EEO Specialist and Final Agency Decision (FAD) Writer

Company: National Geospatial Intelligence Agency
Location: Fort Washington
Posted on: February 16, 2020

Job Description:

Cover Letter Applicants are not required to submit a cover letter. The entire cover letter cannot exceed the specified limits provided in the Cover Letter field (3,000 characters). Pages exceeding this limit will not be considered. The cover letter is recommended but is not required for employment consideration with the National Geospatial-Intelligence Agency. Applicants should place their narrative information in the Cover Letter / Other Professional Details field. Pay, Benefits, & Work Schedule PROMOTION OPPORTUNITY: Promotion opportunities allow applicants at all band levels to be considered. Qualifications for NGA positions do not include specific time-in-band requirements. NGA will emphasize quality of experience, rather than duration, and assess how the quality of the experience demonstrates possession of the knowledge, skills, abilities, and competencies necessary for successful job performance in the NGA occupational structure. Band 04 $92,568 - $157,709 PERMANENT CHANGE IN STATION: PCS expenses are not authorized. Pay is only part of the compensation you will earn working for the Federal Government. We offer a broad array of benefits programs and family friendly flexibilities to meet the needs of you and your family. For more information on the array of benefits programs, please visit https://www.intelligencecareers.gov/nga/ngabenefits.html Position Summary ASSIGNMENT DESCRIPTION: Diversity Management and EEO Officers plan, lead, and manage EEO and diversity programs, teams, and activities (e.g. the Federal discrimination complaints program, reasonable accommodations, interpreting services, ADR, SEP). They analyze data, conduct research, and identify triggers and/or barriers associated with Agency policies, procedures, and practices. They provide advice and guidance to employees and management, and develop strategies and practices to promote diversity and inclusion in the workplace. These specialists may also process EEO complaints from intake through final disposition. Additional Position Info ADDITIONAL INFORMATION: The EEO Specialist and Final Agency Decision (FAD) writer in the Equal Employment Opportunity (EEO) Compliance Division (ODEE) of the Office of Diversity, Inclusion, and EEO (ODE), serves as the primary source of providing agency-based decisions on the merits of EEO complaints. In accordance with 29 CFR, section 1614, this specialist reviews EEO complaint files to write FADs consisting of findings by the agency on the merits of each claim in the complaint, or, as appropriate, the rationale for dismissing any claims in the complaint, and when discrimination is found, appropriate remedies and relief. The specialist also has primary responsibility for writing FAOs within forty days of receiving an Administrative Judge's decision on an Agency EEO complaint. The EEO Specialist is expected to work collaboratively with the Office of General Counsel to ensure all documents are legally sufficient. The EEO Specialist will train other specialists in FAD and FAO writing. S/He will track the status and timeliness of all Agency FADs and FAOs. This EEO Specialist will assist in the creation and submission of mandatory EEO reports, specifically the Form 462 and No FEAR Act. They will monitor the timely submission of these reports and support the timely submission of the MD-715 report by providing relevant EEO information for the report. This position requires the skills to: comprehend and assess complex EEO issues; produce clear written rationale for decisions; draft succinct report narratives; apply EEO complaint facts to relevant guidance and law; and manage multiple tasks within definitive timelines. Diversity Management and EEO Officers plan, lead, and manage EEO and diversity programs, teams, and activities (e.g. the Federal discrimination complaints program, reasonable accommodations, interpreting services, ADR, SEP). They analyze data, conduct research, and identify triggers and/or barriers associated with Agency policies, procedures, and practices. They provide advice and guidance to employees and management, and develop strategies and practices to promote diversity and inclusion in the workplace. These specialists may also process EEO complaints from intake through final disposition. Mandatory Qualification Reqs MANDATORY QUALIFICATION CRITERIA: For this particular job, applicants must meet all competencies reflected under the Mandatory Qualification Criteria to include education (if required). Online applications must demonstrate qualification by providing specific examples and associated results, in response to the announcement's mandatory criteria specified in this vacancy announcement: EEO Counselor Training Certification - documented thirty-two (32) hours of prior EEO Counselor training. Demonstrated skill in writing: EEO Final Agency Decisions (FADs) EEO Accept/Dismiss Letters Proficiency in managing Mandatory EEO reports - including quarterly and annual No FEAR Act, the MD-715, the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (Form 462); ADR Annual Report (Form 2815). Working knowledge of: EEO guidance on Federal Sector Discrimination Complaints and ADR 29 C.F.R. Part 1614 Equal Employment Opportunity Commission Management Directive 110 EEO Final Agency Orders (FAOs) EDUCATION REQUIREMENT: A. Education: Bachelor's degree from an accredited college or university in Business Administration, Communications, Education, Human Resources Development, Psychology, Public Administration, Social Work, Sociology, or a related field. -OR- B. Combination of Education and Experience: A minimum of 24 semester (36 quarter) hours of coursework in any area listed in option A, plus experience in planning, leading, or managing EEO and/or diversity and inclusion programs, or a related area that demonstrates the ability to successfully perform the duties associated with this work. As a rule, every 30 semester (45 quarter) hours of college work is equivalent to one year of experience. Candidates should show that their combination of education and experience totals 4 years. -OR- C. Experience: A minimum of 4 years of experience in planning, leading, and managing EEO and/or diversity and inclusion programs, or a related area that demonstrates the ability to successfully perform the duties associated with this work. -AND- LICENSES/CERTIFICATIONS: EEOC approved EEO Counselor Training: Incumbent must receive thirty-two (32) hours of EEOC approved EEO Counselor training prior to assuming counseling duties and must receive at least eight hours of continuing Counselor training every year. Highly Desired Skills QUALIFICATION CRITERIA: In addition to the mandatory qualifications, experience in the following is desired: Bachelor's Degree (HR, Public Administration, Psychology, etc.). Master's Degree (HR, Public Administration, Law, etc.). Juris Doctor Degree. EEO Complaints Processing and working knowledge of automated case management tracking system (i.e. IComplaints). Working knowledge of DoD and ODNI guidance on Federal Sector Discrimination Complaints and ADR. Must receive at least eight hours of continuing counselor training every year. Who Can Apply External Applicants Only How To Apply - External Application submission involves applying using the Intelligence Community's Applicant Gateway on-line application process. ONLY ELECTRONIC SUBMISSIONS WILL BE ACCEPTED. Notes As a condition of employment at NGA, persons being considered for employment must meet NGA fitness for employment standards. U.S. Citizenship Required Security Clearance (Top Secret/Sensitive Compartmented Information) Polygraph Test Required Position Subject to Drug Testing Two Year Probationary Period - Direct Deposit Required Direct Deposit Required DCIPS Disclaimer NGA utilizes all processes and procedures of the Defense Civilian Intelligence Personnel System (DCIPS). Non-executive NGA employees are assigned to five distinct pay bands based on the type and scope of work performed. The employee's base salary is established within their assigned pay band based on their unique qualifications. A performance pay process is conducted each year to determine a potential base pay salary increase and/or bonus. An employee's annual performance evaluation is a key factor in the performance pay process. Employees on term or temporary appointments are not eligible to apply for internal assignment opportunity notices. This position is a DCIPS position in the Excepted Service under 10 U.S.C. 1601. DoD Components with DCIPS positions apply Veterans' Preference to preference eligible candidates as defined by Section 2108 of Title 5 USC, in accordance with the procedures provided in DoD Instruction 1400.25, Volume 2005, DCIPS Employment and Placement. If you are an external applicant claiming veterans' preference, as defined by Section 2108 of Title 5 U.S.C., you must self-identify your eligibility in your application. How Will I Be Evaluated? APPLICANT EVALUATION PROCESS: Applicants will be evaluated for this job opportunity in three stages: All applicants will be evaluated using the Mandatory Qualification Criteria, Qualified applicants will then be evaluated by an expert or panel of experts using a combination of qualification criteria to determine the best-qualified candidates, Best-qualified applicants may then be further evaluated through an interview process. Military retiree applicants, if selected, may be impacted by the 180-day appointment restrictions of DODI 1402.01. HD personnel will provide additional information if applicable. Applicants are encouraged to carefully review the Assignment Description, Additional Information Provided By the Selecting Official, and the Qualification Requirements; and then construct their resumes to highlight their most relevant and significant experience and education for this job opportunity. This description should include examples that detail the level and complexity of the performed work. Applicants are encouraged to provide any education information referenced in the announcement. If education is listed as a mandatory requirement, only degrees obtained from an institution accredited by an accrediting organization recognized by the Secretary, US Department of Education will be accepted. In accordance with section 9902(h) of title 5, United States Code, annuitants reemployed in the Department of Defense shall receive full annuity and salary upon appointment. They shall not be eligible for retirement contributions, participation in the Thrift Savings Plan, or a supplemental or redetermined annuity for the reemployment period. Discontinued service retirement annuitants (i.e., retired under section 8336(d)(1) or 8414(b)(1)(A) of title 5, United States Code) appointed to the Department of Defense may elect to be subject to retirement provisions of the new appointment as appropriate. (See DoD Instruction 1400.25, Volume 300, at http://www.dtic.mil/whs/directives.) All candidates will be considered without regard to race, color, religion, sex, national origin, age, marital status, disability, or sexual orientation. NGA provides reasonable accommodations to applicants with disabilities. Applications will only be accepted online. If you need a reasonable accommodation for any part of the application and hiring process, please notify us at recruitmentnga.mil. The decision on granting reasonable accommodation will be on a case-by-case basis. Additional Job Requirements You must be able to obtain and retain a Top Secret security clearance with access to Sensitive Compartmented Information. In addition, you are subject to a Counterintelligence Polygraph examination in order to maintain access to Top Secret information. All employees are subject to a periodic examination on a random basis in order to determine continued eligibility. Refusal to take the examination may result in denial of access to Top Secret information, SAP, and/or unescorted access to SCIFs. Employees with SCI access and who are under NGA cognizance are required to submit a Security Financial Disclosure Report, SF-714, on an annual basis in order to determine continued eligibility. Failure to comply may negatively impact continued access to Top Secret information, Information Systems, SAP, and/or unescorted access to SCIFs.

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