EEO/AAP Officer

Characteristics of the Position

General Overview

Under the direction of the Deputy Bureau Chief of Human Resources, coordinates all operations relating to the acquisition and analysis of County workplace information used in race/gender breakdowns of employees within various work categories. Initiates, develops and maintains EEO related policies including Reports required by the EEOC. May train departmental representatives to operate as in-house Equal Employment Opportunity (EEO) officers to maintain their own department’s adherence to EEO/AAP legislation. Schedules and coordinates meetings with groups of departmental representatives to inform them of legislative and/or policy changes relative to the various programs. Conducts highly confidential investigations into all discrimination complaints of employees under Offices of the President and prepares detailed reports or responses to be submitted to the complainants, respondents, department heads and/or various Federal, State, or County agencies having jurisdiction.  Acts as the Americans with Disabilities (ADA) Coordinator for Offices Under the President.  Reviews confidential documentation and discusses accommodation requests with employees, treaters and department heads.  Monitors the success/failure of accommodations.

Key Responsibilities and Duties

1. Maintains statistical analysis of the County workforce by acquiring the racial and sexual breakdowns of current employees and categorizing them under eight (8) categories: officials/managers, professionals, protective service, para-professionals, office clerical, service maintenance, technicians and skill craft. Receives and analyses statistical data from payroll, personnel records and other sources as needed.
2. Discusses County EEO and AAP issues with the Bureau Chief, Deputy Bureau Chief and others to recommend changes in County workplace policies.
3. Develops monitoring systems utilizing hiring and promotion documents, exit interview forms, quarterly reports and annual reports to verify and address the Affirmative Action Program’s County-wide progression.
4. Trains departmental representatives to become in-house EEO representatives who report departmental adherence to EEO/AAP legislation and related issues.
5. Schedules and coordinates meetings with groups of departmental representatives at various locations to inform and enlighten them on the legislative changes and how these changes will directly affect policy and procedure.
6. Investigates documented discrimination/harassment complaints of employees under the Offices of the President.  Meets with various departmental employees involved with the incident and prepares detailed reports.
7. Acts as ADA Coordinator for Offices Under the President.
8. Manages EEO related policies for Offices Under the President.
9. Conducts EEO related trainings.

Knowledge, Skills, Abilities and Other Characteristics

1. Knowledge of U.S. Federal and State of Illinois rules and regulations, including the ADAAA and Executive Order 11246 on state and federal mandates passed on civil right issues including but not limited to, from cases in 1964, 1980, 1981, 1983 and 1991and as may be amended.
2. Thorough knowledge of County personnel rules, policies and procedures.
3. The ability to communicate and interact effectively with County employees and a diverse assortment of individuals in order to explain policies and procedures.  Ability to speak before groups of employees on a variety of subject matters relating to EEO/AAP legislation and situations.
4. Skilled in conducting interviews and eliciting required information.  Skilled in collecting, interpreting and organizing technical information into concise documentation and narrative format in conjunction with industrial and labor relation policies and procedures.
5. General understanding of the principles, purpose and methods of statistical analysis and interpretation of results.
6. Skilled in performing complex mathematical computations for generating statistical data needed to monitor individual departmental and overall composite EEO/AAP programs throughout the County.
7. This position requires some traveling to work assignments for which the employee must provide his/her own adequate means of transportation.
8. Must possess excellent writing skills and the ability to produce thoughtful, well-composed letters, reports, and other correspondence related to matters at hand.

Minimum Qualifications

1. Graduation from an accredited college or university with a Bachelor’s degree.
2. Five (5) years of experience in labor/industrial relations and human resources of a highly responsible nature inclusive of three (3) years of experience handling EEO matters  OR, an equivalent combination of professional work experience including but not limited to investigating employment practices and EEO related complaints, developing and managing guidelines and policies regarding employment matters.

Preferred Qualifications

1. Graduation from a School of Law with a Juris Doctorate degree.
2. Five (5) years of work experience handling EEO matters in the public or private sector.

Physical Requirements

Sedentary Work

Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects.  Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time.

The duties listed are not set forth for purposes of limiting the assignment of work.  They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work.

How do I apply?

Please submit a Cover letter and Resume to 118 N. Clark St., Room #840, Attn:  Regina Crider.  You can also email the two required documents to Regina.Crider@cookcountyil.gov.  The position description can be found on the right side of this page under the Download option.

When are Resumes due?

Until Filled.

Post Offer testing:

All new employees will be required to submit to a satisfactory drug test and background check, based on reports obtained from law enforcement authorities. The reports are based on results from fingerprints taken from all new hires.