- Description
- Work Activities
- Abilities
- Interests
- Knowledge
- Wages
- Skills
- Work Values
- Work Styles
- Related Degrees
- Work Context
- Task Ratings
- Education
Job Description: Monitor and evaluate compliance with equal opportunity laws, guidelines, and policies to ensure that employment practices and contracting arrangements give equal opportunity without regard to race, religion, color, national origin, sex, age, or disability.
Equal Opportunity Representatives and Officers spend a lot of their time Resolving Conflicts and Negotiating with Others. They are naturally good at Oral Comprehension, Written Expression, Oral Expression, and Written Comprehension. Equal Opportunity Representatives and Officers are typically characterized as being Social and Enterprising. They are usually very knowledgable about English Language, Customer and Personal Service, and Clerical and are skilled at Reading Comprehension and Active Listening.
Work Activities
Resolving Conflicts and Negotiating with Others
Getting Information
Identifying Objects, Actions, and Events
Communicating with Persons Outside Organization
Organizing, Planning, and Prioritizing Work
Establishing and Maintaining Interpersonal Relationships
Evaluating Information to Determine Compliance with Standards
Making Decisions and Solving Problems
Communicating with Supervisors, Peers, or Subordinates
Processing Information
Performing for or Working Directly with the Public
Updating and Using Relevant Knowledge
Analyzing Data or Information
Monitor Processes, Materials, or Surroundings
Performing Administrative Activities
Selling or Influencing Others
Documenting/Recording Information
Scheduling Work and Activities
Provide Consultation and Advice to Others
Judging the Qualities of Things, Services, or People
Coordinating the Work and Activities of Others
Interpreting the Meaning of Information for Others
Developing Objectives and Strategies
Training and Teaching Others
Developing and Building Teams
Interacting With Computers
Thinking Creatively
Coaching and Developing Others
Assisting and Caring for Others
Guiding, Directing, and Motivating Subordinates
Estimating the Quantifiable Characteristics of Products, Events, or Information
Staffing Organizational Units
Monitoring and Controlling Resources
Inspecting Equipment, Structures, or Material
Operating Vehicles, Mechanized Devices, or Equipment
Handling and Moving Objects
Performing General Physical Activities
Abilities
Oral Comprehension
Written Expression
Oral Expression
Written Comprehension
Deductive Reasoning
Problem Sensitivity
Near Vision
Fluency of Ideas
Speech Recognition
Speech Clarity
Inductive Reasoning
Information Ordering
Originality
Category Flexibility
Far Vision
Flexibility of Closure
Number Facility
Mathematical Reasoning
Speed of Closure
Time Sharing
Memorization
Selective Attention
Perceptual Speed
Finger Dexterity
Auditory Attention
Visualization
Visual Color Discrimination
Hearing Sensitivity
Depth Perception
Interests
Social
Enterprising
Conventional
Investigative
Artistic
Realistic
Knowledge
English Language
Customer and Personal Service
Clerical
Law and Government
Personnel and Human Resources
Education and Training
Administration and Management
Computers and Electronics
Psychology
Mathematics
Communications and Media
Sociology and Anthropology
Therapy and Counseling
Philosophy and Theology
Public Safety and Security
Production and Processing
Foreign Language
Sales and Marketing
History and Archeology
Telecommunications
Transportation
Geography
Wages
District of Columbia
$79,590
Massachusetts
$68,180
California
$67,760
New Jersey
$67,040
Connecticut
$66,760
New York
$64,720
Rhode Island
$64,530
Maryland
$63,510
Illinois
$63,480
Minnesota
$63,130
New Hampshire
$62,760
Michigan
$62,410
Nevada
$61,880
Colorado
$61,630
New Mexico
$61,290
Washington
$59,620
Georgia
$58,290
Pennsylvania
$58,040
Hawaii
$57,910
Alaska
$57,730
Oregon
$57,500
Texas
$57,470
Virginia
$57,470
Vermont
$57,430
Arizona
$57,300
Maine
$57,030
Alabama
$55,880
North Carolina
$55,050
North Dakota
$54,890
Guam
$54,430
Wisconsin
$52,890
Ohio
$52,850
Nebraska
$52,760
Delaware
$52,580
Iowa
$52,550
Florida
$51,860
Missouri
$51,560
Kansas
$51,320
Idaho
$49,870
Tennessee
$49,550
Indiana
$49,210
Arkansas
$48,160
Louisiana
$48,120
Wyoming
$48,070
Montana
$47,610
South Carolina
$47,380
Kentucky
$47,110
Virgin Islands
$45,730
Utah
$44,530
South Dakota
$44,160
Oklahoma
$43,420
West Virginia
$40,970
Mississippi
$40,350
Puerto Rico
$37,930
Skills
Reading Comprehension
Active Listening
Critical Thinking
Speaking
Active Learning
Writing
Persuasion
Social Perceptiveness
Monitoring
Complex Problem Solving
Instructing
Negotiation
Systems Evaluation
Judgment and Decision Making
Service Orientation
Coordination
Learning Strategies
Time Management
Systems Analysis
Mathematics
Management of Personnel Resources
Operations Analysis
Programming
Operation Monitoring
Quality Control Analysis
Management of Material Resources
Technology Design
Management of Financial Resources
Work Values
Relationships
Achievement
Working Conditions
Independence
Support
Recognition
Work Styles
Integrity
Self Control
Cooperation
Dependability
Stress Tolerance
Concern for Others
Attention to Detail
Independence
Adaptability/Flexibility
Analytical Thinking
Initiative
Persistence
Achievement/Effort
Leadership
Social Orientation
Innovation
Related University Degree Programs
Work Context
Contact With Others
Frequency of Decision Making
Telephone
Indoors, Environmentally Controlled
Letters and Memos
Deal With External Customers
Electronic Mail
Deal With Unpleasant or Angry People
Spend Time Sitting
Frequency of Conflict Situations
Importance of Being Exact or Accurate
Impact of Decisions on Co-workers or Company Results
Freedom to Make Decisions
Time Pressure
Face-to-Face Discussions
Structured versus Unstructured Work
Work With Work Group or Team
Importance of Repeating Same Tasks
Spend Time Making Repetitive Motions
Degree of Automation
Sounds, Noise Levels Are Distracting or Uncomfortable
Coordinate or Lead Others
Physical Proximity
Consequence of Error
Duration of Typical Work Week
Level of Competition
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Standing
Public Speaking
Deal With Physically Aggressive People
Spend Time Walking and Running
Exposed to Contaminants
Responsible for Others' Health and Safety
In an Enclosed Vehicle or Equipment
Outdoors, Exposed to Weather
Responsibility for Outcomes and Results
Outdoors, Under Cover
Indoors, Not Environmentally Controlled
Exposed to Hazardous Equipment
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Very Hot or Cold Temperatures
Spend Time Bending or Twisting the Body
Exposed to Disease or Infections
Exposed to High Places
Exposed to Minor Burns, Cuts, Bites, or Stings
Spend Time Kneeling, Crouching, Stooping, or Crawling
Cramped Work Space, Awkward Positions
Exposed to Hazardous Conditions
Spend Time Climbing Ladders, Scaffolds, or Poles
Extremely Bright or Inadequate Lighting
Pace Determined by Speed of Equipment
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Spend Time Keeping or Regaining Balance
Exposed to Whole Body Vibration
Exposed to Radiation
In an Open Vehicle or Equipment
Work Schedules
-40 hours-
Duration of Typical Work Week
-A lot of freedom-
Structured versus Unstructured Work
Freedom to Make Decisions
-About half the time-
Spend Time Making Repetitive Motions
Spend Time Sitting
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Standing
Spend Time Walking and Running
Spend Time Bending or Twisting the Body
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Keeping or Regaining Balance
-Completely automated-
Degree of Automation
-Constant contact with others-
Contact With Others
-Contact with others about half the time-
Contact With Others
-Contact with others most of the time-
Contact With Others
-Continually or almost continually-
Spend Time Sitting
Spend Time Making Repetitive Motions
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Keeping or Regaining Balance
Spend Time Walking and Running
Spend Time Standing
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Bending or Twisting the Body
-Every day-
Telephone
Indoors, Environmentally Controlled
Letters and Memos
Frequency of Decision Making
Electronic Mail
Face-to-Face Discussions
Frequency of Conflict Situations
Deal With Unpleasant or Angry People
Time Pressure
Sounds, Noise Levels Are Distracting or Uncomfortable
In an Enclosed Vehicle or Equipment
Exposed to Contaminants
Extremely Bright or Inadequate Lighting
In an Open Vehicle or Equipment
Exposed to Disease or Infections
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Outdoors, Exposed to Weather
Exposed to Whole Body Vibration
Exposed to Hazardous Equipment
Exposed to High Places
Outdoors, Under Cover
Very Hot or Cold Temperatures
Exposed to Radiation
Public Speaking
Exposed to Minor Burns, Cuts, Bites, or Stings
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Indoors, Not Environmentally Controlled
Cramped Work Space, Awkward Positions
Exposed to Hazardous Conditions
Deal With Physically Aggressive People
-Extremely competitive-
Level of Competition
-Extremely important-
Deal With External Customers
Importance of Being Exact or Accurate
Importance of Repeating Same Tasks
Work With Work Group or Team
Coordinate or Lead Others
Pace Determined by Speed of Equipment
-Extremely serious-
Consequence of Error
-Fairly important-
Importance of Repeating Same Tasks
Work With Work Group or Team
Coordinate or Lead Others
Importance of Being Exact or Accurate
Deal With External Customers
Pace Determined by Speed of Equipment
-Fairly serious-
Consequence of Error
-High responsibility-
Responsible for Others' Health and Safety
Responsibility for Outcomes and Results
-Highly automated-
Degree of Automation
-Highly competitive-
Level of Competition
-I don't work near other people (beyond 100 ft.)-
Physical Proximity
-I work with others but not closely (e.g., private office)-
Physical Proximity
-Important-
Coordinate or Lead Others
Importance of Being Exact or Accurate
Work With Work Group or Team
Importance of Repeating Same Tasks
Deal With External Customers
Pace Determined by Speed of Equipment
-Important results-
Impact of Decisions on Co-workers or Company Results
-Irregular (changes with weather conditions, production demands, or contract duration)-
Work Schedules
-Less than 40 hours-
Duration of Typical Work Week
-Less than half the time-
Spend Time Standing
Spend Time Walking and Running
Spend Time Bending or Twisting the Body
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Making Repetitive Motions
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Sitting
Spend Time Keeping or Regaining Balance
-Limited freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-Limited responsibility-
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
-Minor results-
Impact of Decisions on Co-workers or Company Results
-Moderate responsibility-
Responsible for Others' Health and Safety
Responsibility for Outcomes and Results
-Moderate results-
Impact of Decisions on Co-workers or Company Results
-Moderately automated-
Degree of Automation
-Moderately close (at arm's length)-
Physical Proximity
-Moderately competitive-
Level of Competition
-More than 40 hours-
Duration of Typical Work Week
-More than half the time-
Spend Time Making Repetitive Motions
Spend Time Sitting
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Spend Time Walking and Running
Spend Time Kneeling, Crouching, Stooping, or Crawling
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Bending or Twisting the Body
Spend Time Keeping or Regaining Balance
Spend Time Standing
-Never-
In an Open Vehicle or Equipment
Exposed to Radiation
Spend Time Keeping or Regaining Balance
Exposed to Whole Body Vibration
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Extremely Bright or Inadequate Lighting
Exposed to Minor Burns, Cuts, Bites, or Stings
Exposed to Hazardous Conditions
Exposed to High Places
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Spend Time Climbing Ladders, Scaffolds, or Poles
Spend Time Kneeling, Crouching, Stooping, or Crawling
Cramped Work Space, Awkward Positions
Exposed to Disease or Infections
Spend Time Bending or Twisting the Body
Very Hot or Cold Temperatures
In an Enclosed Vehicle or Equipment
Exposed to Hazardous Equipment
Outdoors, Exposed to Weather
Outdoors, Under Cover
Indoors, Not Environmentally Controlled
Exposed to Contaminants
Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
Public Speaking
Spend Time Walking and Running
Sounds, Noise Levels Are Distracting or Uncomfortable
Deal With Physically Aggressive People
Spend Time Standing
Telephone
Face-to-Face Discussions
Electronic Mail
Letters and Memos
Spend Time Making Repetitive Motions
Indoors, Environmentally Controlled
Spend Time Sitting
Frequency of Conflict Situations
Time Pressure
Frequency of Decision Making
Deal With Unpleasant or Angry People
-No contact with others-
Contact With Others
-No freedom-
Structured versus Unstructured Work
Freedom to Make Decisions
-No responsibility-
Responsible for Others' Health and Safety
Responsibility for Outcomes and Results
-No results-
Impact of Decisions on Co-workers or Company Results
-Not at all automated-
Degree of Automation
-Not at all competitive-
Level of Competition
-Not important at all-
Pace Determined by Speed of Equipment
Coordinate or Lead Others
Work With Work Group or Team
Importance of Repeating Same Tasks
Deal With External Customers
Importance of Being Exact or Accurate
-Not serious at all-
Consequence of Error
-Occasional contact with others-
Contact With Others
-Once a month or more but not every week-
Time Pressure
Sounds, Noise Levels Are Distracting or Uncomfortable
Frequency of Conflict Situations
Public Speaking
Deal With Physically Aggressive People
Outdoors, Under Cover
Exposed to Contaminants
In an Enclosed Vehicle or Equipment
Outdoors, Exposed to Weather
Face-to-Face Discussions
Indoors, Not Environmentally Controlled
Exposed to High Places
Exposed to Minor Burns, Cuts, Bites, or Stings
Exposed to Hazardous Conditions
Exposed to Hazardous Equipment
Frequency of Decision Making
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Deal With Unpleasant or Angry People
Exposed to Disease or Infections
Electronic Mail
Letters and Memos
Very Hot or Cold Temperatures
Exposed to Radiation
Cramped Work Space, Awkward Positions
In an Open Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Telephone
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Exposed to Whole Body Vibration
Indoors, Environmentally Controlled
-Once a week or more but not every day-
Deal With Unpleasant or Angry People
Electronic Mail
Frequency of Conflict Situations
Time Pressure
Sounds, Noise Levels Are Distracting or Uncomfortable
Frequency of Decision Making
Letters and Memos
Face-to-Face Discussions
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
Outdoors, Exposed to Weather
Public Speaking
Very Hot or Cold Temperatures
Deal With Physically Aggressive People
Indoors, Not Environmentally Controlled
Cramped Work Space, Awkward Positions
Exposed to Hazardous Conditions
In an Open Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Exposed to Disease or Infections
Telephone
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
Exposed to Whole Body Vibration
Exposed to Hazardous Equipment
Indoors, Environmentally Controlled
In an Enclosed Vehicle or Equipment
Exposed to Contaminants
Exposed to High Places
Outdoors, Under Cover
Exposed to Radiation
Exposed to Minor Burns, Cuts, Bites, or Stings
-Once a year or more but not every month-
Deal With Physically Aggressive People
Public Speaking
Indoors, Not Environmentally Controlled
Exposed to Contaminants
Exposed to Hazardous Equipment
Very Hot or Cold Temperatures
Outdoors, Under Cover
Outdoors, Exposed to Weather
Exposed to Disease or Infections
Cramped Work Space, Awkward Positions
Face-to-Face Discussions
Indoors, Environmentally Controlled
Sounds, Noise Levels Are Distracting or Uncomfortable
Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
In an Enclosed Vehicle or Equipment
Extremely Bright or Inadequate Lighting
Deal With Unpleasant or Angry People
Exposed to Whole Body Vibration
Exposed to High Places
Letters and Memos
Frequency of Conflict Situations
Exposed to Minor Burns, Cuts, Bites, or Stings
Exposed to Hazardous Conditions
Time Pressure
Frequency of Decision Making
Electronic Mail
Exposed to Radiation
Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
In an Open Vehicle or Equipment
Telephone
-Regular (established routine, set schedule)-
Work Schedules
-Seasonal (only during certain times of the year)-
Work Schedules
-Serious-
Consequence of Error
-Slightly automated-
Degree of Automation
-Slightly close (e.g., shared office)-
Physical Proximity
-Slightly competitive-
Level of Competition
-Some freedom-
Freedom to Make Decisions
Structured versus Unstructured Work
-Very close (near touching)-
Physical Proximity
-Very high responsibility-
Responsibility for Outcomes and Results
Responsible for Others' Health and Safety
-Very important-
Work With Work Group or Team
Importance of Repeating Same Tasks
Importance of Being Exact or Accurate
Deal With External Customers
Coordinate or Lead Others
Pace Determined by Speed of Equipment
-Very important results-
Impact of Decisions on Co-workers or Company Results
-Very little freedom-
Structured versus Unstructured Work
Freedom to Make Decisions
-Very serious-
Consequence of Error
Task Ratings
- Importance Core-
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Study equal opportunity complaints to clarify issues.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
- Importance Supplemental-
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
- Relevance of Task Core-
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Study equal opportunity complaints to clarify issues.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
- Relevance of Task Supplemental-
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
-Daily Frequency of Task (Categories 1-7) Core-
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Study equal opportunity complaints to clarify issues.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
-Daily Frequency of Task (Categories 1-7) Supplemental-
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
-Hourly or more Frequency of Task (Categories 1-7) Core-
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Study equal opportunity complaints to clarify issues.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
-Hourly or more Frequency of Task (Categories 1-7) Supplemental-
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
-More than monthly Frequency of Task (Categories 1-7) Core-
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Study equal opportunity complaints to clarify issues.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
-More than monthly Frequency of Task (Categories 1-7) Supplemental-
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
-More than weekly Frequency of Task (Categories 1-7) Core-
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
Study equal opportunity complaints to clarify issues.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
-More than weekly Frequency of Task (Categories 1-7) Supplemental-
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
-More than yearly Frequency of Task (Categories 1-7) Core-
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Study equal opportunity complaints to clarify issues.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
-More than yearly Frequency of Task (Categories 1-7) Supplemental-
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
-Several times daily Frequency of Task (Categories 1-7) Core-
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Study equal opportunity complaints to clarify issues.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
-Several times daily Frequency of Task (Categories 1-7) Supplemental-
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
-Yearly or less Frequency of Task (Categories 1-7) Core-
Conduct surveys and evaluate findings to determine if systematic discrimination exists.
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
Meet with persons involved in equal opportunity complaints in order to verify case information, and to arbitrate and settle disputes.
Interpret civil rights laws and equal opportunity regulations for individuals or employers.
Study equal opportunity complaints to clarify issues.
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
-Yearly or less Frequency of Task (Categories 1-7) Supplemental-
Participate in the recruitment of employees through job fairs, career days, or advertising plans.
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
Develop guidelines for non-discriminatory employment practices, and monitor their implementation and impact.
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
Review company contracts to determine actions required to meet governmental equal opportunity provisions.
Education Training Experience
-On-Site or In-Plant Training-
None
Up to and including 1 month
Over 1 month, up to and including 3 months
Over 3 months, up to and including 6 months
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
-On-the-Job Training-
None or short demonstration
Anything beyond short demonstration, up to and including 1 month
Over 3 months, up to and including 6 months
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
-Related Work Experience-
None
Over 6 months, up to and including 1 year
Over 1 year, up to and including 2 years
Over 2 years, up to and including 4 years
Over 4 years, up to and including 6 years
-Required Level of Education-
High School Diploma (or GED or High School Equivalence Certificate)
Some College Courses
Associate's Degree (or other 2-year degree)
Bachelor's Degree
Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree, but do not meet the requirements of academic degrees carrying the title of Master
Master's Degree