[nfb-talk] Fwd: Job vacancy at the Library Of Congress

Fri Dec 16 15:39:04 UTC 2011

sounds like a good job; the DC area is a good place to live. pretty good 
transit via metro.

-----Original Message----- 
From: David Andrews
Sent: Friday, December 16, 2011 9:27 AM
To: david.andrews at nfbnet.org
Subject: [nfb-talk] Fwd: Job vacancy at the Library Of Congress

>         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. 
><http://www.usajobs.gov/GetJob/ViewDetails/305061700>http://www.usajobs.gov/GetJob/ViewDetails/305061700
>
>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 Physically 
>Handicapped.
>
>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.
>
>KEY REQUIREMENTS
>
>
>
>
>    * See requirements listed below under Qualifications Required.
>
>----------
>
>
>DUTIES:
>
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>
>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.
>
>----------
>
>
>QUALIFICATIONS REQUIRED:
>
>
>
>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 diverse workforce.
>
>(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 confidentiality.
>
>(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 
><https://jobs.mgsapps.monster.com/loc/vacancy/previewVacancyQuestions.hms?orgId=1&jnum=5323>click 
>here.
>
>----------
>
>
>BENEFITS:
>
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>
>Sent from my iPhone
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