Description: Type of Appointment
: Full-time, Management Personnel Plan (MPP II) Salary Range
: Commensurate with Qualifications and Experience Recruitment Closing Date
: Open Until Filled Next Application Review:
June 27, 2022REQUIRED- All candidates must submit the following:
- Cover letter
- Resume or CV
- Three References
The President is the Chief Executive Officer of the University and is responsible for all operational and strategic aspects of the University, including student recruitment, retention and graduation; academic policies and programs; state and non-state operating budgets; personnel policies and procedures; external outreach, collaboration and fund raising, etc. The Office of Equity and Compliance serves to ensure adherence to Federal and State laws, regulations, and CSU policies and procedures.
DUTIES AND RESPONSIBILITIES:
Title IX and DHR Oversight
- Works closely with the Assistant Vice President of the Office of Equity and Compliance (OEC) to oversee and provide appropriate campus responses to incidents related to Title IX and Discrimination, Harassment and Retaliation (DHR) matters.
- Provides oversight and guidance of Title IX and DHR investigations conducted by Complaint Resolution Managers. Provides technical guidance to ensure formal investigations and informal resolutions are conducted in accordance with the relevant CSU Executive Orders. In addition, this position will be responsible for conducting complex formal Title IX and DHR investigations and respond to complaints filed with the Department of Fair Employment and Housing (DFEH), Equal Employment Opportunity Commission (EEOC), the Office of Civil Rights (OCR), and state and federal agencies.
- The incumbent will be responsible for ensuring that formal investigations are thoroughly conducted in a prompt, fair and impartial manner. Will also ensure that investigative reports are detailed oriented and accurately summarize the findings of the investigation in accordance with Title IX and DHR requirements. The incumbent will review all investigation reports written by Complaint Resolution Officers for efficiency prior to submission to the AVP.
- The incumbent ensures a well-documented investigative process, maintains accurate and thorough records, notes of the investigatory process, creates comprehensive written investigatory reports that clearly identifies the issues investigated, summarizes the evidence, determines findings under University policy, and makes recommendations of appropriate remedial steps.
- The incumbent provides consultative services to the campus community regarding issues of gender-discrimination, harassment (including sexual harassment and sexual violence), retaliation, and other matters; collaborate and strategize with the AVP to identify and address any systemic institutional problems and work with other University stake-holders to ensure policies are communicated to all constituencies.
- Oversee monitoring of the case management database to organize, manage, and track all incidents reported to the Office of Equity and Compliance.
- Collect, maintain and analyze data, as appropriate to contribute to the Annual Report .
- As needed and under the guidance of the AVP, the incumbent creates, modifies, and oversees protocols relating to discrimination and harassment claims.
- The incumbent is also responsible for strategizing and cultivating relationships with external agencies for the University that are necessary for ensuring the success of our student and employee population as it relates to Title IX and DHR.
- The incumbent will maintain a working knowledge of Federal and State legislation that govern Title IX and DHR matters. Incumbent is also expected to stay abreast of new developments as established by relevant case law in the areas of responsibility.
Education and Training
- Responsible for working with internal and off campus community partners to develop and present comprehensive training programs and workshops for students, faculty, and staff. The training will meet the requirements of the Executive Orders and will comply with applicable policies, as well as state and federal laws.
- The incumbent will assess institutional needs and identify trends to create and implement relevant educational programming and initiatives to the campus community.
Management and Supervision
- Manages the work of Complaint Resolution Managers (MPP I) and Operations Program Coordinator in collaboration with the AVP.
- Provides performance feedback to the Complaint Resolution Managers and the Operations Program Coordinator in collaboration with the AVP.
- Bachelor's degree in human resources, public administration, or related field is required.
- Must have at least five years of experience in conducting Title IX and Discrimination and Harassment investigations.
- Must have experience developing and delivering effective training programs and preparing reports and documents for external agencies.
Knowledge of current state and federal law and regulations related to discrimination, harassment and retaliation compliance for educational institutions. Exceptional leadership, organizational planning, and management skills. Ability to manage high-volume caseloads of incident reports and complaints. Demonstrated strong analytical and critical thinking skills with the ability to problem solve, prioritize, analyze, summarize, and effectively summarize data. Must have demonstrated ability to conduct detailed-oriented investigations, provide critical analysis of findings, and apply appropriate legal and policy standards. Demonstrate commitment to diversity and inclusivity, as well as experience working with individuals from diverse backgrounds. Ability to apply legal and policy standards. Excellent interpersonal and oral communication skills. Outstanding organizational and analytical skills.
Ability to clearly communicate ideas, recommendations; write clear and concise reports. Ability to maintain confidentiality and act with professionalism, sensitivity and neutrality. Ability to use appropriate judgment when making decisions and recommendations. Attention to detail is required. Ability to apply trauma-informed techniques with interacting with a wide range of campus constituencies. Presentation and facilitation skills with emphasis on education and training for a wide audience, including, but not limited to, students, faculty, and staff with responsibilities in resolving DHR complaints, with supervisor responsibility, and those whose day-to-day responsibilities involve working closely with students. Ability to act independently, take initiative, and exercise sound judgment.
- Master's degree or J.D.
- Knowledgeable of and ability to interpret the federal and state laws regarding civil rights, discrimination, harassment and affirmative action.
- Experience in a collective bargaining environment in a university setting.
- Knowledge and experience with gender/sexual violence issues and effects of sexual assault on victims, survivor recovery, medical and legal procedures.
CSU requires faculty, staff, and students who physically access campus facilities or programs to be fully vaccinated against COVID-19, which includes obtaining a COVID-19 booster dose, or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. See policy at https://calstate.policystat.com/policy/11030468/latest
Out of State Work
The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU's mission is to prepare educated, responsible individuals to contribute to California's schools, economy, culture, and future. As an agency of the State of California, the CSU's business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. See policy at https://calstate.policystat.com/v2/policy/10899725/latest/
Cal Poly Pomona will make a conditional offer of employment, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any criminal conviction history, considering such factors as the nature, gravity and recency of the conviction, the candidate's conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. See policy at https://www.cpp.edu/eoda/employee-labor//documents/employment-policies/hr2017-17.pdf
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents
Conflict of Interest
This position is a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. See policy at https://www.calstate.edu/csu-system/faculty-staff/systemwide-human-resources/conflict-of-interest/
Outside Employment Disclosure
Prospective Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager's request. See policy at https://www.cpp.edu/eoda/employee-labor//documents/employment-policies/hr2016-06.pdf
Child Abuse/Neglect Reporting Act (CANRA)
The person holding this position is considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/
Cal Poly Pomona is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/
In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal Poly Pomona Annual Security and Fire Safety Report is available at: https://www.cpp.edu/campus-safety-plan.shtml
We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu
. More information is available at: https://www.cpp.edu/eoda/employee-labor//access-accommodations/index.shtml
Cal Poly Pomona is an Equal Opportunity, Affirmative Action Employer. The university subscribes to all state and federal regulations and prohibits discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and covered veteran status. More information is available at: https://www.cpp.edu/eoda/employee-labor/documents/aa-eeo-doc/policy-statement_2022-aap-for-california-state-polytechnic-university-pomona_confidential_20220127.pdf
Closing Date/Time: Open until filled