

 

 

Essential Functions

This is a lead position affording guidance to other positions performing the same tasks. This lead position also reviews workloads, assigns work and coaches employees with specialized instructions and practices for job accomplishments.

Lead personnel may contribute to other employees' performance evaluations, assist with the hiring process by interviewing and making recommendations and providing input to supervisory staff.

Coaches departmental liaisons regarding Limited English Proficiency (LEP) on their roles and responsibilities.  Serves as the LEP Coordinator for the City. 

Conducts external investigations by preparing investigative plans, identifying analytical models, legal theory and the nature of the complaint, conducting legal research through case law, federal and state statutes and independent legal research, conducting interviews, contacting the involved parties, issuing interrogations and subpoenas, reviewing position statements, rendering findings, making recommendations as necessary, debriefing findings to employees and supervisors, writing summaries and reports and preparing and presenting information.   

Processes requests for reasonable accommodation of services and programs by researching legal information and reviewing historical, medical and other types of documentation and coordinating with applicable department liaisons. Serves as the ADA Title II Coordinator for the City and provides guidance to ADA Department Coordinators.

Reviews and processes employment certifications for hiring, promotions and other employment actions to ensure compliance with Administrative Directives and anti-discrimination laws. 

Resolves complaints by investigating a discriminatory complaint, prepares report findings and makes recommendations for corrective action, negotiates conciliation that the respondent provides relief to the complainant including provisions to eliminate discriminatory practices.  

Processes both internal and external intakes by determining whether the office has jurisdiction to investigate and whether the timeliness is covered by code and obtaining any additional information necessary.  

Provides equal opportunity training regarding policies, statutes, and practices.  Training includes such topics as anti-discrimination and diversity practices, wrongful conduct, retaliation and other Administrative Directives.   

Performs administrative duties by reviewing, authorizing and possibly returning various forms to department directors if issue or problem exists, issuing subpoenas, preparing reports, documentation and agreements, developing department plans and providing statistical data to government departments regarding personnel utilization.

Attends various Commission meetings and provides comprehensive reports to address the needs of the members.  May provide specific training to Commission members related to anti-discrimination and theories.

Establishes and reviews small business development programs by discussing and resolving equal employment opportunity issues and variances, analyzing and coordinating certification processes for minority and disadvantaged business enterprise programs, developing recommendations, preparing documentation, conducting presentations and incorporating changes and affecting implementation of program procedures to produce desired outcomes, work products and policies/procedures.

Reviews City construction projects specifications to determine participation goals and compliance for minority and disadvantaged business enterprises.

Reviews, monitors and updates equal employment opportunity/affirmative action compliance of vendors, contractors and other service providers to the City.

Signifies compliance or non-compliance and contacts non-compliers to effect submittal of proper documentation.

Minimum Qualifications

Minimum Education Level & Type: Bachelor’s Degree

Minimum Experience Qualifications: At least 3 years promoting equal opportunity in employment programs and investigating complaints of discrimination

Preferred Qualifications

In addition to the minimum qualifications, the ideal candidate will also possess:

A Master’s or Law degree and experience in municipal government 

Professional certification as a Certified Human Resource Professional

Bilingual skills in Spanish are also highly desirable.

Selection Plan

Applicants who meet the minimum qualifications will be evaluated on the education and work experience in their employment profile and the responses to their supplemental questions. The highest scoring applicants will then be invited to participate in an oral board.

Oral board interviews will be held on Tuesday, March 5, 2019

Upon completion of all examination processes, the highest scoring applicants will be placed on the Civil Service Employment List.  An applicant's ranking on the Civil Service list will be based on their final score which will be calculated as: 

20% of your rating for education and work experience 

80% of your oral board interview   

This recruitment will establish a civil service list that will be utilized to fill vacancies occurring within the next 6 months.

Veterans, Native American, or Disability preference points will be added to the final score for those that are placed on the Civil Service Employment List.  If you qualify for preference points as outlined in the Employment Profile, you must upload your documentation as part of the application process or email it to Shelly.Urias@tucsonaz.gov. The DD 214 must be a copy that indicates characterization of service.  

If you are in need of Americans with Disabilities Act-related accommodation during the testing process, please call Shelly Urias 520-837-4307 at least 48 hours prior to the evaluation.

Conclusion

The ideal candidate is a creative, sophisticated, and service-oriented professional who has outstanding interpersonal skills, and possesses a strong background in ethics, anti-discrimination regulations, and valuing diversity in the workplace. Strong candidates are progressive, customer/service focused and innovative team members with a passion for public service. Desirable candidates will have a proven track record of effectively investigating federal and state regulatory compliance violations, improving customer service, and building mutually productive relationships with a wide variety of internal and external stakeholders. A history of demonstrating a commitment to employee training and development is critical. The ideal candidate will have the proven abilities to work with employees and the public, and successfully navigate a large, complex organization. As the Sr. EOS interfaces with and makes presentations to all employee groups, strong presentation skills and knowledge of discrimination laws are essential ingredients for success in this position. Top candidates will be able to work closely with the City Manager’s Team to address departmental and organizational challenges as well as opportunities and will be adept at providing pro-active, innovative solutions for consideration. To be a good fit in this organization, employees must be efficient, accountable and highly collaborative with others. Experience in conducting interviews and preparing comprehensive reports, understanding citizen’s rights to report discrimination and accessibility concerns, and familiarity with the development of effective compliance training is critical. Candidates with experience overseeing EEO and diversity initiatives in the public sector or large private businesses/organizations will be favorably considered. Knowledge of using electronic database management systems for record keeping and reporting would be a plus.

Pre-employment Medical Testing Requirements

None

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To ensure accurate payroll information for tax purposes, the successful candidate will need to provide their original Social Security Card or original letter from the Social Security Administration with their social security number prior to beginning work with the City of Tucson.

The City of Tucson hires lawful workers only - US citizens or nationals and non-citizens with valid work authorization - without discrimination. Federal immigration laws require all employers to verify both the identity and employment eligibility of all persons hired to work in the United States. In its efforts to meet the law's requirements, the City of Tucson participates in the E-Verify program established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to aid employers in verifying the eligibility of workers.

Retired City of Tucson employees receiving benefits from the Tucson Supplemental Retirement System who are considering reemployment with the City should be aware that pursuant to Section 22-37(g) of the Tucson City Code, retirement benefits shall be suspended during the period of reemployment with the City of Tucson unless you have been separated at least twelve consecutive months before returning to work AND you return to a non-permanent employment classification. Creditable service does not accrue during any reemployment period.