Equal Employment Specialist (EEO, Generalist)

Summary

WHAT IS CHIEF RISK & CONTROL OFFICER (CRCO)? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Position(s) are to be filled in following area(s): CRCO - Civil Rights Compliance Remain in POD - The vacancy will be filled at the selectee's official permanent position of record, post-of-duty (POD). REVIEW THE ADDITIONAL INFORMATION BELOW FOR FURTHER DETAILS

Duties

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Administers and execute EEO and Civil Rights program activities within assigned program area(s), including Equal Employment Opportunity, Anti-Harassment, Alternative Dispute Resolution (ADR), Formal Complaints, Civil Rights, and Disability Programs. Coordinates and carries out compliance activities in accordance with established laws, regulations, and agency procedures. Provides guidance to employees and managers on the administration of the EEO complaint process. Independently processes the full range of informal and formal individual complaints and participates in class complaints of discrimination involving complex or sensitive allegations, ensuring adherence to applicable laws and regulatory requirements. Secures and evaluates relevant information from management officials, employees, and witnesses to support complaint resolution. Serves as a neutral in ADR processes and advises management on appropriate dispute resolution strategies and other early intervention methods. Applies negotiation and conflict management techniques to assist parties in reaching timely and effective resolution at the lowest possible level. Reviews changes in legislation, regulations, and program guidance to assess potential impact on assigned program activities and provides recommendations for implementation. Plans and conducts studies and analyses of workforce data to identify systemic barriers issues. to equal employment opportunity and develop actionable recommendations to eliminate identified barriers. Other duties as assigned. STANDARD POSITION DESCRIPTIONS (SPD): PD26174 Visit the IRS SPD Library to access the position descriptions. Requirements

Probationary Period - If you are currently serving a probationary period and accept a promotion, demotion, transfer, or reassignment, you will carry over your remaining probationary time and must complete it in your new position. ADDITIONAL REQUIREMENTS SHOWN IN QUALIFICATIONS SECTION Qualifications

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement. SPECIALIZED EXPERIENCE FOR GS-12: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-11 grade level in the Federal service. Specialized experience for this position must include: Applying Equal Employment Opportunity (EEO) laws, regulations, and procedures to develop and execute assignments and program activities. Providing technical guidance to management and employees to support compliance within assigned programs (e.g., Alternative Dispute Resolution (ADR), Civil Rights, Anti-Harassment). Applying oral and written communication to resolve sensitive EEO matters as requested by management, junior specialists, and support staff. Analyzing EEO data to identify trends or issues and provide recommendations for corrective action. Collaborating with the First-level Manager or Area Director in developing deadlines and approaches to novel and sensitive problems within EEO programs. Reviewing multi-factorial assignments, including updated organizational practices, conflicting evidence provided by complainant and varying EEO law interpretation, to provide actionable recommendations AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens" TIME IN GRADE (TIG): For positions above the GS-05, applicants must meet applicable time-in-­grade requirements to be considered eligible. One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for. For positions at the GS-05, you cannot advance to the GS-05 if you have held a GS-02 in the past 52 weeks. There is no TIG restriction for GS-02, 03 or 04 positions. For more information on qualifications please refer to OPM's Qualifications Standards.

Education

A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions. We recommend choosing an evaluator from a member organization of one of the following national associations of credential evaluation services: National Association of Credential Evaluation Services (NACES) or Association of International Credentials Evaluators (AICE). How You Will Be Evaluated

Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position. Applicants who disqualify themselves will not be evaluated further. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Conflict Management Customer Service Oral Communication Problem Solving Reasoning Writing Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on an assessment may also result in your removal from consideration. Rating: Your application will be evaluated in accordance with the Service's Merit Promotion Plan. A quality group rating will be used to rank and select eligible candidates. If qualified, you will be assigned to one of three quality level groups, Superior/Best Qualified, Highly Qualified and Qualified. Referral: Eligible applicants rated in the highest quality group, may be referred to a selecting official for consideration. Candidates, if required to participate in a selection interview (telephonic and/or in person at the discretion of the Selecting Official in accordance with hiring practices), will be interviewed in quality group order. We will not reimburse costs related to the interview such as travel to and from the interview site. Performance Appraisal and Awards - Will not be used in determining your overall rating. Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official. The selecting official will review this documentation and give it due weight consideration during the overall selection process. IRS employees may obtain their most recent awards listing at https://persinfo.web.irs.gov/. If you are a displaced or surplus Federal employee (eligible for the Career Transition Assistance Plan (CTAP), you must receive a score of Highly Qualified or better to be rated as "well qualified" to receive special selection priority. Benefits

As a current employee, you know the great benefits we offer. Should you have any questions about benefits, please contact the Employee Resource Center (ERC) at 1-866-743-5748 option #1 for ERC. Other Information

Consider each location carefully when applying. If you are selected for a location, that location will become your official post of duty. In the event that a building is closed due to rent management, new hires may be placed in a local commuting location. Additional jobs may be filled from this announcement or any other source to fill these vacancies. Alternative work schedule, staggered work hours may be available. Salary: General Schedule (GS) Locality Pay tables may be found under Salaries & Wages.