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Dreamfedjob - Turning unemployed into employed.
Gone are the days when the interviewer would ask a silly questions such as "Where do you see yourself five years from now?" Today's interviewers are using a new tool to find specific information about you: The Behavioral-Based Interview.
Most likely interview questions to assess this competency:
- What is your approach to help integrate new EEO laws, policies and procedures in an organization? Describe a time when you were involved in developing a new policy or procedure as a result of new a new EEO law or update. What challenges did you face? How were you able to overcome the challenges?
- What is your strategy to stay abreast of the latest EEO employment laws and regulations? What information sources do you use? Describe your process for finding reliable sources of Federal EEO information?
- Give a recent example of a project or action in which you were able to demonstrate the depth of your knowledge of Federal EEO laws and regulations. Describe the complexity of your project and the impact on the organization.
- Provide an example of a time when you noticed that an organization was not following procedures consistent with EEO law. How did you handle the situation? What was the result/outcome?
- Tell me about a time when you were responsible for assessing EEO compliance and was asked to provide advice on remedies and/or corrective actions. What steps did you take communicate the remedies and/or corrective actions to the organization? How did your recommendation impact the policies and practices of the organization?
- Researches current EEO laws, policies and procedures, utilizing all available resources
- Advises, consults, and trains agency managers, supervisors and employees on their respective EEO rights and responsibilities
- Identifies instances of EEO noncompliance and recommends appropriate remedies and corrective action(s)
- Stays current with changes in EEO law and assesses the impact of changes on the organization’s management policies, practices, and procedures
- Identifies and implements best practices to further the goals, objectives, and intent of Federal EEO laws and programs
- Discuss your experience and knowledge of the EEO antidiscrimination statutes applicable to the Federal EEO complaint process. Give an example of when you were effective in helping resolve an issue or complaint. What made it successful?
- Describe a time when you had to ask for extension to meet a complaint process deadline. What was your approach? What barriers did you confront? Could you describe any lessons learned from this experience?
- Explain what tools have you used in the past to research case law and regulations (for example Nexus-lexis; CyberFeds; WestLaw etc.)? What sources have you found to be the most accurate? Please discuss.
- Discus your previous experience preparing the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (EEOC Form 462). Based on your experiences, how can you best obtain and compile the necessary information? What difficulties did you experience completing this report? How did you overcome the difficulties?
- Could you please describe the challenges that you have experienced in EEO case management? What is your approach to resolve issues and concerns? What have you learned from your experiences?
- Interviews aggrieved individuals and advises them of their EEO rights, responsibilities, and conflict resolution options
- Communicates allegations of discrimination to managers, supervisors, and employees and offers alternatives for resolving complaints
- Conducts pre-complaint counseling and produces an adequate counseling report within the regulated timelines
- Provides competent guidance and assistance on a variety of EEO matters and reports using accurate information and knowledge
- Collects, analyzes, and prepares accurate records using complaint data related to allegations of discrimination
- Adjudicates Federal Sector EEO complaints in accordance with Federal laws, regulations and practices
- Tell me about your experience developing the MD 715 status report. Explain the process for identifying program deficiencies. Did you do barrier analysis? How were identified barriers addressed?
- Give me an example of a time when your oral and written communication skills helped ensure the successful completion of a project. Have you presented the state of EEO to an organization? If so, what was the focus of your presentation, what were your recommendations? Describe the audience? Were you successful in getting buy-in from the managers or leaders?
- Could you please share a best practice you identified for establishing or maintaining a model EEO program (e.g., recruitment/retention/advancement)? Did the agency adopt the practice? What metrics did you identify to support the practice? What was particularly challenging about that process? How did you successfully overcome those challenges?
- Possesses knowledge of affirmative employment laws, EEOC MD-715 and HR directives to develop a results oriented agency EEO program
- Researches, analyzes and/or interprets EEOC and appropriate Federal directives, policies and procedures
- Advises agency management on the integration of MD-715 program objectives in daily operations. Develops recommendations resulting from identified program barriers and deficiencies
- Prepares the annual MD-715 plan/update, communicating the agency’s priorities for achieving a model EEO program
- Benchmarks organizational practices in both the public and private sectors to determine the best approach for integrating affirmative employment laws, regulations, and policies
- Describe a situation in which you gathered and evaluated personnel statistical information in order to create a plan. What barriers did you encounter? How was the plan implemented?
- Describe your planning process for conducting Special Emphasis Program activity. What was included on the agenda? Were you required to develop a budget? How were you able to meet the program goals and objectives?
- Describe a time when you had to present information and/or deliver a presentation to senior leadership. What were some of the challenges that you experienced when presenting to a senior leader? How did you overcome them?
- Establishing collaborative partnerships with individuals in a different agency/department or educational institution is an effective strategy in managing a Special Emphasis Program. Have you had the opportunity to work in this type or similar endeavor? What was your strategy to build and leverage the relationships? What was the outcome?
- Discuss a time when you created a trusting relationship with a member(s) of senior leadership to support a program or plan. What was your approach in building that relationship? What lessons did you learn from that process?
- Develops and implements strategies for managing Special Emphasis Programs in accordance with applicable laws, rules, and regulations
- Conducts data analysis, surveys, and assessments to identify barriers in all major personnel areas and actions
- Develops annual Special Emphasis Program observances and activities consistent with organizational goals and objectives
- Monitors and facilitates efficient processing of reasonable accommodations/accessibility request in accordance with established federal disability laws, regulations and policies
- Establishes partnerships with affinity groups, agency officials, and professional organizations to promote the outreach and recruitment efforts of the organization
- Please describe your experiences managing diversity in the workplace. In your previous positions, were you required to develop and implement diversity education and training? Explain how these programs were delivered to the organization?
- Explain what is your approach to stay current with changes in public policy, legislation, Congressional initiatives, and law related to diversity programs and diversity workforce issues. Explain the fundamental differences between diversity management and affirmative employment?
- Describe a situation in which you had to collect information to access the human relations status of an organization. What challenges did you face? How were you able to collect all the information you needed and produce the assessment result? What did you do with the results?
- Discuss any benchmarking (i.e., evaluating processes against best practices) or best practices (i.e., most efficient and effective way of accomplishing a goal) projects in which you have been involved. What steps do you take to complete this type of project? What was your approach?
- Reviews organizational systems policies and practices to ensure that diversity management is integrated into the operations of the organization
- Conducts assessments related to human relations and diversity management to determine areas of strengths and improvement
- Builds strategies to train and develop the workforce regarding diversity management principles Stays current with changes in public policy, legislation, Congressional initiatives, and law related to diversity programs and diversity workforce issues
- Applies best EEO and diversity management practices and strategies to develop a results-oriented diversity program
- You have a common knowledge or an understanding of basic techniques and concepts.
- Focus is on learning.
- You have the level of experience gained in a classroom and/or experimental scenarios or as a trainee on-the-job.
- You are expected to need help when performing this skill.
- Focus is on developing through on-the-job experience;
- You understand and can discuss terminology, concepts, principles, and issues related to this competency;
- You utilize the full range of reference and resource materials in this competency.
- You are able to successfully complete tasks in this competency as requested.
- Help from an expert may be required from time to time, but you can usually perform the skill independently.
- Focus is on applying and enhancing knowledge or skill;
- You have applied this competency to situations occasionally while needing minimal guidance to perform successfully;
- You understand and can discuss the application and implications of changes to processes, policies, and procedures in this area.
- You can perform the actions associated with this skill without assistance.
- You are certainly recognized within your immediate organization as "a person to ask" when difficult questions arise regarding this skill.
- Focus is on broad organizational/professional issues;
- You have consistently provided practical/relevant ideas and perspectives on process or practice improvements which may easily be implemented;
- You are capable of coaching others in the application of this competency by translating complex nuances relating to this competency into easy to understand terms;
- You participate in senior level discussions regarding this competency;
- You assist in the development of reference and resource materials in this competency.
5 Expert: (recognized authority)
- You are known as an expert in this area. You can provide guidance, troubleshoot and answer questions related to this area of expertise and the field where the skill is used.
- Focus is strategic;
- You have demonstrated consistent excellence in applying this competency across multiple projects and/or organizations;
- You are considered the “go to” person in this area within an agency, company and/or outside organizations;
- You create new applications for and/or lead the development of reference and resource materials for this competency;
- You are able to diagram or explain the relevant process elements and issues in relation to organizational issues and trends in sufficient detail during discussions and presentations, to foster a greater understanding among internal and external colleagues and constituents.
When you are working on your resume, don't forget to keep in mind the type of experience that the interviewers are most likely to want to see. Good luck.
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