Equal Employment Specialist

U.S. Secret Service•Washington, DC

About The Position

The Equal Employment Specialist serves in the U.S. Secret Service, Office of the Director, Office of Equal Employment Opportunity and Conflict Resolution. The role supports agency-wide EEO initiatives to enrich employees, resolve workplace conflicts, and ensure compliance with federal equal employment opportunity requirements. The specialist plans, develops, and implements agency-wide guidance, programs, and procedures that affect employee well-being and enrichment. The position involves applying federal EEO statutes, regulations, and directives to sensitive matters; analyzing complaints, testimony, and systemic issues; and preparing technical analyses and recommendations. The specialist maintains complaint records and electronic tracking systems, supports reports and correspondence, advises employees and managers on complaint procedures, and conducts informal counseling for complex or sensitive matters. The announcement provides GS-11 and GS-12 qualification paths.

Requirements

U.S. citizenship is required.
Males born after December 31, 1959, must be registered for Selective Service.
Obtain and maintain a Top Secret Tier 5 clearance.
Submit to a credit check after accepting a conditional offer of employment.
Pass a pre-appointment drug test and submit to random drug testing while occupying the position.
May be required to serve a one-year probationary period or two-year trial period.
For GS-11: one year of specialized experience equivalent to GS-09 involving gathering information for EEO case files, reports, or program documentation; supporting EEO complaint reports, summaries, or correspondence; or using electronic systems or databases to track EEO complaint activity.
For GS-11, qualifying education may substitute for experience: a Ph.D. or equivalent doctoral degree, an LL.M., or three full years of progressively higher-level graduate education leading to such a degree in a relevant field. A qualifying combination of education and experience may also be used.
For GS-12: one year of specialized experience equivalent to GS-11 involving informal EEO counseling; maintaining EEO complaint records or tracking data; applying federal EEO laws, regulations, or policies to complaint program issues or casework; or advising employees, managers, or applicants about EEO complaint procedures, rights, or responsibilities.
Meet applicable time-in-grade requirements when applying under competitive merit promotion procedures, including 52 weeks at the next lower grade when required.
Current or former federal employees must provide SF-50 documentation showing status and time-in-grade eligibility, as applicable.
Meet the qualification requirements by the announcement closing date.
Applicants qualifying through education must submit transcripts or equivalent documentation; official transcripts are required if selected.
Current or recent political appointees in specified Executive Branch roles must disclose that information to Human Resources.
Candidates should be committed to improving federal government efficiency, the ideals of the American republic, the rule of law, and the U.S. Constitution.
Employees may not have visible body markings on the head, face, neck, hands, or fingers, except for one conservative, unobtrusive ring tattoo on one finger.

Responsibilities

Research, interpret, and apply complex federal EEO statutes, regulations, and directives to sensitive matters, including analysis of conflicting testimony, multiple claims, and systemic issues.
Prepare technical analyses and recommendations; assess complaint trends and workplace barriers; and evaluate the accuracy of case documents and regulatory correspondence.
Update and maintain electronic systems and databases used to track EEO complaint activity, and maintain complaint files in accordance with applicable requirements.
Assist in preparing special reports, studies, and correspondence for the EEO Complaints Program in response to inquiries from leadership, management, and external oversight entities.
Advise and guide managers, supervisors, employees, and applicants on procedural EEO complaint issues by interpreting labor laws and agency policies.
Educate the workforce on legal responsibilities, identify problems in the complaints process, and advise on solutions to issues that lead to complaints.
Conduct informal EEO counseling for complex or sensitive cases by interviewing parties, collecting data, and assessing conflicting statements to identify claims and issues.
Communicate regulatory requirements, EEO rights, and resolution options to management and employees.
Plan, develop, and implement agency-wide guidance, programs, and procedures affecting employee well-being and enrichment.