Clarification from the agency

Open to the Public-All US Citizens

The incumbent serves as the agency's Equal Employment Opportunity (EEO) Program Manager with responsibility for: (a) insuring the proper legal processing and resolution of complaints; (b) analyzing and evaluating employment policies; and (c) making recommendations to solve complex Agency discrimination issues and problems. They report directly to the Director of Workplace Diversity.

As the Equal Employment Opportunity Program Manager (EEOPM), the incumbent has authority to evaluate the FCC's EEO and affirmative employment programs and is recognized as a technical authority on legal aspects of EEO and affirmative employment programs. In this capacity, they play a role in the EEO complaint investigation and adjudication processes and provide authoritative legal advice on matters related to the feasibility and impact of EEO programs, plans, policies and decisions.

Assists with the administration of the discrimination complaints processing system in compliance with regulatory requirements. Analyzes, monitors, and evaluates complaints to identify problem areas and develop strategies for corrective actions. Manages the total processing and disposition of all individual and class action EEO complaints and ensures full cooperation with EEO collateral-duty Counselors and EEO personnel in the timely, fair, and prompt processing and investigation and resolution of complaints.

Utilizes a thorough and detailed knowledge and skill of managerial and technical EEO to plan, organize, carry out and evaluate the agency's EEO program. In consultation with the OWD Director and Deputy Director, works collaboratively with Agency HR management and personnel to ensure that the Agency's policy of selecting and advancing the best qualified persons is administered without regard to race, color, sex, disability, or other non-merit reasons/issues; and reports any deficiencies or deviations to the OWD Director and provides recommendations for corrective action.

Performs research in connection with cases to analyze factual and legal issues and to determine additional facts needed and applicable legal sources; determines what witnesses are necessary and whether and what type of discovery is required to develop the facts.

In consultation with the OWD Director and Deputy Director, proposes studies, management reviews, workforce statistics and surveys, labor negotiations on diverse administrative and management issues, e.g., on the administration of personnel management to identify institutional and systemic EEO problems, complaint trends, organizational reviews, workforce analyses in areas of race, sex, sexual harassment, national origin, grade level, occupation, performance appraisal ratings, disciplinary actions, etc., to identify, analyze, and provide advice on systematic problem solutions such as management practices which adversely affect various classes of people .

Participates and supports the Office of Workplace Diversity in developing and implementing EEO, workforce diversity and Special Emphasis Program initiatives, projects and activities to advance the Office's mission of improving diversity and ensuring equality is present in all aspects of employment and that action is being taken to address (e.g., addressing under-representation).

Has primary responsibility for preparation of agency draft annual No FEAR Report to Congress and the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (EEOC Form 462) for OWD Director review and approval. Conducts statistical analyses of human resources management practices: recruitment, referrals/selections, promotions/separations, awards/recognition, training, disciplinary/adverse actions, and complaints to determine whether barriers to equality exist; and whether policies, practices, and concepts that directly or indirectly affect the attainment of the No FEAR Act and EEOC Form 462 Report objectives are enforced.

In coordination with FCC's Learning and Development Center, serves as one of the FCC's primary EEO trainers for employees, leadership, supervisors and managers), which entails: creating, coordinating delivering, and coordinating EEO related topics (e.g., the EEO complaints process, prevention of sexual harassment, etc.).

Conditions of employment

• Bar Membership Documentation Required Upon Selection.
• Education-Transcripts Required Upon Selection.
• US Citizenship.
• Suitable for employment as determined by a background investigation.
• Serve a probationary period of one year, if applicable.
• Males born after 12/31/59 must be registered with Selective Service.
• Financial disclosure statement may be required upon assuming the position.
• Current FCC employees must provide SF-50 verifying grade & status
• SF-50 Documenting One Year of Time in Grade Required

Please note your resume must thoroughly support your responses to the vacancy questions.  Your resume is an integral part of the process for determining if you meet the basic qualifications of the position and determining if you are to be among the best qualified.

SF-50 Required: ALL FCC EMPLOYEES AND CURRENT FEDERAL EMPLOYEES MUST provide a legible Personnel Action, SF-50, that verifies your status and highest permanently held grade.  If an SF-50 is not submitted, the application will be rated as ineligible. To request a copy of your SF-50 please send an email to PersonnelRecordsRequest@fcc.gov

Qualifications

Applicants must meet eligibility and qualification requirements by the closing date of this announcement. Current Federal employees must meet time-in-grade requirements by the closing date of this announcement.

Professional law experience is experience that has equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position and is typically in or related to the work of the position to be filled.

In order to be deemed as "BEST QUALIFIED" candidates must meet both the educational requirements AND the Specialized Experience.

A. Education

You must meet the minimum basic educational requirements for Attorney positions. Education requirements include:  a professional law degree JD, LL.B., and/or LL.M. 

NOTE-If you do not provide a transcript at the time of application, a transcript will be required to be provided at the time of selection.

AND

B. Specialized Experience

GS-13

In order to be deemed as qualified, candidates must have two years of professional law experience, one year of which must demonstrate specialized experience which is equivalent to the GS-12 grade level in the federal service. Specialized experience is defined as follows:

1. Experience evaluating affirmative employment programs and providing recommendations for improvement as needed.
2. Experience providing legal advice on EEO plans, policies and decisions.
3. Experience ensuring that affirmative employment programs comply with regulatory and statutory requirements and guidance.
4. Experience analyzing, monitoring and evaluating EEO complaints to identify problem areas and develop strategies for corrective actions.

GS-14

In order to be deemed as qualified, candidates must have three years of professional law experience, one year of which must demonstrate specialized experience which is equivalent to the GS-12 grade level in the federal service. Specialized experience is defined as follows:

1. Experience evaluating affirmative employment programs and providing recommendations for improvement as needed.
2. Experience providing legal advice on EEO plans, policies and decisions.
3. Experience ensuring that affirmative employment programs comply with regulatory and statutory requirements and guidance.
4. Experience analyzing, monitoring and evaluating EEO complaints to identify problem areas and develop strategies for corrective actions.
5. Experience identifying institutional and systemic EEO problems, complaint trends, organizational reviews, and workforce analyses in the areas of race, sex, sexual harassment, national origin, grade level, occupation, performance appraisal ratings, or disciplinary actions to identify, analyze and provide advice on solutions to issues which are identified.

PART-TIME OR UNPAID EXPERIENCE:  Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

All candidates will be considered without regard to political or religious affiliation, marital status, race, color, sex, national origin, non-disqualifying physical or mental handicap, age, or any other non-merit factor.  THE FEDERAL COMMUNICATIONS COMMISSION IS AN EQUAL OPPORTUNITY EMPLOYER.

All applicants will be rated on the extent and quality of experience and education relevant to the duties of the position.  Applicants who do not submit a supporting resume will be rated ineligible. 

There are several parts to the application process that affect the overall evaluation of your application including:

1.  the core questions
2.  supplemental documentation (e.g., SF-50, transcripts, bar membership); and
4.  your resume.

Applicants will be rated ineligible, if they do not respond to job specific questions provide supplemental documents and submit resume.  For more information, please click on Rating Process

You will be evaluated for this position on the following Knowledge, Skills, Abilities and Other characteristics (KSAOs):

• Knowledge of EEO laws, regulations and statutes.
• Ability to provide advice on complex, legal EEO matters.
• Ability to identify EEO trends and patterns.
• Ability to make recommendations on how to resolve institutional, systemic EEO issues.