AFFIRMATIVE ACTION OFFICER 2
Career Family: AFFIRMATIVE ACTION OFFICER
In New Jersey, Affirmative Action Officer 2 is filled through the competitive process: candidates take a civil service exam and are hired off a ranked list, not picked at will.
On the Affirmative Action Officer ladder it falls between Affirmative Action Officer 3 and Affirmative Action Officer 1. The stated bar is a master's degree, but candidates can swap in added experience for the diploma. The FY2026 range lands between $88,530 and $130,339, and state payroll currently lists 4 people in the title, led by Human Services.
How to apply
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Exam
This is an application to sit an exam and be placed on an eligible list for this title, not an application for a specific job. A $35 application fee applies to Non-Public-Safety announcements issued on or after 2026-02-01. There may be no current vacancy behind it, and the list it produces may not be certified for months or years.
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Exam
Open to permanent employees in the competitive division who hold a qualifying lower title in the same unit. A $35 application fee applies to Non-Public-Safety announcements issued on or after 2026-02-01. Like the open competitive exam, this places you on a list; it is not itself a job offer.
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Agency posting
Department of Human Services's employment page may require a click-through to see specific openings. Provisional appointment against a posted vacancy is how most people are actually hired into this kind of title.
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Agency posting
Department of Transportation posts its own vacancies directly, often before (or instead of) any civil service exam announcement. Provisional appointment against a posted vacancy is how most people are actually hired into this kind of title.
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Agency posting
Department of Children and Families posts its own vacancies directly, often before (or instead of) any civil service exam announcement. Provisional appointment against a posted vacancy is how most people are actually hired into this kind of title.
Pay ladder: Affirmative Action Officer series
- Affirmative Action Officer 3 — $80,756 – $118,678
- Affirmative Action Officer 2 — $88,530 – $130,339 (this title)
- Affirmative Action Officer 1 — $101,708 – $150,105
Promoting to Affirmative Action Officer 1 raises the top of the band by about $19,767. Its top salary lands around the 72nd percentile of all NJ civil service titles that publish a range.
Rungs are ordered by FY2026 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 4 people working under this title. The median actual salary is $109,434. The agencies employing the most are:
- Human Services (2)
- Transportation (1)
- Children and Families (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.
Definition
Under direction of the Commissioner or Chief Executive Officer, in an executive department, college, or independent agency of less than 4,000 regular employees with a centralized Equal Employment Opportunity and Affirmative Action Program or under the general direction of an Affirmative Action Officer 1 and/or the Chief Operations Officer, in an institution, division, or enforcement agency of 1,000 regular employees or more, within a department or agency with a decentralized Equal Employment Opportunity and Affirmative Action Program, has responsibility for the planning, implementation, development, and supervision of the component's Equal Employment Opportunity and Affirmative Action Program and ensuring compliance with state and federal statutes, rules, and regulations, Executive Orders and guidelines, 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 finding of facts, 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. Supervises Affirmative Action Specialists who provide technical assistance to management staff throughout the agency; assists in investigating complaints, gathers and analyzes affirmative action data, and counsels protected class members. 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 oppportunity. 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; 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. 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. Eight (8) 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 four (4) 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 three (3) 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.