Agency Deputy Chief Equal Opportunity Officer; ADCEOO – NYCT

Agency Deputy Chief Equal Opportunity Officer (ADCEOO) – NYCT

DEPT/DIV:
Diversity and Equal Opportunity

SUPERVISOR:
Agency Chief Equal Opportunity Officer

WORK LOCATION:

130 Livingston St , Brooklyn, New York 11201

HOURS OF WORK: 9:00 am - 5:30 pm (7.5 hours/day) or as required

FULL/PART-TIME: FULL

SALARY RANGE: $154,055 - $164,679

Eligibility for telework: one day per week. New hires are eligible to apply 30 days after their effective date of hire.

Under the direction of the Agency Chief Equal Opportunity Officer, the Agency Deputy Chief Equal Opportunity Officer (DCEOO) assists in evaluating compliance and making recommendations for appropriate action within Title VI, EEO, Environmental Justice, and LEP functions. The position audits, monitors, and administers the Agency's policies to ensure equity, access, opportunity, and inclusion in the workforce, services, programs, and benefits.

• Select, develop, and motivate personnel within the department. Provide career development for subordinates. Provide prompt and effective coaching and counseling. Responsible for discipline/termination of employees when necessary. Review the performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.
• Conduct investigations into EEO and Title VI cases, as needed. Prepare investigative plans, interview parties and witnesses, review relevant documentation, and prepare investigative reports for submission to the Agency Chief Equal Opportunity Officer for review and final approval. Monitor and track EEO and Title VI investigative reports, including final approval determinations and closure of complaints.
• Ensure all nondiscrimination programs are updated, approved by management, and coordinated through the appropriate channels for timely submission to the Federal Transit Administration.
• Facilitate conversations with intra‑agency and cross‑agency stakeholders to provide information, attain collaboration, collect statistics, and share program status.
• Evaluate statistical data and trends relevant to Equal Opportunity compliance to determine whether the Agency’s practices, policies, procedures, or pending decisions have or will likely result in disparate impact or disparate treatment and recommend alternative approaches to eradicate or minimize such occurrences.
• Work closely with Capital Programs, Planning, Government and Communications Relations, Operations, Human Resources, Labor Relations, and other applicable areas and stakeholders to ensure that Agency executives, managers, supervisors, and staff are well‑informed regarding the existence of and their responsible roles within MTA’s Equal Employment Opportunity, Title VI/ Environmental Justice, and Limited English Proficiency Programs.
• Work conjunctively with the Agency Chief Equal Opportunity Officer in review of relevant policies, procedures, and practices to assure alignment with MTA’s commitment to equal opportunity (equity, access, diversity, and inclusion) and determine if disparities exist relative to compliance with EEO, Title VI, Environmental Justice, and LEP regulations. Make appropriate recommendations to resolve any identified issues.
• Assist with the development, update, coordination for approval, and implementation of all aspects of the Agency EEO Program and the Agency Title VI, Environmental Justice, and LEP Program.
• Assist management in collecting and analyzing employment data, identifying problem areas and trends, setting goals and timetables, and developing programs to achieve goals for the Agency EEO Program.
• Ensure that a cross‑section of various social, economic, and ethnic interest groups is represented in the planning process. Attend planning meetings as well as public meetings to verify the level of participation of Title VI protected group members. Participate in the review of the Agency’s Title VI Equity Analysis to determine whether decisions will result in adverse effects that are disproportionately borne by minority or low‑income populations.
• Review the Agency’s nondiscrimination plan with managers and supervisors to…