Equal Employment Specialist (Adjudicator)

Job Description

Qualification requirements in the vacancy announcements are based on the U.S. Office of Personnel Management (OPM) Qualification Standards Handbook, which contains federal qualification standards. This handbook is available on the Office of Personnel Management's website located at: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=Occupational-Series Applicants must possess one year of specialized experience equivalent in difficulty and responsibility to the next lower grade level in the Federal Service. Specialized experience is experience that has equipped the applicant with the particular competencies/knowledge, skills and abilities to successfully perform the duties of the position. This experience need not have been in the federal government. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations e.g., professional; philanthropic, religious; spiritual; community, student, social). Volunteer work helps build critical competencies; knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. To qualify at the GS-13 level: SPECIALIZED EXPERIENCE: You must possess one full year (52 weeks) of specialized experience equivalent to the GS-12 level in the Federal service. Specialized experience is defined as: Independently reviewing, analyzing, and documenting determinations in formal EEO complaints, applying expert knowledge of Federal EEO statutes, regulations, EEOC Management Directive 110 (MD-110), and EEOC case precedent to determine whether allegations should be accepted or dismissed in whole or in part; resolving complex procedural and jurisdictional issues; identifying relevant facts, issues, and evidence; and determining the applicable legal and regulatory requirements governing the processing of the complaint. Independently conducting legal research and analysis of complex EEO cases and novel legal issues, using traditional and electronic research methods; evaluating investigative records and evidentiary material; interpreting and applying applicable statutes, regulations, MD-110, and EEOC precedent; weighing the evidence; comparing the facts to established legal principles and theories of employment discrimination; and determining whether discrimination has been established and the Agency's appropriate legal and factual position on the merits. Independently drafting comprehensive and legally sufficient procedural and merit Final Agency Decisions, clearly addressing all accepted bases and claims, accurately applying applicable legal standards, and providing well-supported findings of fact, conclusions, and rationale based on the evidentiary record.