 | NEW MEXICO STATE UNIVERSITY |
HUMAN RESOURCES SERVICES | |
POSITION CLASSIFICATION DESCRIPTION | |
| Position Classification Title: | Accessibility Officer |
| Position Classification Code: | L1022 |
| Job Family: | Human Resources |
| Pay Level: | 06 |
| Exempt Status: | Exempt |
| This description is intended to describe the general nature of the work being performed. It is not intended to be a complete list of specific duties of any particular position. Duties, responsibilities and bargaining unit eligibility may vary based on the specific tasks assigned to the position. | |
| Purpose of Classification: | |
| Responsible for facilitating the interactive process, accommodations, accessibility and implementation of affirmative action plan in compliance with federal, state and University mandates, including Title II, Title VI, Title VII, Title IX, ADA, Section 504, the Vietnam Era Veterans Readjustment Assistance Act, and Executive Orders 11246 and 11375. This position is highly collaborative. | |
| Standard Duties: | |
| Provide employee relations services focusing on disability discrimination and accessibility consistent with federal and state law and University policies and procedures. Facilitates interactive process with employees and student-employees to provide reasonable accommodations for individuals with disabilities, pregnancies, and religious needs. Identify areas where accessibility and/or disability discrimination problems arise and propose improvement. Review and respond to informal inquiries regarding accessibility, disability, and pregnancy accommodation. Hires, trains, coordinates, and supervises Accessibility service providers for employees and public including, but not limited to, assistive technology and interpreters. Engage campus units as they carry out affirmative action plans, including recruitment, hiring, retention and promotion. Develop and implement, in conjunction with HR, best practices for job posting, hiring screening records offers for hire and other human resource tools for compliance before final hiring and to promote a highly-qualified and diverse workforce. Review employment search and hiring screening records for compliance before final hiring approval for AAP identified underutilized positions. Review utilization analysis, job group analyses, and other analytic and data-driven assessments (including multiple regression analysis) related to federal and state equal opportunity compliance. Identify strategic areas of r improvement and growth. Assist with developing, implementing, and engaging campus units as they carry out affirmative action efforts, including recruitment, hiring, retention and promotion. Assures compliance with timelines, acts as an impartial party, maintains a high level of confidentiality and discretion, and ensures prompt, fair, and neutral process for all involved. Performs other related duties as assigned. | |
| Knowledge, Skills and Abilities: | |
| In-depth understanding of equal opportunity and affirmative action compliance, as well as regulatory states and agency rules and guidelines an court precedence related to Executive Order 11246, the Vietnam Era Veterans Readjustment Assistance Act, Section 504 of the Rehabilitation Act, Title II, Title VII, Title IV, Title IX and the ADA. Working understanding of human resources information systems. | |
| Sophisticated logical reasoning and ability to provide strong written analysis. Exceptional organization and record-keeping skills. | |
| Ability to complete high-level analysis of complex and diffuse data sets. Ability to mediate and use problem-solving skills to resolve disputes and reach agreement. Ability to handle confidential information. | |
| Minimum Qualifications: | |
| Education- Bachelor’s degree in a related field. | |
| Experience- Five (5) years of professional experience related to the standard duties as outlined. | |
| Equivalency- None | |
| Certifications/License- | |
| Departmental Requirements- | |
| Special Requirements- | |