Director, Civil Rights
Department Of Agriculture - Washington, DC

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The Senior Executive Service (SES) is comprised of the men and women charged with leading the continuing transformation of government. These leaders possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution.

This position is SES, General. Positions in the SES are not graded. The salary range is $119,554 - $179,700 per year. SES employees are also eligible for bonuses and awards based on performance. Veteran's preference is not applicable to the SES. Selectee is subject to a one-year probationary period, unless currently serving under an SES appointment. Visit http://www.opm.gov/ses/ for additional information regarding SES employees.

If you would like to work for a premier agency in the area of conservation and natural resources; the Forest Service is the agency for you. The Forest Service has the responsibility for managing 191 million acres of National Forest System lands across the United States. To learn more about our agency, exciting mission, vision, and guiding principles, please visit ( www.fs.fed.us ). The Director of Civil Rights is responsible for national leadership in planning, organizing, directing, and monitoring the total Forest Service Civil Rights program. KEY REQUIREMENTS

You must be a U.S. Citizen to qualify for this position
You must be able to obtain/maintain a background investigation
This position may be subject to random drug testing
You will be required to do some travel
Individuals selected for SES positions may be subject to reassignment
Relocation expense may be paid in accordance with Federal Travel Regulation DUTIES:

This position serves as the Director of Civil Rights is responsible for national leadership in planning, organizing, directing, and monitoring the total Forest Service Civil Rights program.

The wide variety, scope, size, complexity, and national significance of the work of the Forest Service require unusual leadership in Civil Rights to ensure development of those policies and programs that will enable the Agency to be an employer of choice, that will have a diverse work force, and a management philosophy that the Forest Service will be a multicultural organization with a decision making process and supervisory behavior in which many views are heard, valued, and incorporated. For the Forest Service to serve diverse publics, all cultures must be present at all levels in the organization.

The biggest responsibility the Director has is to provide the staff leadership for the Forest Service to achieve (1) a multicultural organization as a management operating philosophy, and (2) a diverse work force. This includes developing strategies to implement the recommendations contained in "To­ward a Multicultural Organization," Report of the USDA Forest Service Task Force on Work Force Diversity, March, 1991.

The Director formulates and activates broad policies, program plans, and standards for Civil Rights for the Forest Service. Develops understanding and acceptance of civil rights objectives by operating officials and encourages their participation in accomplishing these goals.

Consults with the Chief of the Forest Service in the formulation of major programs and policies and gives expert advice and guidance on civil rights aspects relating to the execution of technical and administrative programs. Attends and participates fully in the Chief's Staff conferences on matters relating to civil rights having Agency-wide implications and impact.

Directs the coordination of civil rights activities with program management such as timber management, cooperative forestry, or fire management, and management service functions, such as procurement and budget and fiscal management.

Has responsibility for the direction of civil rights program activities in:

Multicultural Organization - The Director serves as an advisor, and leader to Chief and Staff to assess the report "To ward a Multicultural Organization.. - Report of the USDA Forest Service Task Force on Work Force Diversity, to develop implementation strategies with the objective of achieving a multicultural organization, and to provide Service wide advice, counsel, and leadership in achieving these changes.

Equal Employment Opportunity - Develops and implements action programs to overcome obstacles to full equality of opportunity. Monitors Forest Service programs to ensure that equal opportunity is extended to all candidates for employment. Equal opportunity in employment should include full consideration of eligible minorities, women, and people with physical disabilities in filling vacant positions, holds individual and group meetings to communicate EEO and program missions, provides career counseling and orientation, enhances career opportunities through training and development, job redesign, and similar techniques, and ensures full consideration of all employees in recommending promotions, awards, and other forms of special recognition.

Special Emphasis Programs - Program direction and responsibility provided for the Hispanic Employment Program, Federal Women’s Program, and the American Indian Program and the Program for People with Disabilities.

Affirmative Action Program - Designs and develops program plans in accordance with the Equal Employment Opportunity Commission and the Department of Agriculture.

Management Attainment Targeting Process – Coordinates Service wide Forest Service goals for minorities, women, and people with disabilities with periodic monitoring and annual evaluation of accomplishments.

Administers Title VI of the Civil Rights Act and related laws and regulations prohibiting discrimination in program services on the basis of race, sex, color, marital status, national origin, age, religion, or handicap. Plans, organizes, promotes, and directs Service-wide programs and activities to ensure nondiscrimination in Federal financial assistance (Title VI) programs at all levels of administration. Independently analyzes and evaluates Service wide programs and activities to identify those subject to the requirements of the Secretary's nondiscrimination regulations. Recommends standards and procedures for ensuring full compliance with the Civil Rights Act and related regulations of the Secretary of Agriculture.

Historically Black Colleges and Universities, and Competitive Grants Programs, Hispanic Association of Colleges and Universities Programs, and Tribal and Federally sponsored American Indian Colleges Programs, and the Forest Service supported pre-forestry program at Tuskegee University. The objectives are to enhance relationships with the various colleges and universities, to increase their involvement in Forest Service programs and activities, and to increase the entrance of minorities into natural resource careers. These programs enhance communication and partnerships through cooperative research, scientific exchange, and special employment programs.

The incumbent is also responsible as a member of the Civil Rights Management Council to the Assistant Secretary of Ad­ ministration for developing broad strategies and policy level coordination to carry out the USDA mission related to 1890 schools, HBCU, HCAU, and the American Indian Colleges.

Gives leadership, promotes, advises, and assists Washington Office Staff units, Regions, Stations, and Area in the development of procedures and the application of the requirements of all aspects of the 1964 Civil Rights Act, as amended. This responsibility includes those activities of Contracting, Procurement, Direct Assistance Programs, Timber Sales Administration, Land Uses, Cooperative Aid Agreements and Public Notification.

Develops and maintains close liaison with external agencies, USDA, and other Departments, universities and colleges, and other cooperators. Represents the Forest Service at important inter- and intra-Departmental meetings and conferences bearing on Civil Rights operations. Presents authoritative information on Forest Service programs and objectives in order to obtain interest and active participation in the Civil Rights area. Also represents the Forest Service on special working committees designed to achieve continuing coordination of related programs in different Government agencies.

Provides leadership to and coordinates the operations of sub­ ordinate staff, largely through conferences, policy decisions, and individual discussions. Personally takes action to resolve complaints, completes performance ratings, selects employees for promotion or reassignment, and determines broad program priorities. Reviews and evaluates program actions from the standpoint of effective integration with Service wide policies and objectives.

The Department and its agencies are committed to affirmative implementation of EEO Plans of Action and applicable Civil Rights Provisions. It is the responsibility of the incumbent to ensure that equal opportunity is extended to all candidates for employment, all employees under his or her supervision, and all beneficiaries of pertinent program under his or her management. Equal opportunity in employment and for employees supervised should include: full consideration of eligible minority group members and women in filling vacant positions; holding individual and group meetings to communicate EEO and program missions; providing career counseling and orientation; enhancing career opportunities through training and development, job redesign, and similar techniques; and ensuring full consideration of these employees in recommending promotions, awards, and other forms of special recognition.

In the absence of the Deputy Chief for Administration, and the Associate Deputies, alternates with other Staff Directors in serving as Acting Deputy Chief of the Forest Service. QUALIFICATIONS REQUIRED:

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible leadership experience that is indicative of senior executive level managerial capability and directly related to the skills and abilities outlined under Mandatory Technical Qualifications and Executive Core Qualifications.

Typically, experience of this nature will have been gained at or above the GS-15 grade level in the Federal service, or its equivalent with state or local government, the private sector, or non- governmental organizations. Your resume needs to emphasize your level of responsibilities, the scope and complexity of programs managed, and your program accomplishments, including the results of your actions.

There is no positive education requirement for this position.

Failure to meet the basic qualification requirement and all Mandatory Technical factors automatically disqualifies an applicant. HOW YOU WILL BE EVALUATED:

A. EXECUTIVE CORE QUALIFICATIONS (ECQ): All applicants must submit written statements. Your narrative response must not exceed two (2) pages per ECQ.

The ECQs were designed to assess executive experience and potential not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions. All applicants must submit written statements describing accomplishments that would satisfy the ECQs.

You must address each ECQ separately. You are required to respond to all ECQs. If you fail to do so, you will be rated as 'ineligible.'

Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of programs managed, and results of your actions.

Additional information on the ECQs is available at http://www.opm.gov/ses/recruitment/ecq.asp .

ECQ 1 LEADING CHANGE: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. (Competencies: Creativity and Innovation, External Awareness, Flexibility. Resilience, Strategic Thinking, Vision)

ECQ 2 LEADING PEOPLE: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. In addition to this ECQ, you must also describe your accomplishments in EEO and/or CIVIL RIGHTS. This includes opportunities provided to minorities and women to receive grants and/or contracts, employment and advancement, training, award recognition, and program benefits. (Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building)

ECQ 3 RESULTS DRIVEN: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. (Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility)

ECQ 4 BUSINESS ACUMEN: This core qualification involves the ability to manage human, financial, and information resources strategically. (Competencies: Financial Management, Human Capital Management, Technology Management)

ECQ 5 BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. (Competencies: Partnering, Political Savvy, Influencing/Negotiating)

Fundamental Competencies: These competencies are the foundation for success in each of the Executive Core Qualifications; Interpersonal Skills, Oral Communication, Continual Learning, Written Communication, Integrity/Honesty, Public Service Motivation. The Fundamental Competencies are crosscutting; they should be addressed over the course of your ECQ narrative. It is not necessary for you to address the Fundamental Competencies directly as long as the narrative, in its totality, shows mastery of these competencies on the whole.

The following applicants may omit the mandatory ECQ narrative statements, but must provide proof of status as stated below.

1. Applicants who are currently serving under a SES-Career appointment or who are eligible for reinstatement into the SES. You must provide a recent Standard Form 50 (SF-50) that documents career appointment to the SES.

2. Applicants who are graduates of an OPM-approved SES Candidate Development Program. You must provide proof of OPM Qualification Review Board certification.

B. MANDATORY TECHNICAL QUALIFICATIONS (TQ): All applicants must submit written statements. Your narrative response must not exceed two (2) pages per TQ.

1. Describe your demonstrated senior level experience analyzing policies and practices to identify barriers to Equal Employment Opportunities and Civil Rights, and your success proposing options and solutions to those barriers that helped diversify the work force of the agency.
To preview questions please click here .

BENEFITS:
Some of the benefits for which you are entitled to but not limited to are:

Federal Holidays

Annual & Sick Leave

Federal Employee Retirement System

Thrift Savings Plan

Federal Employees Health Benefits

Federal Employees Dental and Vision Insurance Program

Federal Employees Group Life Insurance

Flexible Spending Accounts

Federal Long Term Care Insurance

For more information on these and many other benefits, go to:
http://www.opm.gov/insure/health/enrollment/new_employees.asp OTHER INFORMATION:

Consideration for competitive selection for this position is open to all persons within the area of consideration who meet the basic qualifications. Race, color, age, national origin, gender, sexual orientation, political beliefs, religion, marital or family status, disability, and other non-merit factors will not be considered.

1. This position is covered under the post-employment restriction of the Ethics in Government Act of 1978 (P.L. 95-521). This law also requires the selectee to file an Executive Personnel Financial Disclosure Report (Standard Form 278), within 30 days of appointment.

2. Applications sent in U.S. Government postage-paid envelope and submitted through Federal Agency courier services will not be considered.

3. The 1993 Hatch Act Reform Amendments prohibit oral and written political recommendations for Federal jobs.

4. Male applicants born after December 31, 1959, must be registered with the Selective Service System before they can be employed by an executive agency of the Federal government. This requirement does not apply to Agency employees appointed before November 8, 1985.

5. All application forms are subject to the provisions of the Privacy Act and become the property of USDA.

The U.S. Department of Agriculture (USDA) is an Equal Opportunity Employer. USDA prohibits discrimination in all its programs and activities on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means for communication or program information (Braille, large print, audiotape, etc.) should contact USDA's TARGET Center at 202-720-2600 (voice and TDD).

Reasonable Accommodation: This agency provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency at 202-690-1870. The decision on granting reasonable accommodation will be on a case-by-case basis.

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