AFFIRMATIVE ACTION OFFICER 1
Career Family: AFFIRMATIVE ACTION OFFICER
Affirmative Action Officer 1 sits in the competitive class of New Jersey's state civil service, so reaching it runs through testing and an eligible list instead of a straight hire.
This is the senior rung of the Affirmative Action Officer series, the level you reach after Affirmative Action Officer 2. It lists a master's degree as the baseline, with an experience-based path open to those who do not hold the degree. Pay on the FY 2027 schedule runs $105,267 to $155,359, and state payroll lists a single employee in the title, at Human Services.
How to apply
This title is filled by competitive examination.
See every real route in, and where to apply. One agency employs it. We don't track live vacancies.
See where to apply for this title →Who employs this title
Affirmative Action Officer 1 appears on the State payroll at one department, Department of Human Services.
State departments
| Employer | Employees |
|---|---|
| Department of Human Services | 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
- Affirmative Action Officer 2 — $91,628 – $134,900
- Affirmative Action Officer 1 — $105,267 – $155,359 (this title)
Its top salary lands around the 91st percentile of all NJ civil service titles that publish a range.
Rungs are ordered by FY 2027 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 1 person working under this title. The median actual salary is $150,105. The agencies employing the most are:
- Human Services (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 the Commissioner or Chief Executive Officer in an executive department, college, or independent agency of 4000 or more regular employees, has overall responsibility for the planning, implementation, development, and supervision of the department/agency's Equal Employment Opportunity/Affirmative Action Program. Has overall responsibility for ensuring compliance with state and federal statutes, rules, and 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, regulations, Executive Orders and guidelines, annually develops 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 department management staff to ensure that protected class members are not adversely affected by any of these activities and are, in fact, afforded equal employment opportunity. Investigates all allegations of discrimination from employees/applicants for employment. Advises head of department, college, independent agency, and the Department of Personnel, Division of Equal Employment opportunity and Affirmative Action, of receipt of such complaints. After investigation is concluded, reports finding of facts, conclusions, and recommendations for resolution of complaint to agency head of Affirmative Action. Notifies complaintant of determination and advises complaintant of other agencies where discrimination complaints may be filed and the time constraints for filing same. Maintains and provides the department, college, or agency head, with the affirmative action statistics and analysis necessary for monitoring the Affirmative Action Program. Acts as department, college, or 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 agency compliance with state and federal laws, Executive Orders, rules, and regulations, and guidelines governing equal employment opportunity and affirmative action activities. Supervises Affirmative Action Specialists who provide technical assistance to management staff throughout the department, college, or agency; assists in investigating complaints; gathers and analyzes Affirmative Action data, and counsels protected class members; may supervise Affirmative Action officers of a lesser grade. Advises head of department, college, or agency of quarterly affirmative action data with respect to new hires, promotions, separations, employees enrolled in training, and so forth. 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 department, college, or agency managers and employees concerning all aspects of affirmative action and equal employment activities. Under general direction, develops standards by which agency performance and progress in affirmative action activities can be evaluated. Reviews policies and procedures of all divisions/units for impact on affirmative action and equal employment opportunity. Makes recommendations to the head of the department, college, or agency as necessary and follows up to ensure that recommended changes have been implemented. Maintains contact with all provisional employees in the agency, and advises employees how, when, and where to file for appropriate examinations. Regularly meets with department, agency, or college officials from various program areas in order to effectively implement and develop the affirmative action program. Keeps department officials appraised 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 department, agency, or college head of the potential impact on the current affirmative action program. Prepares complex confidential correspondence in the course of official duties. Supervises the maintenance of essential records and files. 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; refers eligible candidates to appropriate job vacancies within the department, agency, or college of the department agency, college, or institution. Has responsibility for planning and implementing upward mobility programs for protected class members. Reviews and analyzes all training offered by the department, agency, or college, 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. Will be required to learn to utilize 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 about the economic and employment conditions common to New Jersey, especially as they relate 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 department officials, officials from other state agencies, community based organizations, and other public/private agencies. 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 department. Ability to develop methods and systems for evaluating the department affirmative action program. Ability to prepare analytical and evaluation reports relevant to affirmative action and equal employment in ongoing programs of the department. Ability to prepare and/or supervise the preparation of 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 department 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. Nine (9) 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, one (1) year of which shall have been in a supervisory capacity. OR Possession of a bachelor's degree from an accredited college or university; and five (5) years of the above-mentioned professional experience, one (1) year of which shall have been in a supervisory capacity. OR Possession of a Master's degree in Public Administration, Personnel Administration, or other related field; and four (4) years of the above-mentioned professional experience, one (1) of which shall have been in a supervisory capacity. "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.