AFFIRMATIVE ACTION OFFICER 3
Career Family: AFFIRMATIVE ACTION OFFICER
Affirmative Action Officer 3 is a state title in New Jersey's competitive civil service, which means the way in is an open exam rather than a direct appointment.
On pay it sits at the foot of the Affirmative Action Officer ladder. One promotion up is Affirmative Action Officer 2, whose band tops out about $12,068 higher. On paper it calls for a master's degree, though the specification lets enough relevant experience stand in for the degree. Pay on the FY2027 schedule runs $83,582 to $122,832, and state payroll currently lists 9 people in the title, most of them at Children and Families.
How to apply
This title is filled by competitive examination.
See every real route in, and where to apply. 3 agencies employ it. We don't track live vacancies.
See all 3 employers and how to apply →Who employs this title
Affirmative Action Officer 3 appears on the State payroll at 3 departments, most of them at Department of Children and Families.
State departments
| Employer | Employees |
|---|---|
| Department of Children and Families | 7 |
| Department of Human Services | 1 |
| Board of the Public Utility | 1 |
State payroll and independent authority payroll are separate systems and are never merged. See data sources.
Pay ladder: Affirmative Action Officer series
- Affirmative Action Officer 3 — $83,582 – $122,832 (this title)
- Affirmative Action Officer 2 — $91,628 – $134,900
- Affirmative Action Officer 1 — $105,267 – $155,359
Promoting to Affirmative Action Officer 2 raises the top of the band by about $12,068. Its top salary lands around the 69th percentile of all NJ civil service titles that publish a range.
Rungs are ordered by FY2027 pay. NJ level numbers are not always sequential, so ordering follows salary rather than the title number.
Who employs this title
State payroll records show 9 people working under this title. The median actual salary is $107,301. The agencies employing the most are:
- Children and Families (7)
- Human Services (1)
- Board of the Public Utilities (1)
Counts from NJ YourMoney agency payroll. See statewide workforce analytics.
Official job specification
The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.
Definition
Under direction of an Affirmative Action Officer 1 and/or the Chief Operations Officer in an institution, division, or enforcement agency of less than 1,000 regular employees with a decentralized Equal Employment Opportunity and Affirmative Action Program, has responsibility for the planning, implementation, development, and supervision of the component's of an Equal Employment Opportunity and Affirmative Action Program. Has responsibility for ensuring compliance with state and federal regulations, Executive Orders, and guidelines, as they relate to Equal Employment Opportunity and Affirmative Action activities, including those directed by the Department of Personnel, Division of Equal Employment Opportunity and Affirmative Action; does related work as required.
Examples of work
In accordance with state and federal laws, rules, and regulations, Executive Orders, and guidelines, develops annually an Affirmative Action Plan which includes accomplishments in attaining goals set in previous years, identification of problem areas, remedial actions for correcting problems of underrepresentation, goals, and timetables for attaining these goals. Continually reviews and analyzes all personnel activities, recruitment, postings, selection procedures, examination announcements, promotions, separations, and so forth. Makes recommendations to appropriate management staff to ensure that protected class members (youth, minorities, women, the handicapped, veterans, and/or older workers) are not adversely affected by any of these activities and are, in fact, afforded equal employment. Investigates all allegations of discrimination from employees/applicants for employment. Advises head of agency and Department of Personnel, Division of Equal Employment Opportunity and Affirmative Action, of receipt of such complaints. After investigation is concluded, reports findings of fact, conclusions, and recommendations for resolution of complaint to agency head and Department of Personnel, Division of Equal Employment Opportunity and Affirmative Action. Notifies complainant of determination and advises complainant of other agencies where discrimination complaints may be filed and the time constraints for filing same. Maintains and provides to agency head affirmative action statistics and analysis necessary for monitoring Affirmative Action Program. Acts as agency liaison with Department of Personnel, Division of Equal Employment Opportunity and Affirmative Action, and other federal and state officials in order to develop programs for protected class members, and to ensure the agency's compliance with state and federal laws, Executive Orders, rules and regulations, and guidelines governing equal employment opportunity and affirmative action activities. Advises agency head of quarterly affirmative action data with respect to new hires, promotions, separations, employees enrolled in training and so forth, and prepares narrative and analytical reports for the Department of Personnel, Division of Equal Employment Opportunity and Affirmative Action, regarding these activities. Provides information, training, and technical assistance to agency, managers, and employees concerning all aspects of affirmative action and equal employment opportunity. Under general direction develops standards by which agency performance and progress in affirmative action activities can be evaluated. Reviews policies and procedures of all division/units for impact on affirmative action and equal employment opportunity. Makes recommendations to the head of the agency as necessary and follows up to ensure that appropriate changes have been implemented. Maintains contact with all provisional employees in the agency; advises employees in provisional titles how, when, and where to file for appropriate examinations. Regularly meets with agency officials from various program areas in order to effectively implement and develop the affirmative action program. Keeps officials apprised of their progress in attaining established goals and objectives. Periodically reviews and analyzes job specifications and makes recommendations to Personnel Officer and Department of Personnel for the elimination of any existing artificial barriers and titles that should be considered for job restructuring or job enrichment to better utilize protected class members and provide upward mobility where dead end job titles exist. Reviews and analyzes proposed state and federal legislation and new programs relevant to affirmative action activities and advises the agency head of the potential impact on the current affirmative action program. Prepares complex confidential correspondence in the course of official duties. When new state or federal programs are legislated, analyzes such programs and designs methods and systems necessary for the implementation and monitoring of affirmative action activities consistent with all laws, rules, and regulations, governing affirmative action and equal employment opportunity. Maintains resume bank and recruitment sources, and refers eligible candidates to appropriate job vacancies within and outside of the agency. Has responsibility for planning and implementing upward mobility programs for protected class members. Reviews and analyzes all training offered by the agency, and ethnic/gender profile of candidates for training; makes recommendations to the training officer, when appropriate, for changes that may enhance the participation of protected class members in these training programs. As a representative of the department, agency, or college, attends meetings, seminars, and conferences concerning equal employment opportunity and affirmative action activities and developments. May be required to supervise Affirmative Action Specialists of a lesser grade. Will be required to learn to utilize various types of electronic and/or manual recording and computerized information systems used by the agency, office, or related units.
License
Appointees will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.
Knowledge, skills and abilities
Knowledge of the types and sources of labor market and labor force data and of the methods used in the effective utilization of such data relevant to affirmative action programs. Knowledge of the techniques involved in investigating and resolving discrimination complaints. Knowledge of the theories, practices, and standards of public personnel administration. Ability to understand and utilize the facts concerning the economic and employment conditions common to New Jersey, especially as they related to protected class members Ability to plan, organize, and implement an affirmative action program and to develop effective work methods. Ability to understand and apply state and federal laws dealing with equal employment opportunity and affirmative action and the functions of the agencies which administer and enforce these laws. Ability to understand and apply merit system rules and regulations. Ability to establish and maintain liaison with agency officials, officials from other state agencies, community based organizations, and other public/private agency officials. Ability to assign and instruct professional, technical, and clerical staff in the affirmative action office and to supervise the performance of their work. Ability to investigate discrimination complaints, to draw conclusions, make recommendations for resolution, and to determine if there is probable cause as a result of these investigations. Ability to understand and apply federal laws that affect programs of the agency. Ability to develop methods and systems for evaluating the agency's affirmative action program. Ability to prepare analytical and evaluative reports relevant to affirmative action and equal employment opportunity in ongoing programs of the agency. Ability to prepare detailed, accurate, technical, statistical reports containing findings, conclusions, and recommendations. Ability to prepare complex confidential correspondence in the course of official duties. Ability to review and analyze proposed programs, legislation, rules and regulations, and evaluate their impact on the agency's affirmative action program. Ability to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units. Ability to read, write, speak, understand, or communicate in English sufficiently to perform the duties of this position American Sign Language or Braille may also be considered as acceptable forms of communication. Persons with mental or physical disabilities are eligible as long as they can perform the essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
Note
Applicants must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience. Seven (7) years of professional experience in the planning and/or operation of programs designed to further the training and employment opportunities for youth, minorities, women, veterans, disabled persons, and/or older workers. OR Possession of a bachelor's degree from an accredited college or university; and three (3) years of the above-mentioned professional experience. OR Possession of a Master's degree in Public Administration or Personnel Administration, or other related field from an accredited college or university; and two (2) years of the above-mentioned professional experience. "Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgment and make accurate and informed decisions.