Equal Employment Manager

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/10/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service.

An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.

Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization.

Examples of specialized experience would typically include, but are not limited to: Interpreting and apply EEO laws, EEOC regulations, and VA directives to ensure program compliance and provide authoritative guidance to managers and staff. Conduct legal/policy analysis of complex discrimination complaints, ensuring recommendations and determinations meet regulatory and procedural standards.

• Facilitate ADR and mediation sessions to resolve disputes, negotiate settlement options, and de escalate conflict between parties.
• Plan, assign, and evaluate the work of EEO program staff, ensuring accuracy, timeliness, and alignment with organizational goals.
• Evaluates training effectiveness and refines training plans based on feedback and complaint trends.

Monitors workload and staffing trends; adjusts assignments; and supports succession planning and workforce development to ensure continuous readiness of the EEO program. Prepares documentation, position statements, and responses to EEOC, VA Central Office, and other oversight entities for complex or high-risk cases Best Qualified Criteria: 1. Supervisory Leadership & HR Management - supervising staff, resource allocation, workforce/succession planning 2.

Employee Relations & Conflict Management - performance management, discipline, resolving workplace conflict including EEO-sensitive disputes 3. Federal EEO & Labor Law Knowledge 4. Program Planning, Strategy & Risk Management - developing program plans/objectives, identifying systemic risk, corrective action planning 5. Analytical Reasoning - using data, barrier analyses, or investigative findings to reach sound conclusions 6.

Training & Development - designing/delivering training, coaching and mentoring staff 7. Communication & Writing - briefing executives, drafting position statements/policy/reports 8. Stakeholder Management & Negotiation - managing relationships with unions, senior leaders, external regulators (EEOC/OPM); negotiating settlements/ADR outcomes Quality Ranking Factor: 1. Experience serving as an EEO Counselor or Investigator in a complex, multi-site healthcare or federal environment. 2.

Certification or formal training in Alternative Dispute Resolution (ADR)/mediation.

01Physical Requirements

The work is primarily sedentary, involving sitting at a desk, attending meetings, and occasional travel to various work sites. No special physical exertion is required. Work Environment: Work is performed in an office setting with normal risks and discomforts. The environment is adequately lighted, heated, and ventilated. Occasional travel by automobile or public transportation may be required.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

Duties to include but not limited to: Serves as the EEO Manager with full supervisory authority over assigned EEO program staff (e.g., EEO Specialist, Program Specialist, Equal Opportunity Assistant or similar positions), at grades GS12 and below. Plans, assigns, and evaluates work for all staff; establishes priorities; and distributes workload to meet program and medical center objectives and regulatory timeframes.

Reviews work products for accuracy, technical sufficiency, timeliness, and compliance with EEOC, OPM, VA, VHA, and facility policies and procedures. Provides day today guidance, feedback, and coaching to staff; identifies developmental needs; and implements training and mentoring plans to strengthen technical competence and program capacity. Developing performance standards and conducting annual and midyear performance appraisals. Approving leave and managing staffing coverage.

Initiating or recommending minor disciplinary actions and corrective measures; resolving workplace and interpersonal issues. Participating in recruitment and hiring activities, including developing position requirements, interviewing, and recommending selections for EEO program staff. Monitors workload and staffing trends; adjusts assignments; and supports succession planning and workforce development to ensure continuous readiness of the EEO program.

Directs all aspects of the DC VAMC EEO and Affirmative Employment Programs, including complaint processing, barrier analysis, special emphasis programs, reasonable accommodation, and alternative dispute resolution (ADR) Reviews workforce demographic data, barrier analyses, staffing and promotion patterns, and EEOC MD715 and related reports to identify systemic issues and underrepresentation.

Allocates and manages resources (staff time, training, and operating funds) to support effective program delivery and compliance. Develops, revises, and interprets facility EEO policies, procedures, and guidance, particularly where issues are novel, complex, or precedent setting. Ensures facility directives, memoranda, and procedures align with EEOC regulations; OPM guidance; VA and VHA directives; and applicable statutes and Executive Orders.

Provides expert technical advice to the Medical Center Director, executive leadership team, service chiefs, supervisors, and HR staff on EEO compliance, systemic barriers, and complaint resolution strategies. Designs and delivers training for managers, supervisors, union officials, and employees on EEO topics Tailors training content to facility needs, recent complaint trends, and regulatory updates; develops educational materials, job aids, and reference guides.

Evaluates training effectiveness through participant feedback, knowledge assessment, and monitoring of complaint trends; refines training plans accordingly. Provides regular briefings to the Medical Center Director and executive leadership team on EEO program status, complaint trends, barrier analysis findings, and compliance metrics Develops communication strategies to promote awareness of EEO programs, rights, responsibilities, and complain VADR avenues across the facility.

Serves as the primary facility liaison on EEO matters with internal stakeholders (employees, supervisors, union representatives, special emphasis program committees) and external stakeholders Work Schedule: Monday - Friday; 8:00am- 4:30pm EST Compressed/Flexible: Not Authorized Telework: Not Authorized Virtual: This is not a virtual position.

Position Description/PD#: Equal Employment Manager/PD051398 Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Authorized Permanent Change of Station (PCS): Not Authorized PCS Appraised Value Offer (AVO): Not Authorized