Deputy Coordinator, Investigation and Resolution

Reporting to an Assistant Vice President, Office of Civil Rights Compliance, the Deputy Coordinator for Investigation and Resolution, Office of Civil Rights Compliance assists in directing the operations of the Office of Civil Rights Compliance (OCRC) with regard to Formal and Alternative Resolutions, and in particular the management of timely, high quality, fair, and thorough investigations. Supervises (and ensures attention to the professional development of) a team of investigators who conduct investigations and/or alternative resolutions to resolve Formal Complaints of protected class discrimination, harassment, and related retaliation pursuant to the University’s Policy on Prohibited Discrimination, Harassment, and Retaliation for reports involving University faculty, staff, and students. Reviews, analyzes, and evaluates investigative plans, investigative reports, and other documents for accuracy, completeness, quality, and consistency with applicable law and University policy in collaboration with the Vice President and Title IX Coordinator and Assistant Vice Presidents. Contributes technical, subject matter, and strategic expertise in the development of short-term and long-term plans for the OCRC Office in alignment with its mission to ensure a learning, working, and living environment free from discrimination, harassment, and retaliation and to promote an inclusive community. Assists with training of OCRC internal and external investigators, as well as in providing training and education programs about OCRC resolution processes to University community members. Closely collaborates and communicates on a regular basis with the other Deputy Coordinator for Investigation and Resolution to ensure the timely and equitable management of workloads and investigative teams. Must at all times demonstrate a strong commitment to USC’s values.

JOB ACCOUNTABILITIES:

The candidate for the position of Deputy Coordinator:

• Assigns and supervises the timely implementation of Formal and Alternative Resolutions of Formal Complaints pursuant to the University’s Policy on Prohibited Discrimination, Harassment, and Retaliation consistent with University policy, applicable law, and established timeframes in a fair manner. Duties include the development and modification of uniform investigatory templates and related materials; review of investigative reports and related materials (e.g., Evidence Review); ensuring adherence of investigators to all applicable law, policies, and procedures; making recommendations to units and schools based on investigatory findings; making recommendations to the Vice President and Title IX Coordinator and/or Assistant Vice President regarding mandatory and discretionary dismissals; and issuing findings pursuant to the Discrimination, Harassment, and Retaliation resolution process, as applicable, in collaboration with the Assistant Vice President. Advises and guides investigative staff regarding revision or modification of reports, correspondence, and/or related documentation, as necessary and appropriate; sets and monitors deadlines for investigators; and ensures the timely, accurate, and comprehensive documentation of all steps related to the various resolution processes, including Alternative and Formal Resolutions.

• Supervisors the work of a team of approximately five (5) investigators and is responsible for their training and professional development, including the establishment of performance goals; conducting performance appraisals, at midpoint and annually, as well as providing periodic, timely feedback throughout the appraisal period; and any merit/promotion or disciplinary recommendations. In addition, is responsible for ensuring fair and equitable caseloads among investigators and fairly and promptly addressing all performance issues, such as with respect to the timeliness and quality of work produced. Finally, is responsible for all administrative duties related to the support of assigned investigators, such as leave requests, training, equipment, etc.

• Maintains current knowledge of existing and pending legislation, law, and trends related to the field. Ensures investigatory methods, processes, and procedures reflect and comply with the most current standards and regulations, as well as best practices in the field. Reviews and assesses departmental operations and services with respect to Formal and Alternative resolutions for effectiveness and efficiency and recommends changes as needed to improve operations and delivery of services. Reads pertinent literature, attends meetings, and participates in professional associations as appropriate. Establishes and maintains an active network of campus partners and professional contacts. Serves as a subject matter expert on the University’s Policy on Prohibited Discrimination, Harassment, and Retaliation and all civil rights laws that apply to the USC community.

• Conducts training, outreach, and other educational programs and services independently and/or in conjunction with other OCRC team members to ensure faculty, staff, students, and other community members fully understand and are well-informed regarding University policy and OCRC’s resolution options, including any changes or updates. Assists with the creation of office materials that help to communicate OCRC’s mission and clarify the various resolution options. Identifies training needs for faculty, staff, and students as reflected by issues, situations, or complaint trends. Makes training recommendations for parties and other campus community members, as necessary and appropriate. Creates and maintains partnerships with campus stakeholders, including faculty, staff, and students and other offices and units whose work intersects with that of the OCRC Office.

• Performs other duties as assigned or requested. The University reserves the right to add or change duties at any time.

PREFERRED QUALIFICATIONS:

The ideal candidate for the position of Deputy Coordinator has the following qualifications:

• Juris Doctor

• 7 years of progressive responsibility in the area of investigations for and reaching resolutions with students, faculty, and/or staff in a higher education setting.

• Experience with best practices in higher education compliance, effectively addressing discrimination, harassment, and retaliation.

• Demonstrated understanding of the university’s culture, mission and values.

• Proven leadership ability and managerial experience of a team.

In addition, the successful candidate must also demonstrate, through ideas, words and actions, a strong commitment to USC’s Unifying Values.

The annual base salary range for this position is $111,276 - $180,250.00. When determining an offer, the University of Southern California considers factors such as the scope and responsibilities of the role, the candidate’s experience, education, training, key skills, internal peer alignment, applicable laws, contractual requirements, grant funding, and market conditions.

#LI-Hybrid

Minimum Education: Master's degree Minimum Experience: 5 years Minimum Field of Expertise: Advanced degree in law, social work, psychology, higher education, or related field. Five or more years’ experience performing or overseeing investigations in the field of public health, social work, sociology, educational psychology, student affairs, and/or related field. Deep knowledge and understanding of civil rights laws and policies relating to higher education and employment. Experience investigating and resolving issues such as domestic or dating violence, sexual assault, stalking, sexual or gender-based harassment. Understanding of the impacts of racial and other forms of inequity, harassment, discrimination, and injustice. Demonstrated ability to facilitate support and resolutions. Ability to organize, prioritize, and manage multiple tasks and data in a high-volume, fast-paced environment with accuracy, attention to detail, flexibility, and appropriate discretion. Excellent written and oral communication skills and ability to interact effectively with a wide range of internal and external stakeholders.