United States

Equal Opportunity Compliance Series

GS-0360

CONTENTS

SERIES DEFINITION....................................................................................................................................................................... 1

COVERAGE....................................................................................................................................................................................... 1

EXCLUSIONS.................................................................................................................................................................................... 2

OCCUPATIONAL INFORMATION.............................................................................................................................................. 4

DISTINGUISHING BETWEEN THE EQUAL OPPORTUNITY COMPLIANCE SERIES, GS-0360 AND THE EQUAL OPPORTUNITY ASSISTANCE SERIES, GS-0361............................................................................................................................................. 5

DISTINGUISHING BETWEEN THE EQUAL OPPORTUNITY COMPLIANCE SERIES AND OTHER CLOSELY RELATED SERIES 6

TITLES............................................................................................................................................................................................... 7

GRADING POSITIONS.................................................................................................................................................................... 7

GRADE CONVERSION TABLE...................................................................................................................................................... 7

FACTOR LEVEL DESCRIPTIONS................................................................................................................................................. 8

FACTOR 1, KNOWLEDGE REQUIRED BY THE POSITION............................................................................................. 8

FACTOR 2, SUPERVISORY CONTROLS........................................................................................................................... 11

FACTOR 3, GUIDELINES...................................................................................................................................................... 13

FACTOR 4, COMPLEXITY................................................................................................................................................... 15

FACTOR 5, SCOPE AND EFFECT....................................................................................................................................... 20

FACTOR 6, PERSONAL CONTACTS................................................................................................................................. 21

FACTOR 7, PURPOSE OF CONTACTS.............................................................................................................................. 23

FACTOR 8, PHYSICAL DEMANDS................................................................................................................................... 24

FACTOR 9, WORK ENVIRONMENT................................................................................................................................. 25

OPM BENCHMARK DESCRIPTIONS........................................................................................................................................ 26

EQUAL OPPORTUNITY SPECIALIST, GS-0360-05, BMK # 01...................................................................................... 26

EQUAL OPPORTUNITY SPECIALIST, GS-0360-07, BMK #01....................................................................................... 29

EQUAL OPPORTUNITY SPECIALIST, GS-0360-09, BMK #01....................................................................................... 32

EQUAL OPPORTUNITY SPECIALIST, GS-0360-09, BMK #02....................................................................................... 36

EQUAL OPPORTUNITY SPECIALIST, GS-0360-11, BMK #01....................................................................................... 40

EQUAL OPPORTUNITY SPECIALIST, GS-0360-11, BMK #02....................................................................................... 44

EQUAL OPPORTUNITY SPECIALIST, GS-0360-12, BMK #01....................................................................................... 49

EQUAL OPPORTUNITY SPECIALIST, GS-0360-12, BMK #02....................................................................................... 54

EQUAL OPPORTUNITY SPECIALIST, GS-0360-12, BMK #03....................................................................................... 59

EQUAL OPPORTUNITY SPECIALIST, GS-0360-12, BMK #04....................................................................................... 63

EQUAL OPPORTUNITY SPECIALIST, GS-0360-13¹, BMK #01..................................................................................... 68

EQUAL OPPORTUNITY SPECIALIST, GS-0360-13, BMK #02....................................................................................... 72

ENDNOTE........................................................................................................................................................................................ 76

SERIES DEFINITION

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This series includes positions performing, supervising, or managing analytical, evaluative, and interpretive equal opportunity and civil rights compliance work. Positions in this series are concerned with the application of civil rights and equal opportunity laws, regulations, and precedent decisions to eliminate illegal discrimination and to remove barriers to equal opportunity. This work involves analyzing and solving equal opportunity and civil rights problems through factfinding, problem analysis, negotiation, and voluntary compliance programs. The work requires judgment in applying equal opportunity principles to solve problems or recommend action. Many positions in this series require specialized knowledge and skill in investigating and resolving allegations of discrimination. This series also includes equal opportunity or civil rights positions of an analytical, evaluative, and interpretative nature which are not properly classified in another series.

The fly sheet including series coverage information for the Equal Opportunity Series, GS_0160, issued in May 1972 is superseded.

COVERAGE

As used in this standard, the term compliance has a broad meaning. The term not only covers the investigation of alleged violations of the law, but also includes a broad range of related work, such as conciliating to resolve complaint issues or advising company executives on voluntary compliance matters.

This series includes positions involved in the enforcement of equal opportunity and civil rights laws, orders, regulations. The field of civil rights and equal opportunity is defined by a body of laws and regulations and administrative decisions. These laws and policies are designed to protect civil rights and to provide equal opportunity in a wide range of economic, social, and political activities including, but not necessarily limited to, employment, housing, education, social services, business, and finance. Civil rights and equal opportunity laws and policies prohibit discrimination based on race, color, religion, sex, national origin, age, handicapping condition, or other bases specified by law.

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Positions in this series involve factfinding, analysis, writing, and application of civil rights or equal opportunity principles to identify and/or solve problems. Positions in this series are involved in one or more of the following duties:

__ investigating and conciliating allegations of discrimination;

__ enforcing laws requiring equal pay for men and women;

__ reviewing, evaluating, and enforcing equal opportunity compliance by Government contractors and other recipients of public funds;

__ identifying systemic or institutional barriers to equal opportunity;

__ proposing or implementing solutions to complex problems when the work involves a high degree of analysis;

__ developing, carrying out, or evaluating broad equal opportunity, or voluntary compliance programs;

__ applying judgment in interpreting complex factual situations in light of laws, regulations, and precedent decisions governing a civil rights or equal opportunity program; or

__ performing similar work requiring equivalent qualifications.

Positions beyond trainee levels in this series require a common body of knowledges and skills including: (1) knowledge of the body of law governing civil rights and equal opportunity programs, (2) skill in identifying and defining discrimination through systematic factfinding or investigation, (3) analytical skill, (4) knowledge of the nature and causes of institutional barriers to equal opportunity, (5) skill in communicating orally and in writing, (6) ability to work effectively and deal with persons in various social or economic strata of society, and regardless of the status of their position in a particular institution, (7) skill in negotiating, and (8) skill in applying equal opportunity and civil rights principles to identify and/or solve problems.

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EXCLUSIONS

Excluded from this series are:

1. Positions concerned primarily with obtaining compliance of firms and public institutions with Federal labor laws, regulations, and orders regarding wages, hours, overtime pay, child labor, and other related matters. Such positions are classified in the Wage and Hour Compliance Series, GS_0249.

2. Positions involving technical support of equal opportunity compliance programs, when such positions have as a paramount qualification requirement a knowledge of the procedures, regulations, and objectives of civil rights and equal opportunity compliance programs, but do not require the breadth of knowledge nor the depth of skills required by positions in the Equal Opportunity Compliance Series, GS_0360. Such positions should be classified in the Equal Opportunity Assistance Series, GS_0361. (See the discussion below on distinguishing these positions from positions in the Equal Opportunity Compliance Series, and refer to the position classification standard for the Equal Opportunity Assistance Series.)

3. Positions primarily concerned with developing, administering, evaluating, or advising on the Federal Government's internal equal employment opportunity program within various Federal agencies when the position requires knowledge of Federal equal employment opportunity regulations and principles; compliance and enforcement skills; administrative, management, and consulting skills, and a general knowledge of Federal personnel administration. Such positions are classified in the Equal Employment Opportunity Series, GS_0260.

4. Positions primarily concerned with planning, conducting, and reporting descriptive social science research in the field of civil rights and equal opportunity when the paramount qualification requirement for the position includes a broad knowledge of the field of civil rights, ability to apply accepted documentary and field research techniques to study issues and policies affecting civil rights, consulting skills, and a high degree of writing and oral communication skills. Such positions are classified in the Civil Rights Analysis Series, GS_0160.

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5. Positions primarily involved with professional legal work including preparation and argument of cases at trial, presiding at formal hearings of a quasi_judicial nature, and providing authoritative legal advice when the person filling the position must have been admitted to the bar; positions primarily involving technical legal work requiring specialized legal training or on_the_job legal experience, and positions primarily involved in processing legal documents requiring knowledge of particular laws and regulations. Such positions are classified in the appropriate series in the Legal and Kindred Group, GS_0900.

6. Positions involved in planning, analyzing, and evaluating the program management, administration, or budget aspects of equal opportunity programs, when the paramount qualification requirement is analytical skill and knowledge of program processes, budget processes, or management principles, instead of the knowledges and skills required by specialists performing the operations of a particular compliance activity. Such positions are classified in the Program Analysis Series, GS_0345, the Management Analysis Series, GS_0343, the Budget Administration Series, GS_560, or the Administrative Officer Series, GS_0341, as appropriate.

7. Positions performing professional or technical work in community relations, intergroup relations, or minority relations programs when the primary purpose of the positions is to develop mutual understanding, harmony, or improved relations between different racial, ethnic, or other kinds of groups by changing attitudes and/or behavior. Such positions should be classified in an appropriate series in the Social Science, Psychology, and Welfare Group, GS_0100, or other appropriate professional or technical series based on the qualifications required by the work.

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8. Positions performing personnel administrative, technical, or clerical support work requiring substantial knowledge of personnel rules, procedures, or program requirements. Such positions are classified in the appropriate series in the Personnel Management and Industrial Relations Group, GS_0200.

OCCUPATIONAL INFORMATION

Positions in this series vary according to the nature of the programs they implement, the laws they administer, and the agencies in which they are located. Some positions are concerned with particular social or economic activities such as education, housing, or employment, or combinations of these areas. Some are involved in enforcing certain civil rights laws or regulations. Some positions focus on solving the specialized equal opportunity problems of certain classes such as the physically handicapped, veterans, or others. Other positions involve combinations of these purposes.

In some cases a correct series determination is difficult because of the similarity of positions in this occupation to positions in other occupations. The following guidelines and discussions for distinguishing the correct series are provided to assist in making these determinations in such cases.

Guidelines:

1. Positions that do not primarily involve factfinding and analysis should not be classified in this series.

2. Advocacy of civil rights, or the rights of minorities or women is not by itself sufficient reason for classifying a position in this series.

3. Performance of work in programs designed to aid minority groups, or promote the rights of minority groups or women is not by itself sufficient reason for classifying positions in this series.

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4. Counseling or other work requiring empathy with the problems of minority groups or women is not by itself sufficient reason for classifying positions in this series.

DISTINGUISHING BETWEEN THE EQUAL OPPORTUNITY COMPLIANCE SERIES, GS_0360 AND THE EQUAL OPPORTUNITY ASSISTANCE SERIES, GS_0361

The Equal Opportunity Assistance Series covers positions that involve technical assignments in support of equal opportunity and civil rights work. These positions require a practical knowledge of the methods, procedures, regulations, and purposes of the equal opportunity or civil rights programs they support.

Positions in the Equal Opportunity Assistance Series perform work that is repetitive or that involves the application of rules or principles to specific situations within a framework of supervision and guidelines. Work typical of the Equal Opportunity Assistance Series does not require the same broad knowledge and depth of analytical skill that is typical of positions in the Equal Opportunity Compliance Series.

Positions should be allocated to the Equal Opportunity Assistance Series, or other appropriate series, rather than the Equal Opportunity Compliance Series, when the positions do not include factfinding and analysis in order to: (1) identify systemic or institutional barriers to equal opportunity; (2) propose or implement solutions to complex problems when the work involves a high degree of analysis, (3) investigate or conciliate allegations of discrimination, (4) develop, carry out, or evaluate broad equal opportunity or voluntary compliance programs, or (5) interpret complex factual situations in light of laws, regulations, and precedent decisions governing a civil rights or equal opportunity program.

Positions involving the following kinds of work should be classified in the Equal Opportunity Assistance Series, or other appropriate technician, or one_grade interval series:

(1) performing limited factfinding such as researching office files and records or standard library or office references to obtain information on a limited subject;

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(2) interviewing persons to obtain strictly factual information of a routine or repetitive nature;

(3) providing factual information to persons outside the immediate work unit including the general public or persons who may wish to make use of the organization's services;

(4) arranging for conferences, meetings, seminars, and training sessions by contacting participants, explaining the purpose of the meeting, and making sure space and supplies are available;

(5) writing simple letters, memoranda, or narrative reports based on factual information when interpretation is not required;

(6) solving routine or repetitive problems that have only one correct answer and that are solved by applying clear_cut rules such as performing repetitive arithmetic computations or making comparisons between two or more sets of facts.

At the GS_5 through GS_7 levels, positions in both series may be superficially similar and may be difficult to distinguish on the basis of individual duties performed. Equal opportunity compliance specialist trainee assignments provide on_the_job experience designed to rapidly develop the knowledge necessary to perform assignments of greater complexity, responsibility, and independence, making use of the skills and abilities that the worker already possesses. Equal opportunity assistants at the GS_5 level may perform similar assignments at or near a full performance level. In the case of bridge jobs in upward mobility programs, the equal opportunity assistant may be working at or near a full performance level and developing the skills, knowledges, and abilities necessary to move into the equal opportunity compliance series.

The Equal Opportunity Compliance Series is a two_grade interval occupation and the Equal Opportunity Assistance Series is a one_grade interval occupation.

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Additional guidance for distinguishing between these series is provided in the position classification standard for the Equal Opportunity Assistance Series, GS_0361.

DISTINGUISHING BETWEEN THE EQUAL OPPORTUNITY COMPLIANCE SERIES AND OTHER CLOSELY RELATED SERIES

Positions that require professional knowledge of fields such as psychology, education, or law are classified in the appropriate professional series even if they are located in organizations primarily concerned with civil rights or equal opportunity. They are classified in the professional series whether or not they require a substantial knowledge of the civil rights program. For example, employment test validation studies are typically conducted by professional psychologists. Such positions are classified in the Psychology Series. A professional educator would most likely conduct a study of the educational merits of alternate pupil ability grouping techniques. When such a position requires professional knowledge of education theory and principles, it must be classified in the appropriate professional series in the Education Group. A position established to give professional legal advice must be classified in the Legal and Kindred Group, GS_900, even though the legal questions being answered are in the area of equal opportunity or civil rights.

Positions that require a paramount knowledge of the equal opportunity or civil rights laws and principles often require knowledge of the field covered by the laws being implemented. These positions are classified in the Equal Opportunity Compliance Series. For example, equal opportunity compliance specialists working in fair housing programs typically possess a practical knowledge of Federal housing programs, rental property management techniques, the processes involved in real estate transfers, housing finance procedures, marketing of housing developments, and similar matters. Equal opportunity compliance specialists concerned with equal education possess knowledge of the organization and management of universities, colleges, and school districts, and practical knowledge of a wide range of educational principles and techniques. These subject matter knowledges are important, useful, and may distinguish more highly qualified applicants, but they are not the paramount requirements of the position.

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TITLES

The title authorized for nonsupervisory positions in this series is:

EQUAL OPPORTUNITY SPECIALIST

Supervisory Titles

The prefix "Supervisory" should be added to the title of those positions involving supervisory duties and responsibilities that meet the definition of a supervisor in the Supervisory Grade_Evaluation Guide, Part II.

GRADING POSITIONS

The grade level criteria in this standard cover nonsupervisory positions at grades GS_5 through GS_15. Supervisory positions should be evaluated by reference to the Supervisory Grade_Evaluation Guide, Part II.

Positions should be evaluated on a factor_by_factor basis, using one or more of the comparable Office of Personnel Management benchmarks or Factor Level Descriptions, or both, for the Equal Opportunity Compliance Series. Only the designated point values may be used. More complete instructions for evaluating positions are contained in the introductory material for the Factor Evaluation System. The absence of a benchmark for positions at any grade does not preclude evaluation of positions at that grade.

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GRADE CONVERSION TABLE

Total points on all evaluation factors are converted to GS grades as follows:

Range	Grade
855_1100	GS_5
1105_1350	GS_6
1355_1600	GS_7
1605_1850	GS_8
1855_2100	GS_9
2105_2350	GS_10
2355_2750	GS_11
2755_3150	GS_12
3155_3600	GS_13
3605_4050	GS_14
4055_up	GS_15

FACTOR LEVEL DESCRIPTIONS

These factor level descriptions show the application of the Primary Standard to the Equal Opportunity Compliance Series. They describe the levels of the various factors (and give the corresponding point values) typically found in the series. There may be some positions which do not follow the typical pattern.

FACTOR 1, KNOWLEDGE REQUIRED BY THE POSITION

Factor 1 measures the nature and extent of information or facts which the worker must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply those knowledges. To be used as a basis for selecting a level under this factor, a knowledge must be required and applied.

Level 1_5 __ 750 points

A foundation of basic knowledge (such as may have been gained through a baccalaureate educational program or its equivalent in experience, training, or self_study) and skill in performing developmental assignments, rapidly learning the technical work, and advancing to higher level work in the occupation. This includes knowledge and skill in fact finding, analysis, problem solving, writing, interpreting regulations and policies, dealing effectively with people, and practical understanding of the operations of economic, political, educational, and social institutions.

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Level 1_6 __ 950 points

In addition to the knowledges and skills described at Level 1_5, a knowledge of the principles, concepts, legal requirements, and methodology of an equal opportunity function; and skill in applying this knowledge to perform independent assignments for which there are precedents.