Operations / Administration District Equity Ombudsperson
Jeffco Public Schools, Colorado’s largest K-12 school district, with 85,000 students and approximately 14,000 employees, has provided educational excellence for more than 60 years. Nearly 10 percent of all Colorado K-12 students attend a Jeffco school and our employees benefit from partnerships with experienced, dynamic school leaders throughout our district. Our Jeffco Generations vision document and strategic plan map out with focus and clarity what we expect our schools to accomplish with our graduates. Come join us!
Jeffco Public Schools is a Single-State Employer. All candidates hired by Jeffco Public Schools must reside within the state of Colorado.
The Jeffco Human Resources Department is comprised of Talent Acquisition & Staffing, Total Rewards and Benefits, Employee Records (HRIS/Compensation/Performance Management), Employee Assistance Programming, and Leave Management. The team is responsible for leading all human capital initiatives and supporting Jeffco employees through all phases of their employment lifecycle, and committed to providing flexible solutions to meet the growing needs of our more than 15,000 employees. In support of the District’s guiding strategic plan and Jeffco Generations, the HR Department is focused on driving one aspect within the pivotal District strategy of Conditions for Learning, comprised of the HR tactic “A Professional Model of Teaching” and other District tactics – High Expectations, Commitment to Equity and Educator Learning.
SUMMARY Serve the District as an independent, confidential and neutral intermediary support role; navigating informal complaint resolution and the formal existing complaint procedures/processes, as appropriate, to encourage a positive culture and climate in Jeffco Public Schools. Maintain practices to encourage and allow for engagement with people from a variety of cultures, backgrounds and experiences. Develop and monitor processes for staff comments, questions, concerns and informal complaints as related to appropriate staff interactions and treatment. Assist in the resolution of complaints outside of the existing procedures managed by other district staff. At all times, follow all Board and District policies and regulations; and local, state and federal statutory processes. This position supplements but does not replace the District’s existing resources for conflict resolution.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
Accept and review employee complaints related to equity, diversity, inclusion and other related concerns in the district. Identify issues for in-depth review and/or intervention and/or resolution. Pass other items to the formal complaint process, when appropriate.
Guide employees with concerns, when appropriate, to required or appropriate existing complaint or action protocols.
Act as an informal mediator when appropriate to resolve complaints and concerns.
Conduct informal fact-finding during issue resolution.
Participate actively in the District Equity Accountability Committee and other assigned committees. Provide summary information and reporting to the committee.
Participate in equity reviews of policies, procedures and practices, as related to employee working conditions and experiences.
Proactively address issues that may result in misunderstanding or conflict. Make recommendations to leadership, school and district, for process and communication improvements in support of employee equity issues, concerns and questions.
Collect and analyze information related to complaints and inquiries to the ombudsperson. Prepare regular confidential summaries of collected information for the Superintendent.
Periodically review the case profiles to summarize suggested changes to policies, regulations, procedures or practices. Present recommendations to the Superintendent.
Assist with the development, implementation and/or gathering of supports and resources for training and learning related to bullying, harassment, discrimination, retaliation, racist actions, etc.
Make all required reports, such as policy violations, child abuse, discrimination and other statutorily required reporting categories.
Maintain confidential data records, files and databases.
Other duties as assigned.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EXPERIENCE 3-5 years’ minimum experience in Human Resources, Employee Relations, or other job-related areas of business, including staff and process oversight, experience with mediation, alternative dispute resolution, and/or restorative practices. Experience working with employees from marginalized identities.
EDUCATION AND TRAINING Bachelor’s degree in Education, Sociology, Psychology, Conflict/Dispute Resolution, Human Resources, Management, Business or other job-related fields.
CERTIFICATES, LICENSES, REGISTRATIONS Valid Colorado Driver’s License
SKILLS, KNOWLEDGE, & EQUIPMENT Knowledgeable in the subject areas of equity, diversity, inclusion, conflict/dispute resolution, mediation, training, human resources, and employee relations. Excellent communication and writing skills. Ability to problem solve. English and Spanish bilingual language skills preferred.
DECISION MAKING Ability to make decisions regarding possible behavior issues, contract violation, and violation of federal or state law/statues, or Board policy. If violations occur must decide appropriate employer response to violation. Requires analysis of laws, contracts, policies. Errors in decision making could potentially result in substantial cost and/or embarrassment to the District.
COMMUNITY RELATIONS Daily contact with any staff throughout the district in support of conflict/dispute resolution. Daily contact with staff to interpret policy, maintain relationships, recommend policy, negotiate controversial matters, and set critical policy.
SPAN OF CONTROL This position has no supervisory responsibilities.
EDUCATIONAL DELIVERY Provide support to schools and students by providing direction, advice, influence, and training to all District staff regarding concerns or problems. The majority of time is not spent on the school site.
COMPLEXITY OF WORK Work is self-directed. Requires independent judgment; interpretation of facts; analysis; tact; diplomacy; and comprehensive understanding of District rules and regulations to solve complex problems with potential for legal ramifications.
The physical demands, mental functions, and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
PHYSICAL DEMANDS While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.
MENTAL FUNCTIONS While performing the duties of this job, the employee is regularly required to analyze, communicate, evaluate, use interpersonal skills, compile, and negotiate. The employee is frequently required to compare, coordinate, and instruct. The employee is occasionally required to copy, compute, and synthesize.
WORK ENVIRONMENT The noise level in the work environment is usually moderate.