AF_Diversity_Inclusion_Coordinator_MC-301-4c_(PSC).pdf

Millennium Challenge Corporation Position Description

Classification: Diversity Inclusion Coordinator, PS-301-4C (PSC)

Organizational Title:

Position Number: PSC-AF-006

Introduction:

MCC’s mission is to provide grant assistance to support economic growth and poverty reduction in select developing countries with a demonstrated commitment to just and democratic governance, economic freedom, and investments in their citizenry. MCC’s partner countries enter into a five-year agreement (Compact) with MCC that includes a plan for achieving shared development objectives and the responsibilities of each country in achieving those objectives. Our model is defined by core principles, of selectivity, country ownership, transparency, and a focus on results.

Our values identify who we are and what is important to us. Our Values are CLEAR: Embrace Collaboration, Always Learn, Practice Excellence, Be Accountable and Respect individuals and ideas.

MCC’s values define how we behave on a daily basis, both as individuals and as an institution, in pursuit of our mission. They guide how we make decisions, set priorities, address challenges, manage tradeoffs, recruit and develop staff, and work together with our country partners and stakeholders.

The Personal Services Contractor (PSC) position is located in the Human Resources Management Division (HRMD) within the Department of Administration and Finance (A&F) at the Millennium Challenge Corporation (MCC). HR is responsible for agency-wide human capital operations in major functional areas that include strategic recruitment, staffing, position classification, position management, pay administration, benefits and retirement, employee relations, performance management, training, personnel actions processing and the maintenance of official personnel records and administrative responsibilities for overseas employees.

Major Duties and Responsibilities:

The PSC serves as the Program Coordinator for Diversity and Inclusion. Duties and responsibilities will include, but not limited to the following:

Assists in the development and implementation of strategies and programs designed to drive corporate diversity and inclusion opening up lines of communication with current and potential employees; assisting in the launch HR programs and initiatives; assisting with crafting messages ranging from employee surveys; and developing and executing strategic initiatives for special events.

Assists in driving corporate diversity and inclusion strategy and message development, pitch and announcement strategies. Assists in developing and implementing relevant communications strategies and activities that contribute to raising MCC branding initiatives, internal communications and external relations.

Assists with the collaboration with internal and external resources to develop and facilitate affinity groups as a form for individuals to network, share knowledge, challenges and ideas. Assists in new developments in diversity/outreach programs and coordinates with the staffing team on special emphasis program initiatives, which are Corporate-wide in scope.

Researches precedent studies to determine past issues; collects and evaluates a variety of data.

Provides information, advice, and/or recommendations on issues of limited scope and impact to the corporation.

Maintains a database of MCC outreach activities and participation on an event-by-event basis.

Coordinates events by affinity group and recommend priorities both in terms of the overall outreach picture or in a variety of categories such as location, culture, race, gender, or ethnicity. Provides input to internal administrative operations and procedures for key events concerning diversity issues.

Tracks, analyzes and catalogs all partnerships, recommending opportunities for collaboration among stakeholders. Prepares narrative reports containing progress towards objective, observations, options for change and recommendations for actions. Reviews and advises on procedural programs directed at or supporting specific cultural groups. Responsible for planning, analyzing and evaluating management practices regarding multicultural outreach programs.

Assists and performs administrative and clerical duties in the planning and coordination of outreach efforts.

Assists in implementing D&I Training to ensure that management and employees understand D&I, raise awareness, etc.

Assists in identifying and advocating for diversity and inclusion training and awareness opportunities, as-well-as, organizational training needs in diversity management and inclusiveness. Assists in implementing D&I Training to ensure that management and employees understand D&I, raise awareness, etc., and in developing curriculum when needed.

Assists in taking a quantitative and qualitative approach when assessing the current state and desired future state of the workforce; tracks on-going progress in the areas of representation, new hires, promotions, turnover, work climate, affinity groups, and outreach and recruitment efforts.

Maintains communications with various organizations concerning diversity related outreach programs, ensuring all efforts are synchronized to achieve the most efficient and effective results.

Performs other related duties as assigned.

Factor 1 - Knowledge Required by the Position

Knowledge of diversity and outreach principles, concepts, and practices as well as analytical methods and techniques, and seasoned consultative skill sufficient to develop, administer, evaluate and implement strategies and programs designed to drive corporate diversity and inclusion opening up lines of communication with current and potential employees; assisting in the launch HR programs and initiatives; assisting with crafting messages ranging from employee surveys; and developing and executing strategic initiatives for special events.

Ability to advise on and resolve complex diversity and outreach programs and initiatives and to develop and implement solutions to address those issues.

Knowledge of quantitative and qualitative analysis techniques to effectively monitor and evaluate program effectiveness.

Ability to analyze facts, draw conclusions, and develop solutions to complex problems and issues.

Skill in written communication skills to develop guidelines, policies and other documents addressing human capital issues.

Skill in using automated tools (e.g., spreadsheets, databases, collaboration tools) to collect, store, and analyze, and display data to inform complex decisions.

Written communication skills to provide advice and guidance to others, brief senior management and conduct oral presentations on sensitive human resources/capital problems and issues.

Factor 2 - Supervisory Controls

The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-graded staff provide assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, and training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations.

Factor 3 – Guidelines

Guidelines include regulations and Government-wide policy issuances, such as OPM, Title 5 Code of Federal Regulations (CFR), and MCC administrative policies, procedures and guidelines. Because of the breadth of subjects reviewed, specific guidelines are often not available, inapplicable or contain gaps in specificity. This requires the incumbent to analyze and interpret information, and use judgment in applying available information and experience to the situation, and in modifying existing guides to develop new procedures needed to accomplish a specific assignment or to resolve a particular situation.

Factor 4 – Complexity

The incumbent performs work associated with the analysis and interpretation of the policies and procedures associated with diversity and outreach programs and initiatives. Decisions regarding what needs to be done are left to the employee. Assignments require extensive research and interpretation of broad regulations in order to develop agency policies or guidelines impacting on major, substantive MCC-wide diversity and outreach programs. Performance of work requires a great deal of diplomacy, sound judgment, originality, initiative, and resourcefulness in order to resolve controversial problems.

Factor 5 – Scope and Effect

The work involves the development, implementation, communication and evaluation of significant strategic human capital and strategic planning projects for the Corporation. Some projects are self-generated or initiated by the identification of problems or the need for improvements. Work may influence and persuade management officials to change or enhance existing HR policies or programs.

Factor 6- Personal Contacts

Contacts include key Corporation officials, employees, representatives of OPM and other Federal agencies, contractors, and professional organizations.

Factor 7- Purpose of Contacts

The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation.

Factor 8 – Physical Demands

Work is sedentary.

Factor 9 – Work Environment

Work is performed in an office setting.

POSITION DESIGNATION: Non-Sensitive/Low Risk (T-1)