Provides EEO consultation and technical assistance on a variety of equal opportunity matters and leads diversity and inclusion efforts. Provides expert technical assistance to other EO staff as well as DSS leadership. Provides expert advisory, consultative, and technical services to managers on a broad range of civil rights and equal opportunity issues. Develops strategic collaborations and maintains close liaisons with managers from other Federal agencies regarding efforts to employ and advance a diverse workforce.Performs EEO Program Management. Oversees a small team of professionals who administer the EEO, diversity & inclusion, and the agency disability compliance programs, developing and interpreting broadly agency policies and procedures for these areas. The EEO team administers the agency reasonable accommodation program, leads bureau-wide special emphasis program (SEP) efforts including outreach, recruitment, retention and advancement efforts for those communities. Identifies and recommends solutions to complex systemic problems and issues, including serving as the lead in the development, writing, and dissemination of reports, guidance, and briefings that provide periodic assessment of progress of the SEPs pertaining to the designated programs.Independently develops, analyzes, and interprets relevant policies, procedures, and guidelines for use throughout the agency that significantly impact the employment opportunities for protected classes of employees. Provides leadership to ensure DSS compliance with all requirements of Federal statutes, Executive Orders, and their implementing rules and regulations.Responsible for furthering the goals of equal employment opportunity and diversity by taking positive steps to support the accomplishment of Management Directive 715 goals and action objectives, adhering to nondiscriminatory employment practices in all areas supervised and leading strategic diversity and inclusion initiatives.

Provides EEO consultation and technical assistance on a variety of equal opportunity matters and leads diversity and inclusion efforts. Provides expert technical assistance to other EO staff as well as USGS leadership. Provides expert advisor, consultative, and technical services to managers on a broad range of civil rights and equal opportunity issues. Develops strategic collaborations and maintains close liaisons with managers from other Federal agencies regarding efforts to employ and advance a diverse workforce.Performs EEO Program Management. Serves as the bureaus’ Disability Compliance Program Manager, developing and interpreting broadly stated Agency policies and procedures regarding the provision of reasonable accommodation issues. Leads other bureau-wide SEP efforts including the Hispanic Employment Program for underrepresented communities that enable outreach, recruitment, retention and advancement efforts for those communities. Identifies and recommends solutions to complex systemic problems and issues, including serving as the lead in the development, writing, and dissemination of reports, guidance, and briefings that provide periodic assessment of progress of the SEPs pertaining to the designated programs.Independently develops, analyzes, and interprets relevant policies, procedures, and guidelines for use throughout the Agency that significantly impact the employment opportunities for protected classes of employees. Provides leadership to ensure USGS’ compliance with all requirements of Federal statutes, Executive Orders, and their implementing rules and regulations.Responsible for furthering the goals of equal employment opportunity and diversity by taking positive steps to support the accomplishment of Management Directive 715 goals and action objectives, adhering to nondiscriminatory employment practices in all areas supervised and leading strategic diversity and inclusion initiatives.

Serves as the equal employment opportunity and diversity manager for the Treasury Special Inspector General for the Troubled Asset Relief Program (SIGTARP). Manages all programs for equal opportunity, affirmative action, diversity, civil rights, special emphasis programs, etc. Serves as chief EEO adviser to the Inspector General and senior staff within the agency. Responsible for submission of EEO related annual reports including: the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), White House Initiative on Tribal Colleges and Universities (WHITCU), EEOC 462, Alternative Dispute Resolution (ADR), Language Access Program (LAP) and the Reasonable Accommodation Program. Analyzes triggers for potential barriers to equal employment and works with senior managers to address trigger analysis and barrier elimination. Develops internal policies and procedures in accordance with the Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM), the White House and Treasury directives. Drafting and developing bureau-wide policy on Equal Opportunity, Reasonable Accommodation, Alternative Dispute Resolution (ADR), and 504 compliance. Periodically reviewing, analyzing and redefining goals and objectives to attain identified milestones. Author and publisher of quarterly EEO Newsletter and Diversity Dashboard. The Diversity Dashboard has also been the chosen format for the Department of Treasury to provide a snapshot to Sr. leaders of the diversity of their workforce. Development and delivery of internal training programs for EEO and Diversity on areas to include EEO briefing, EEO Updates, Sexual Harassment Prevention, Alternative Dispute Resolution (ADR), Schedule A Hiring, Reasonable Accommodation, Dispute Prevention and Resolution, etc.

Served as the equal employment opportunity and diversity manager for the Treasury Office of the Inspector General (OIG). Manages all programs for equal opportunity, affirmative action, diversity, civil rights, special emphasis programs, etc. Principle EEO adviser to the Inspector General and senior staff within the agency. Responsible for submission of EEO related annual reports including: the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), White House Initiative on Tribal Colleges and Universities (WHITCU), EEOC 462, Alternative Dispute Resolution (ADR), Language Access Program (LAP) and the Reasonable Accommodation Program. Develops internal policies and procedures in accordance with the Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM), the White House and Treasury directives. Drafting and developing bureau-wide policy on Equal Opportunity, Reasonable Accommodation, Alternative Dispute Resolution (ADR), and 504 compliance. Provides guidance in the areas of affirmative action and EEO discrimination complaint resolution for Treasury OIG's employment population. Development and direction of short and long term goals. Translating these goals into effective actions and assignments and periodically reviewing, analyzing and redefining these goals and objectives to attain identified milestones. Author and publisher of quarterly EEOIG Communicator and Manager's e-Briefing. Development and delivery of internal training programs for EEO and Diversity on areas to include EEO briefing, EEO Updates, Sexual Harassment Prevention, Alternative Dispute Resolution (ADR), Schedule A Hiring, Reasonable Accommodation, Dispute Prevention and Resolution, etc.

Served as the equal opportunity program manager for Departmental Offices, a bureau under the Department of Treasury. Managed subordinate staff involved in affirmative action, diversity, civil rights, special emphasis programs, preparation of bureau-wide annual reports to the U.S. Congress, Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM) and various White House divisions. Provided guidance in the areas of affirmative action and EEO discrimination complaint resolution for the bureau employment population. Development and direction of short and long term goals including translating these goals into effective actions and assignments and periodically reviewing, analyzing and redefining these goals and objectives to attain identified milestones. Provided briefings and direction to senior level officials within the department on the state of the agency as related to EEO and diversity. Developed internal policies and procedures in accordance with the Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM), the White House and Treasury directives. Also responsible for overseeing the development and submission of the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), Alternative Dispute Resolution reporting and the Reasonable Accommodation Program. Drafting and developing bureau-wide policy on equal opportunity, diversity, anti-harassment, proper use of appropriated funds, etc.

Served as the EEO and Diversity manager for the Treasury Office of the Inspector General (OIG). Managed the total EEO program including: affirmative action, diversity, civil rights, special emphasis programs, etc. Served as principle EEO adviser to the Inspector General and senior staff within the agency. Provided briefings and counsel to senior level officials within the bureau on the state of the agency as related to EEO and diversity. Provided counseling for employees and managers on their rights and responsibilities throughout the EEO process. Responsible for the development and submission of EEO related annual reports including: the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), White House Initiative on Tribal Colleges and Universities (WHITCU), EEOC 462, Alternative Dispute Resolution (ADR), Language Access Program (LAP) and the Reasonable Accommodation Program. Developed internal policies and procedures in accordance with the Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM), the White House and Treasury directives. Developed and implemented bureau-wide policies on Equal Opportunity, Reasonable Accommodation, Alternative Dispute Resolution (ADR), 504 compliance, Official time for processing EEO Complaints, Genetic Information, parental status, etc. Develop short and long term plans/goals to increase EEO awareness and increase the effectiveness of the overall EEO program. Authored/published the quarterly EEOIG Communicator and Manager's e-Briefing. Developed and delivered internal training programs for EEO and Diversity on areas to include EEO briefing, EEO Updates, Sexual Harassment Prevention, Alternative Dispute Resolution (ADR), Schedule A Hiring, Reasonable Accommodation, Dispute Prevention and Resolution, etc.

Served as the equal opportunity program manager for a Federal Government cabinet level agency as the second in command under the Office of Civil Rights and Diversity (OCRD). Managed subordinate staff involved in affirmative action, diversity, civil rights, special emphasis programs, preparation of department-wide annual reports to the U.S. Congress, Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM) and various White House divisions. Directed bureau-wide EEO program analysis program to assess the effectiveness of bureau EEO programs and plans. Provided guidance in the areas of affirmative action and EEO discrimination complaint resolution for Treasury's employment population. Developed short and long term plans/goals to increase EEO awareness and increase the effectiveness of the overall EEO program. Provided briefings and direction to senior level officials within the department on the state of the agency as related to EEO and diversity. Developed internal policies and procedures in accordance with the Equal Employment Opportunity Commission (EEOC), Office of Personnel Management (OPM), the White House and Treasury directives. Also responsible for overseeing the development and submission of the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), Alternative Dispute Resolution reporting and the Reasonable Accommodation Program. Developed manager toolkits for disability hiring, Management Directive 715 (MD-715), internships, etc. Drafted and developed department-wide policy on equal opportunity, diversity, anti-harassment, proper use of appropriated funds, etc. Developed the Department-wide Diversity Dashboard to be used by the Department as the overall snapshot of diversity.

Managed the total program for equal opportunity, affirmative action, diversity, civil rights, special emphasis programs, etc. This included directing a program providing equal opportunity consulting services to managers and employees concentrating on systemic and individual equal opportunity problems, providing program direction and guidance in the areas of affirmative action, special emphasis programs, and complaint resolution. Responsibilities include providing guidance in the areas of affirmative action and EEO discrimination complaint resolution for TIGTA's employment population. Developed short/long term plans/goals to increase EEO awareness and increase the effectiveness of the overall EEO program. Served as principle EEO advisor to the Inspector General and executive staff within the agency on EEO and diversity. Developed internal policies and procedures IAW the (EEOC), Office of Personnel Management (OPM) and Treasury Office of Equal Opportunity Programs (OEOP). Directed the development of the agency's annual Affirmative Action Plan. Also responsible for the development and submission of the Federal Employment Opportunity Recruitment Program (FEORP), Hispanic Nine-Point Program, Disabled Veteran's Affirmative Action Program (DVAAP), Management Directive 715 (MD-715), Disabled Employees Report, Historically Black Colleges and Universities (HBCU), Alternative Dispute Resolution reporting and the Reasonable Accommodation Program. Jointly developed the agency's Intranet web sites for the EEO and Diversity and the Special Emphasis Program. Jointly developed an on-line training program for Equal Employment Opportunity, Diversity and departmental programs to enhance efficiency and reduce training costs. Author and publisher of monthly TIGTA EEO and Diversity Newsletter. Development of internal training programs for EEO and Diversity to include on-line training and certification. Established and directed the annual Daughters and Sons to Work Day program.

Served as an EEO Complaints Investigator with the United States Postal Service (USPS). Advised employees and management officials on the statutes, laws, regulations, and agency policies as they relate to Equal Employment Opportunity and the complaint process. Interviewed complainants, witnesses and agency officials, in reference to allegation of discrimination. Framed the issues of discrimination as alleged by the complainant. Advised and offered complainant's Alternative Dispute Resolution (ADR) where information was obtained that revealed a potential for resolution. Analyzed formal complaints to determine the relevant fact finding information that would be required to properly address the allegations (i.e. identifying witnesses and agency officials, and pertinent documentation that is relevant to the allegations) Properly framed issues and asked relevant questions that are pertinent to the allegations. Determined the theories of discrimination alleged (i.e. disparate treatment/impact, etc.) Prepared investigative reports that appropriately address the issues and purviews of discrimination including developing comparative analysis of discrimination complaints. Completed 39 cases from July 2001 through December 2001 and received a spot award for my accomplishments during this time frame in December 2000. Certified USPS EEO Complaints Investigator through the EEOC. Was selected to serve as Acting EEO Manager during the transition to Capital Metro area operations.