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<blockquote type=cite class=cite cite=""><x-tab>
</x-tab>Subject: Job
vacancy at the Library Of Congress<br>
From: Zuhair Mahmoud <zuhair@accesstojobs.com><br><br>
The Library Of Congress is looking for a director for the Office of
Opportunity, Inclusiveness and Compliance. Please spread the word.
<a href="http://www.usajobs.gov/GetJob/ViewDetails/305061700">
http://www.usajobs.gov/GetJob/ViewDetails/305061700</a><br><br>
Pasted below is excerpts from the job announcement. Please visit the URL
above for more information and to apply.<br><br>
<font face="Helvetica, Helvetica">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.<br>
</font><br>
<font face="Helvetica, Helvetica">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.<br><br>
This position is located in the Office of Opportunity, Inclusiveness and
Compliance, Office of Support Operations, Library of Congress.<br><br>
The position description number for this position is 236699.<br><br>
This is a Supervisory, non-bargaining unit position.</font>
<ul>
<h3><font face="Helvetica, Helvetica" size=5><b>KEY
REQUIREMENTS</b></font></h3><br>
<br><br>
<li><font face="Helvetica, Helvetica">See requirements listed below under
Qualifications Required.
</ul><hr>
</font><br>
<h3><font face="Helvetica, Helvetica" size=5><b>DUTIES:</b></font></h3>
<br><br>
<font face="Helvetica, Helvetica"><a name="duties1"></a>Back to
top</font><br><br>
<font face="Helvetica, Helvetica">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.<br><br>
Provides administration and technical supervision to a staff performing
work up to the GS-15 level.<br><br>
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.<br><br>
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.<br><br>
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.<br>
<hr>
</font><br>
<h3><font face="Helvetica, Helvetica" size=5><b>QUALIFICATIONS
REQUIRED:</b></font></h3><br><br>
<font face="Helvetica, Helvetica"><a name="qualifications1"></a>Back to
top</font><br><br>
<font face="Helvetica, Helvetica">A candidate's resume must show a proven
record of accomplishment that clearly demonstrates the
following:<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br><br>
(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.<br>
</font><br>
<font face="Helvetica, Helvetica">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.<br>
</font><br>
<h3><font face="Helvetica, Helvetica" size=5><b>HOW YOU WILL BE
EVALUATED:</b></font></h3><br><br>
<font face="Helvetica, Helvetica">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.<br><br>
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. <br>
<b>To preview questions please
<a href="https://jobs.mgsapps.monster.com/loc/vacancy/previewVacancyQuestions.hms?orgId=1&jnum=5323">
click here</a>.<br>
<hr>
</b></font><br>
<h3><font face="Helvetica, Helvetica" size=5><b>BENEFITS:</b></font></h3>
<br><br>
<br><br>
<br>
<h3><font face="Helvetica, Helvetica" size=5><b></b></font></h3>
<font face="Helvetica, Helvetica"><br>
</font><br><br>
<br>
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