Civil Rights Investigator (University Staff Professional 1 or 2)

JOB SUMMARY

The Civil Rights Investigator within the University of Connecticut’s Office of Inclusion and Civil Rights (OICR) serves the entire University of Connecticut system (Storrs main campus and four regional campuses located at Avery Point, Hartford, Stamford, and Waterbury as well as UConn Health (UCH)) through consistent and neutral response to concerns implicating the University’s non-discrimination policies.

OICR is charged by Connecticut law (Conn. Gen. Stat. § 46a-68(b)(4)(A)) with investigating complaints of discrimination made against university employees and mitigating any discriminatory conduct that is found to exist. OICR is responsible for reviewing, and where applicable, objectively investigating complaints of discrimination and harassment based on protected classification to determine if employee conduct violates the University's non‑discrimination policies. 

The Civil Rights Investigator will be hired at either the University Staff Professional (USP) 1 classification or the University Staff Professional (USP) 2 classification dependent upon the incumbent’s experience, skills, and abilities as determined by the University. The USP 1 classification will be used for an entry-level or early career professional whereas the USP 2 classification will be used for a seasoned professional. While the USP 1 will still perform the duties and responsibilities listed below, they will work under more direct supervision of the Associate Director of Civil Rights Investigations compared to the USP 2 who will perform the duties under more general direction. 

The incumbent is expected to work both independently and as part of a team. They will demonstrate leadership in promoting inclusiveness within their team and University and will work with and build relationships with diverse populations.

DUTIES AND RESPONSIBILITIES

Investigation and Case Management

• Intakes inquiries and complaints and assesses for appropriate response. Provides consultation and education to members of the University community regarding discrimination, harassment, and/or retaliation concerns, and available resources for support and assistance in addressing and resolving concerns.
• Develops investigative plans, which include deciding which witnesses to interview, outlining which questions to ask, and planning which documents to request and how to acquire said documents.
• Assesses allegations to determine whether interim measures are required and if so, ensure the appropriate implementation of such measures.
• Conducts neutral, prompt, and thorough discrimination, harassment, and retaliation investigations, including, where appropriate, conducting joint investigations with other University offices, such as Human Resources or University Compliance. 
• Executes investigative plans by leading witness interviews and reviewing documentation (including but not limited to personnel files, supervisory files, and disciplinary history of relevant parties). Analyzes witness statements, makes credibility assessments, records findings of fact, and communicates with parties and witness advocates while protecting the independence, integrity, and privacy of the investigation.
• Consults with parties and/or management as necessary concerning the status of the investigation process and the availability of additional appropriate resources for support and assistance.
• Drafts and presents memoranda of findings and appropriate supporting documents related to the resolution of each matter.
• Provides education and guidance concerning the University’s non-retaliation policy during and after investigation for all parties involved in the complaint and investigation.
• Interfaces with University offices including the Department of Human Resources, University Compliance, the Center for Students with Disabilities, Patient Experience, and union representatives relative to informal conflict resolution, remedial action/training, interim measures prior to and during investigations, investigation activities, outcomes, and further response as needed following investigations.
• Responds to inquiries from members of the University community regarding matters related to university discrimination and harassment policies. 
• Assists in maintaining OICR’s case management system which shall include access to confidential information which may be used in collective bargaining. 
• As directed, assists with the preparation and maintenance of statistical, demographic, and subject matter data necessary to respond to inquiries regarding the University’s case management system or other University reporting obligations.

Policy Development:

• Assists OICR leadership in the development and review of university-wide