[Greater-baltimore] Fwd: Job vacancy at the Library Of Congress
dandrews at visi.com
Fri Dec 16 14:27:25 UTC 2011
> Subject: Job vacancy at the Library Of Congress
>From: Zuhair Mahmoud <zuhair at accesstojobs.com>
>The Library Of Congress is looking for a director for the Office of
>Opportunity, Inclusiveness and Compliance. Please spread the word.
>Pasted below is excerpts from the job announcement. Please visit the
>URL above for more information and to apply.
>The Library of Congress serves the Congress in fulfilling its duties
>and preserves and promotes knowledge and creativity for the benefit
>of the American people. It is the nation's oldest federal cultural
>institution and the world's largest library, with more than 145
>million items in its physical collections (including books,
>manuscripts, prints, photos, film, video, and sound recordings) and
>almost 20 million items online. Located on Capitol Hill in
>Washington, D.C., the Library is the home of the U.S. Copyright
>Office, the Congressional Research Service (CRS), the Law Library of
>Congress and the National Library Service for the Blind and
>The Director of Opportunity, Inclusiveness and Compliance reports
>directly to the Chief of Support Operations (OSO). As a senior
>manager of the Library of Congress, the incumbent will serve as an
>expert advisor to the Chief, OSO and senior leadership on all
>matters relating to EEO and non-discrimination in the delivery of
>Library programs. Incumbent is responsible for planning and managing
>the Employment Discrimination Complaint Program, Cultural Exchange
>and Awareness Program, Selective Placement Program and partners with
>HRS on Recruitment Planning.
>This position is located in the Office of Opportunity, Inclusiveness
>and Compliance, Office of Support Operations, Library of Congress.
>The position description number for this position is 236699.
>This is a Supervisory, non-bargaining unit position.
> * See requirements listed below under Qualifications Required.
>Back to top
>Has overall responsibility, as well as delegated authority, for the
>oversight and administration of broad, emerging, and critical
>Library of Congress EEO programs and operations. Serves as the
>Library's expert and is primarily responsible for directing and
>planning the development, implementation, and assessments of
>employment discrimination complaint processing, management of
>inclusiveness and diversity programs, and development and management
>of employee cultural exchange and awareness programs.
>Provides administration and technical supervision to a staff
>performing work up to the GS-15 level.
>Performs strategic, administrative, and human resources management
>plans and functions for OIC. Establishes guidelines and performance
>expectations for staff members, which are clearly communicated
>through a formal employee performance management system. Sets
>expectations for staff members and holds individuals accountable for
>their work products and overall contributions to the furtherance of
>the goals and fairness and inclusiveness in all Library operating programs.
>Serves as the primary expert advisor on broad and complex program
>areas that affect equal employment opportunities for substantial
>numbers of people. On a regular and continuing basis, advises the
>Chief, OSO, supervisor at all levels, and senior
>managers. Periodically meets with and briefs members of the
>Executive Committee and the Operations Committee on significant
>and/or controversial EEO issues.
>Develops policies and regulations that stimulate new and progressive
>EEO management policies that have impact across Library
>lines. Creates long-range policies to address unprecedented EEO
>issues that require the generation of original innovations,
>concepts, principles leading to Library-wide developments and
>changes. Provides authoritative interpretations of new or modified
>legislation or guidance material of relevant employment law and
>regulations, Congressional intent, judicial decisions, rulings, and
>decrees, Library of Congress, and other organizational directives,
>and Executive Orders. Translates new legislation into program
>goals, actions, and services.
>Back to top
>A candidate's resume must show a proven record of accomplishment
>that clearly demonstrates the following:
>(1) Ability to Lead and Manage Workforce Diversity, Equal Employment
>Opportunity, Dispute Resolution, Accommodation Programs and Related
>Staff in a Federal Environment**: Led, supervised, and managed a
>diverse staff and in so doing, performed the following activities:
>1) identified current and future staffing needs based on
>organizational goals, objectives, and capacity gaps; 2) recruited
>and hired staff to meet those needs; 3) communicated and drafted
>performance expectations; 4) conducted periodic review of annual
>requirements; 5) provided appropriate training and professional
>development opportunities to staff; and 6) identified and
>implemented methods to improve staff productivity.
>(2) Knowledge of Federal Equal Employment Opportunity and
>Affirmative Action Laws, Regulations, Policies, and Procedures and
>Diversity Strategies**: Ensured agency compliance with all Equal
>Employment Opportunity (EEO) laws and regulations, determined and
>directed the development and implementation of affirmative action
>policies and procedures to meet management goals and directives, and
>facilitated a climate that utilized the talents and skills of a
>(3) Ability to Interact Effectively with a Diverse
>Workforce**: Developed and maintained a diverse staff, as well as,
>a variety of relationships, such as, senior leadership, managers,
>supervisors, individuals, organizations, other government agencies
>and contractors. This also included relating well to people from
>varied and diverse cultural, racial, ethnic, gender, age, education,
>professional background, as well as, dealing effectively with
>individuals who are difficult, hostile, or distressed.
>(4) Ability to Communicate in Writing: The ability to produce
>complex and specialized written products related to the work of the
>position and the supervisory responsibilities in conveying
>information in written form such as polices and procedures, planning
>documents, performance management documents, program proposals,
>reports, memoranda, project plans, and contract proposals.
>(5) Ability to Define and Solve Problems and Make Decisions: The
>ability to identify the problem or issue, and to gather, examine,
>and interpret information to generate effective solutions to
>problems and make sound decisions. This includes the ability to
>seek, logically examine, analyze, interpret, and synthesize
>information from different sources; generate and evaluate reasonable
>alternative solutions and the implications, consequences, and
>benefits of choosing each alternative; select the most promising
>alternative or course of action; and commit to action, even in
>uncertain situations. This includes the willingness to bring issues
>into the open and attempt to resolve them in a collaborative manner.
>(6) Ability to Exercise Judgment and Discretion: The Ability to
>demonstrate awareness of the likely consequences or implications of
>their own actions and ability to work within the context of
>agency/organizational/departmental standards. this includes behaving
>appropriately in all types of situations, (e.g., with colleagues,
>clients, media/press), using discretion, and being sensitive to
>(7) Ability to Interact Responsibly, Collaboratively, and
>Effectively with Others and Build Coalitions and Professional
>Networks: The ability to build and maintain an effective working
>relationship with senior leadership, managers, supervisors,
>individuals, organizations, other government agencies and
>contractors. Promoted teaming, and optimize individual and
>organizational effectiveness. This includes the ability to marshal
>the expertise of other individuals and/or programs to accomplish
>goals and articulate problems and issues.
>(8) Ability to Lead and Effect Change: The ability to lead and
>effect change in carrying out the organizational mission that
>integrates key goals, priorities, values, etc. This includes
>championing ideas that promote the mission with enthusiasm,
>conviction, and assertiveness; gaining support and commitment from
>others; motivating and inspiring others; and applying new and
>emerging technologies to improve work efficiencies, productivity,
>and customer service.
>(9) Ability to Communicate Orally: The ability to speak clearly,
>politely, and under control to peers, staff, managers, supervisors,
>and external audiences to both provide and seek information. This
>also includes actively listening to and understanding information;
>and listening to and answering questions thoughtfully and completely.
>Your resume is important to this application process. It will be
>reviewed to determine whether you possess the qualifications
>referenced above. All applicants are required to submit a resume
>that provides specific information (to include accomplishments, work
>experience and education/training) that clearly describes what you
>would bring to the position.
>HOW YOU WILL BE EVALUATED:
>The Library of Congress will evaluate applicants using the
>information provided in your resume. Reviews are intended to
>explore applicants' experience, knowledge, and training directly
>related to the job in order to identify the best qualified
>applicants for selection.
>For Executive Schedule positions, applicants do not need to respond
>to specific competency questions but will be requested to answer one
>question related to how they became aware of this job opportunity.
>To preview questions please
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