Analyst 2, Employee Misconduct Reporting and Compliance

Job Description

The Analyst 2, Employee Misconduct Reporting and Compliance, is primarily responsible for the district's timely and accurate reporting of alleged employee misconduct to the Texas Education Agency and State Board for Educator Certification. The role receives and reviews documentation, tracks statutory deadlines, prepares and submits reports through the Misconduct Reporting Portal, maintains complete case records, and coordinates with Human Resources, Legal Services, campus leaders, law enforcement, and other departments to promote compliance with Texas Education Code Chapter 22A and related requirements. Because reporting deadlines may extend beyond normal business hours, the position must be available to respond to time-sensitive matters in the evenings, on weekends, and on holidays, as needed. The position also supports other Employee Relations responsibilities as assigned.

EDUCATION

Bachelor''s degree in human resources, public administration, business administration, criminal justice, education, compliance, or a related field

WORK EXPERIENCE

Minimum of 1-3 years of experience in human resources, employee relations, compliance, investigations, educator certification, case management, or a related field

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Software

Microsoft Office

Equipment

Office equipment (e.g., computer, copier)

• Working knowledge of Texas public-school employee misconduct reporting requirements, including Texas Education Code Chapter 22A, Texas Family Code Chapter 261, and applicable TEA and SBEC rules and guidance, with the ability to recognize potential reporting triggers, apply established protocols, and promptly escalate matters requiring legal or leadership review.
• Exceptional organizational, time-management, and attention-to-detail skills, with the ability to manage multiple urgent matters and statutory deadlines measured in hours while maintaining accurate tracking and documentation.
• Ability and willingness to respond to urgent reporting matters outside normal business hours, including evenings, weekends, and holidays, as necessary to meet statutory deadlines.
• Flexibility and willingness to support other Employee Relations, compliance, and department priorities as assigned.
• Experience reviewing allegations, investigative records, criminal-history information, correspondence, and supporting evidence for completeness and accuracy.
• Strong case-management, reconciliation, and records-control skills.
• Ability to exercise sound judgment while working with sensitive and confidential student and employee information.
• Strong written communication skills and the ability to prepare concise, fact-based reports without unsupported conclusions.
• Strong interpersonal skills and the ability to coordinate effectively with campus leaders, Human Resources, attorneys, investigators, law enforcement, and regulatory agencies.
• Proficiency in Microsoft Excel, Word, Outlook, SharePoint, and case-management or workflow systems.
• Ability to analyze data, identify trends and control gaps, and develop clear dashboards or compliance reports.
• Ability to work independently, maintain composure in high-risk situations, and seek guidance when facts or legal requirements are unclear.
• Experience in a Texas public school district, TEA/SBEC misconduct reporting, employee investigations, or regulatory compliance is preferred.

LEADERSHIP RESPONSIBILITIES

Level 1-No supervisory responsibilities. May provide occasional work guidance, technical advice, and training to staff.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work involves applying complex and evolving legal, regulatory, and district requirements to sensitive, fact-specific matters. Independent judgment is required to organize information, identify potential reporting triggers, prioritize urgent actions, and escalate questions. Final legal determinations and reporting decisions remain subject to review by designated leadership and Legal Services.

BUDGET AUTHORITY

No budget development activity is required.

PROBLEM SOLVING

Decisions involve routine and non-routine compliance matters with limited time for action. The position is expected to identify incomplete or inconsistent information, resolve process issues, recommend controls, and escalate matters that pose legal, safety, or reputational risks.

IMPACT OF DECISIONS

Decisions and work products may affect student safety, employee due process, educator certification, district compliance, and legal exposure. Errors or missed deadlines may result in regulatory sanctions, administrative penalties, delayed investigations, or other significant consequences. Work is subject to review and must be thoroughly documented.

COMMUNICATION/INTERACTIONS

Information sharing and coordination - gives and receives sensitive factual, procedural, and technical information; requests records; explains reporting requirements; and communicates deadlines and case status. Interactions include campus leaders, Human Resources, Legal Services, district departments, service providers, TEA, SBEC, DFPS, and law enforcement, as appropriate.

CUSTOMER RELATIONSHIPS

Provides timely, accurate, and confidential support to internal stakeholders. Follows through on requests, communicates required actions and deadlines, and promptly refers legal interpretations, disputed facts, and other complex matters to the appropriate level for resolution.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment that does not subject the employee to hazardous or unpleasant elements. The role requires flexibility to respond to urgent or time-sensitive matters outside routine business hours, including evenings, weekends, and holidays, as necessary to meet reporting deadlines. Ability to carry and/or lift less than 15 pounds.

1. Receive, log, and conduct an initial administrative review of allegations and supporting information involving employee or service provider misconduct with a student or minor.

2. Identify matters that may trigger reporting under Texas Education Code Chapter 22A or other applicable requirements and immediately escalate questions or time-sensitive matters to designated Human Resources leadership and Legal Services, including on weekends and holidays when the district may otherwise be closed

3. Track the date and time district or campus leadership becomes aware of evidence and monitor and meet all applicable reporting deadlines, including the 48-hour timelines for principal and superintendent reporting, including on weekends and holidays when the district may otherwise be closed

4. Prepare accurate misconduct reports and supporting documentation for review and authorized submission to TEA or SBEC through the Misconduct Reporting Portal, including on weekends and holidays when the district may otherwise be closed.

5. Distinguish and track separate reporting pathways, including reports to TEA or SBEC and mandatory reports of suspected child abuse or neglect to DFPS or an authorized law enforcement agency.

6. Maintain a secure, centralized case-management log documenting allegations, evidence received, responsible parties, required actions, approvals, submission confirmations, supplemental reports, and final disposition.

7. Review case files for completeness, consistency, and required information; promptly obtain missing documents or clarification from campuses, departments, service providers, and other stakeholders.

8. Coordinate with Employee Relations, Legal Services, Talent, Risk Management, campus administration, police or external law enforcement, and other offices while preserving confidentiality and appropriate information access.

9. Monitor investigations through completion when required, regardless of an employee''s resignation, termination, or cessation of services, and ensure supplemental information is reported when appropriate.

10. Support required notifications to the employee, governing body, parents or guardians, and other parties, as directed and in accordance with law and district policy.

11. Conduct routine reconciliations and quality-control reviews to confirm that reportable matters were submitted timely, accurately, and through the required channel.

12. Develop dashboards and recurring compliance reports showing case volume, reporting timeliness, outstanding actions, trends, and potential areas of risk without compromising confidential information.

13. Maintain current knowledge of TEA and SBEC rules, guidance, portal procedures, district policy, and legislative changes affecting employee misconduct and child-abuse reporting.

14. Develop job aids, intake forms, checklists, standard operating procedures, and training materials for principals, Human Resources staff, and designated reporting personnel.

15. Provide technical assistance and training regarding reporting triggers, evidence preservation, escalation protocols, confidentiality, documentation standards, and submission procedures.

16. Assist with internal audits, TEA or SBEC requests, subpoenas, public information coordination, and other compliance reviews by locating and organizing responsive records.

17. Recommend process improvements, system controls, and escalation procedures that reduce missed deadlines, incomplete submissions, duplicate reporting, and gaps in documentation.

18. Handle highly sensitive student, employee, criminal-history, medical, and investigative information with discretion and in accordance with applicable privacy and records-retention requirements.

19. Other duties as assigned. (Note: No additional information is needed in this text box.)

20. Receive, log, and conduct an initial administrative review of allegations and supporting information involving employee or service provider misconduct with a student or minor.

21. Identify matters that may trigger reporting under Texas Education Code Chapter 22A or other applicable requirements and immediately escalate questions or time-sensitive matters to designated Human Resources leadership and Legal Services, including on weekends and holidays when the district may otherwise be closed

22. Track the date and time district or campus leadership becomes aware of evidence and monitor and meet all applicable reporting deadlines, including the 48-hour timelines for principal and superintendent reporting, including on weekends and holidays when the district may otherwise be closed

23. Prepare accurate misconduct reports and supporting documentation for review and authorized submission to TEA or SBEC through the Misconduct Reporting Portal, including on weekends and holidays when the district may otherwise be closed.

24. Distinguish and track separate reporting pathways, including reports to TEA or SBEC and mandatory reports of suspected child abuse or neglect to DFPS or an authorized law enforcement agency.

25. Maintain a secure, centralized case-management log documenting allegations, evidence received, responsible parties, required actions, approvals, submission confirmations, supplemental reports, and final disposition.

26. Review case files for completeness, consistency, and required information; promptly obtain missing documents or clarification from campuses, departments, service providers, and other stakeholders.

27. Coordinate with Employee Relations, Legal Services, Talent, Risk Management, campus administration, police or external law enforcement, and other offices while preserving confidentiality and appropriate information access.

28. Monitor investigations through completion when required, regardless of an employee''s resignation, termination, or cessation of services, and ensure supplemental information is reported when appropriate.

29. Support required notifications to the employee, governing body, parents or guardians, and other parties, as directed and in accordance with law and district policy.

30. Conduct routine reconciliations and quality-control reviews to confirm that reportable matters were submitted timely, accurately, and through the required channel.

31. Develop dashboards and recurring compliance reports showing case volume, reporting timeliness, outstanding actions, trends, and potential areas of risk without compromising confidential information.

32. Maintain current knowledge of TEA and SBEC rules, guidance, portal procedures, district policy, and legislative changes affecting employee misconduct and child-abuse reporting.

33. Develop job aids, intake forms, checklists, standard operating procedures, and training materials for principals, Human Resources staff, and designated reporting personnel.

34. Provide technical assistance and training regarding reporting triggers, evidence preservation, escalation protocols, confidentiality, documentation standards, and submission procedures.

35. Assist with internal audits, TEA or SBEC requests, subpoenas, public information coordination, and other compliance reviews by locating and organizing responsive records.

36. Recommend process improvements, system controls, and escalation procedures that reduce missed deadlines, incomplete submissions, duplicate reporting, and gaps in documentation.

37. Handle highly sensitive student, employee, criminal-history, medical, and investigative information with discretion and in accordance with applicable privacy and records-retention requirements.

38. Other duties as assigned. (Note: No additional information is needed in this text box.)