Review Vacancy
AgencyParks, Recreation & Historic Preservation, Office of
TitleAffirmative Action Administrator 4
Occupational CategoryAdministrative or General Management
Bargaining UnitM/C - Management / Confidential (Unrepresented)
Salary RangeFrom $78752 to $99545 Annually
Minimum Qualifications Promotion:
One year of permanent service in an Affirmative Action, Employment Compliance, Minority Business, Personnel, Labor Relations or Training position allocated at or above M-1 or Grade 25.
Open Competitive:
A bachelor’s degree and five years’ of general experience in the field of equal employment opportunity, human rights or affirmative action. Qualifying experience includes experience with community service organizations concerned with affirmative action, equal employment opportunity, civil rights, minority business development or similar programs; experience in recruiting, training and upgrading educational and job qualifications of protected class members; and personnel or labor relations relating to affirmative action. At least two years of this experience must have been at a management or supervisory level. Two additional years of qualifying experience may be substituted for a Bachelor’s degree. A Master’s degree may be substituted for one year of the general experience.
Duties Description Under the direction of the Commissioner of the Office of Parks, Recreation and Historic Preservation, the Affirmative Action Administrator is responsible for the development, implementation, evaluation and monitoring of the Agency’s Equal Employment Opportunity and Affirmative Action (EEO/AA) plan.
Duties include:
• Oversees the investigation and resolution of complaints. Reviews and assigns responsibility for the investigation of incoming affirmative action, discrimination and sexual harassment complaints or conducts such investigations as appropriate. Drafts the findings and documentation on investigations and makes recommendations for necessary action to department and agency heads. Ensures agency compliance with the Governor’s Office of Employee Relations’ 10 Step
Internal Complaint Investigation Process and 10 Step External Administrative Complaint Investigation Process.
• Supervises the Affirmative Action Administrator assigned to investigate complaints originating from OPRHP’s Downstate Regions (Long Island, New York City, Taconic and Palisades).
• Develops and implements Affirmative Action policies and procedures. Reviews and evaluates current policies and recommends changes and/or additions.
• Interprets EEO/AA laws, rules, regulations and policies and disseminates this information to program managers and employees.
• Provides technical assistance to operating bureaus of the Albany Office and the eleven Regional Offices on programs and policies that impact on protected class persons.
• Develops mechanisms for resolution of human rights discrimination complaints consistent with Agency policy, the Governor’s executive orders, and other applicable legal statutes.
• Reviews departmental hiring, promotion and examination practices to ensure that protected class candidates are not negatively impacted.
• Plans, develops and coordinates recruitment and outreach efforts to attract qualified candidates to employment opportunities within the agency.
• Ensures compliance with the Americans with Disabilities Act (ADA). Serves as the Agency’s reasonable accommodation coordinator.
• Coordinates and monitors the agency’s Minority and Women Owned Business (MWBE) program.
• Directs the development of reporting systems to collect and maintain statistical data for use in meeting affirmative action goals.
• Develops and provides diversity training and workshops to OPRHP employees.
• Develops policies, procedures and training directed toward providing a workplace free of sexual harassment.
• Develops educational and training programs for all employees, with an emphasis on enhancing career opportunities for minorities, women, individuals with disabilities, and Vietnam Era Veterans.
Additional Comments Preference will be given to candidates who possess experience investigating discrimination complaints as well as experience in writing investigative summaries or reports.
Some positions may require additional credentials or a background check to verify your identity.