Conduct impartial investigations into a broad range of workplace conduct complaints and policy violations across all departments; conduct investigations into complaints arising under the Prison Rape Elimination Act (PREA); conduct sensitive, high-complexity investigations as assigned which may include allegations of discrimination, harassment, retaliation, employee misconduct, and other violations of agency policy; and perform other duties as assigned.
Flexible Workplace:
This position is identified under the designation of ‘flex work eligible’, meaning that the employee can formally opt to be in-office full-time or work a flex schedule in which at least two-days per week are performed in office and other days can be performed in a remote-first environment. Regardless of selection, the position carries expectations regarding on-site responsibilities and will require schedule flexibility beyond the minimum expectations set forth in the county’s flexible workplace policy. To view Ramsey County’s Flexible Workplace policy, go to: Flexible Workplace Policy
- Review and investigate workplace complaints or reports of alleged misconduct, policy violations, harassment, discrimination, or retaliation to assess the nature of the allegations and initiate the appropriate course of investigation.
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Plan and scope investigations by identifying relevant evidence, regulations, and agency policies; coordinate with legal counsel, human resources, department leadership, law enforcement, or other stakeholders as required by the nature of the allegation.
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Collect, preserve, and evaluate evidence including physical, documentary, and electronic evidence such as personnel records, emails, security footage, and access logs; maintain strict chain of custody and documentation throughout the investigative process where applicable.
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Conduct interviews of complainants, witnesses, subjects, and subject matter experts using structured, impartial, and trauma informed techniques; administer appropriate notices to protect the integrity of administrative proceedings.
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Assess credibility and analyze findings by reviewing all evidence for corroboration, consistency, and reliability; evaluate each party's credibility and determine whether allegations are substantiated, unsubstantiated, or unfounded based on the weight of the evidence.
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Prepare comprehensive written investigative reports documenting the allegations, investigative steps taken, evidence gathered, witness statements, credibility assessments, findings, and conclusions in a clear format for use by decision makers.
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Ensure policy compliance by applying knowledge of applicable federal and state law, civil service rules, collective bargaining agreements, Equal Employment Opportunity (EEO) regulations, and agency specific standards, including 28 CFR part 115 (PREA) where applicable, throughout all phases of the investigation.
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Collaborate with the other investigators on shared matters, complex assignments, or cases requiring cross-functional expertise; coordinate with department leadership, law enforcement agencies, prosecutorial offices, legal counsel, and victim advocacy services on PREA related cases.
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Conduct PREA related investigations into allegations of sexual abuse, sexual harassment, and retaliation; and ensure that the investigations function meets the requirements of PREA under 28 CFR part 115 and agency policy.
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Handle all investigative data and related information as confidential in accordance with agency policy and applicable requirements of the Minnesota Government Data Practices Act.
(The work assigned to a position in this classification may not include all possible tasks in this work and does not limit the assignment of any additional tasks in this classification. Regular attendance according to the position’s management approved work schedule is required.)
ESSENTIAL FUNCTIONS: 1, 2, 3, 4, 5, 6, 7, 8, 9 10.
Education: Bachelor’s Degree in Public Administration, Social Services, Criminal Justice or Criminology, Social or Behavioral Sciences, Humanities, Management or related field.
Experience: Five years of experience in Compliance, Law Enforcement, Community Corrections or Human Resources Administration or related field.
Substitution: Equivalent combination of education and related experience.
Certification/Licensure: Association of Workplace Investigation Certificate Holder AWI-CH, must obtain within 1.5 years after hire date.
The examination process will consist of the following section with each section weighted as indicated:
The examination for Workplace Investigator will consist of a training and experience rating, comprised of the questions in the attached supplemental questionnaire. Not all applicants who meet the minimum qualifications will pass the training and experience rating. The rating on this supplemental questionnaire will depend on your answers to the questions –do not mark “see resume” or “see work history” as a response. Please answer all your questions clearly and completely. Failure to respond could affect your score and final rank on this examination.
Eligible List: The names of all applicants who filed a properly completed application and passed the examination/screening process shall be placed on the eligible list for an employment opportunity as a Workplace Investigator. This list will be certified to the appointing authority which may use this list to conduct interviews to fill a vacancy. Candidates will remain on the list for 30 days or until hired, whichever occurs first. A notice will be sent to applicants at the time the eligible list is posted.
Veteran's Preference: This is a classified position requiring an open, competitive selection process. Veteran's Preference points will be applied after a candidate passes the examination process. Applicants who are eligible for veteran's preference should update their veteran's DD214, and other supporting documents, and submit them as an attachment at the time of application.
Criminal Background Checks: All employment offers are conditioned upon the applicant passing a criminal background check. Convictions are not an automatic bar to employment. Each case is considered on its individual merits and the type of work sought. However, making false statements or withholding information will cause you to be barred from employment, or removed from employment.
E-Verify Participation: Ramsey County participates in the federal E-Verify program. This means that Ramsey County will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Ramsey County is required to give you written instructions and an opportunity to contact DHS and/or the SSA before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9.
Equal Opportunity Employer: Ramsey County provides equal access to employment, programs, and services without regard to race, color, creed, religion, age, sex (except when sex is a Bona Fide Occupational Qualification), disability, familial or marital status, sexual orientation or gender identity, public assistance status, place of residence, political affiliation, or national origin.
Ramsey County is deeply committed to advancing racial equity and promoting diversity and inclusion within all areas of its workforce. The county strives to be equitable, inclusive, transparent, respectful, and impactful in how we serve and engage with residents, as well as Ramsey County employees. Advancing racial equity ensures all people who need access to opportunities and services we provide will receive them. Racial equity is achieved when race can no longer be used to predict life outcomes, and outcomes for all are improved.
