52 Washington Street North Building
Minimum Qualifications Nine years of the experience equal opportunity, diversity and inclusion, or human rights. At least two years of the experience must have been at a supervisory level; OR one year of State service in an equal opportunity, diversity and inclusion, minority business, employment compliance, human resources, or training position allocated at or above Grade 23.
*Qualifying experience includes working with organizations concerned with equal opportunity, diversity and inclusion, civil rights, minority business development, or similar programs; or in recruiting, training, and upgrading the educational and job qualifications of protected class members.
Substitutions: Associate’s Degree may substitute for two years of the non-supervisory experience; Bachelor’s Degree for four years; and J.D. or master’s
degree for five years.
Duties Description Reporting directly to the Associate Commissioner of Human Resources, the incumbent will supervise staff in the Recruitment, Onboarding, and Reasonable Accommodations (RA) Unit, while performing the following tasks:
• Oversee the review and processing all reasonable accommodation requests received from OCFS employee and represent the agency on appeals and complaints against a reasonable accommodation determination.
• Collaborate with the various OCFS locations on recruitment strategies to develop a centralized recruitment process.
• Develop strategies to reach a qualified and diverse population, mitigate attrition, and improve retention across the agency.
• Work with program area liaisons to develop succession planning and examination planning to fill expected vacancies.
• Update vacancy postings to strive for gender neutrality and will monitor impacts of redacted resume review.
• Work closely with facility and program area liaisons in boosting recruitment efforts and strategize recruitment plans for positions which are traditionally difficult to fill.
• Review responses to exit surveys, analyzing trends, and forecasting future staffing needs.
• Work closely with the Chief Diversity Office of the agency in meeting target objectives outlined in the five-year strategic plan and make recommendations on target objectives to include in subsequent strategic plans for the agency.
• Provide standardized interview questions to ensure fairness across the agency and review program area specific questions to ensure fairness across the agency.
• Coordinate, plan, and facilitate virtual and in-person recruitment events statewide.
• Reviews interview forms for newly hired employees and existing employees who qualify for promotional opportunities to ensure an equitable hiring practice is in place.
• Maintain a working relationship with Department of Civil Service, Department of Labor, and Colleges and University to be abreast of recruitment events.
• Establish training programs to train staff on hiring, interviews strategies such as Blind Resume removal.
• Work closely with Human Resources and Divisions to compile and track data and trends to plan for future initiatives.
• Develop and maintain a centralized recruitment structure for the agency and design a strategic recruitment effort to aim toward a workforce which is representative of the surrounding community and clients served.
Additional duties will be discussed in detail during the interview.
Additional Comments Background Investigation Requirements:
1) All prospective employees will be investigated through a Criminal Background Check (CBC), which includes State and federal Criminal History Record Checks. All convictions must be reported; conviction of a felony or misdemeanor, or any falsified or omitted information on the prospective appointee’s employment application, may bar appointment or result in removal after appointment. Each case will be determined on its own merits, consistent with the applicable provisions of State and federal laws, rules, and regulations. Prospective employees will be fingerprinted in order to obtain a record of their criminal history information, and may be required to pay any necessary fees.
2) All prospective employees will be screened against the Statewide Central Register of Child Abuse and Maltreatment (SCR). Prospective employees will be required to pay any necessary fees.
3) For Division of Juvenile Justice and Opportunities for Youth (DJJOY) prospective appointees will be checked against the Staff Exclusion List (SEL) maintained by the Justice Center for the Protection of People with Special Needs. Prospective employees whose names appear on the SEL as having been found responsible for serious or repeated acts of abuse or neglect will be barred from appointment and may have their names removed from the eligible list(s) for the title(s) if applicable.
The New York State Office of Children and Family Services is an Equal Opportunity/Affirmative Action Employer and candidates from diverse backgrounds are encouraged to apply. OCFS is committed to ensuring equal opportunity for persons with disabilities and workplace diversity. It is the policy of OCFS to provide reasonable accommodations to qualified applicants and employees with disabilities to enable them to perform the essential functions of the position for which they are applying or for which they are employed. OCFS does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under title I of the ADA.
Some positions may require additional credentials or a background check to verify your identity.
52 Washington Street, 231 North
Notes on ApplyingQualified candidates should send a resume and cover letter giving the Title, Location, and Vacancy Number of the position being applied for. Please provide your email address and your work, home and cell phone numbers. In order to qualify you for the position when you have current or prior New York State employment, you may be contacted by OCFS Personnel for your social security number to confirm your employment history.