This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/job/590228900. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.
Serves as an advisor to the Supervisory Diversity and Inclusion Specialist and OMWI leadership on the implementation and direction of policies and programs pertaining to FHFA's diversity and inclusion (D & I) initiatives. Serves as the subject matter expert on the development and application of internal, external, procurement diversity and inclusion efforts D&I policy planning and program development.
Learn more about this agency01/25/2021 to 06/10/2021
$127,968 - $217,546 per year
EL 14
1 vacancy in the following location:
Yes—as determined by the agency policy.
Occasional travel - You may be expected to travel for this position.
No
Permanent
Full-Time
Competitive
14
No
No
OMWI-21-04
590228900
Federal employees who meet the definition of a "surplus" or "displaced" employee.
Current or former competitive service federal employees.
Status Candidates (Merit Promotion and VEOA Eligibles)
D&I Policy Development and Assessment
Manages the implementation of all D&I policies, programs, and standards, that address and advance both the agency's and the regulated entities' diversity and inclusion programs. In coordination with the OMWI Director and Principal Advisor, contributes to establishing the direction and management of D&I policy for FHFA and the regulated entities across the full complement of human capital, talent management, and contracting and procurement programs.
Applies knowledge of Section 1116(f) of the Housing and Economic Reform Act of 2008 (HERA) and Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank) to the implementation of both internal and external D&I programs, policies, and guidance materials. Provides review and editorial guidance on D&I documents requiring interpretation and application of D&I policies, rules and regulations; from an operational standpoint, contributes to the development of D&I policies, standards, guidance, requests for information, legislative responses, and advisory bulletins.
Executes the D&I program initiatives of the agency and the regulated entities to ensure policies support diversity and inclusion goals, objectives, and established metrics; provides senior-level review of the application and effectiveness of GSE D&I programs.
Furnishes guidance and makes recommendations on D&I technical issues, working closely with the Office of Human Resources Management (OHRM), the Office of General Counsel (OGC), and other agency stakeholders to resolve disputes and to ensure agency programs do not negatively impact protected classes.
Consults with and advises agency partners on how to measure and analyze diversity and inclusion progress at the regulated entities and within FHFA program offices, including how to identify areas of strength, areas for improvement, and concrete action steps; proactively recommends alternative approaches to overcome challenges and seek out new D&I opportunities.
Assists in the development of new programs and initiatives that expand the scope, impact, and leverage of both short-and long-term diversity and inclusion efforts.
D&I Outreach and Metrics
Provides review and advice on all D&I reports, analytical assessments, and presentations; evaluates recommendations for identifying organizational D&I gaps and for connecting workforce metrics to organizational accountabilities.
Operationally leads D&I outreach and education efforts and builds high-level strategies to train and develop the workforce regarding diversity management principles; applies expertise to the evaluation of D&I training and development program effectiveness.
Reviews Special Emphasis Program strategies to ensure they support and are aligned with the agency's diversity and inclusion goals and objectives.
Uses defined metrics and measures to review agency organizational systems, policies and practices; ensures diversity and inclusion management is integrated in workplace, talent management, and contracting and procurement programs, and services across the agency and the regulated entities.
Establishes relationships with D&I representatives at Fannie Mae, Freddie Mac, and at each of the Federal Home Loan Banks; works to expand the understanding of D&I issues, developments, and accountabilities across all stakeholder relationships.
Participates in work groups, task forces, and special projects and studies critical to the effective application of D&I policies and the resolution of operational issues and problems.
Supplier Diversity
Manages supplier diversity procurement programs and practices in a way which encourages the use of minority-owned, women owned, veteran owned, LGBT-owned, service disable veteran owned, historically underutilized business, and Small Business Administration -defined small business concerns as suppliers.
This job does not have an education qualification requirement.
If you are a veteran with preference eligibility and are claiming 5-points veterans' preference, you must submit a copy of your DD-214 or other proof of eligibility. If you are claiming 10-point veterans' preference, you must also submit an SF-15, "Application for 10-Point Veterans' Preference" plus the proof required by that form. For more information on veterans' preference visit: https://www.usajobs.gov/Veterans.
Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx).
Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; (2) be rated well-qualified for the position with a score of 90 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: http://www.opm.gov/rif/employee_guides/career_transition.asp.
FHFA is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment regardless of race, color, religion, gender (including pregnancy, sexual orientation, and gender identity), national origin, disability (physical or mental), age (40 years of age or over), genetic information, parental status, marital status, prior protected EEO activity, political affiliation, or other non-merit factors.
REASONABLE ACCOMODATION:
FHFA provides reasonable accommodations to applicants with disabilities, except when doing so would pose an undue hardship on the Agency. If you need a reasonable accommodation for any part of the application and hiring process, please notify FHFA at (202) 649-3963. The Agency's decision on granting a reasonable accommodation will be made on a case-by-case basis.
Ethics: FHFA employees are subject to government-wide ethical standards of conduct, financial disclosure requirements, and post-employment prohibitions. In addition, certain FHFA employees are prohibited from accepting compensation from Fannie Mae and Freddie Mac for a two-year period after terminating employment with FHFA. Furthermore, to avoid financial conflicts-of interest or the appearance of conflicts-of-interest, FHFA employees may need to divest or sell certain assets they, their spouse, or minor children own or control, including securities issued by Fannie Mae, Freddie Mac, or the Federal Home Loan Banks. Employees who work on Federal Home Loan Bank issues may need to sell or divest financial interests with any of the Federal Home Loan Bank members, which may include stock in bank holding companies, insurance companies, and other financial services firms. Questions regarding these requirements and prohibitions should be directed to the Office of General Counsel at (202) 649-3088.
Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements:
You will be evaluated for this job based on how well you meet the qualifications above.
You will be rated based on your responses to the job specific questionnaire and assigned a score ranging from 70 to 100 points. The top ten candidates, and those tied for the tenth spot, will be referred for selection. All qualified non-competitive applicants will be referred.
Competencies:
Diversity & Inclusion
Planning and Evaluating
Oral and Written Communication
Performance Measurement
To preview the assessment questionnaire: https://apply.usastaffing.gov/ViewQuestionnaire/11009066
All of the information you provide will be verified by a review of the work experience and/or education as shown on your application forms, by checking references or through other means, such as the interview process. This verification could occur at any stage of the application process. Any exaggeration of your experience, false statements, or attempts to conceal information may be grounds for rating you ineligible.
To apply for this position, you must submit a complete Application Package which includes:
1. Your resume showing hours worked per week, dates of employment and duties performed.
2. It is strongly recommended that status candidates submit an SF 50 showing highest grade held on a permanent basis in the competitive service.
3. Other supporting documents:
To apply for this position, you must complete the online application and submit the documentation specified in the Required Documents section below.
A complete application package must be submitted by 11:59 PM (EST) on 02/01/2021 to receive consideration.
To verify the status of your application, log into your USAJOBS account (https://my.usajobs.gov/Account/Login), all of your applications will appear on the Welcome screen. The Application Status will appear along with the date your application was last updated. For information on what each Application Status means, visit: https://www.usajobs.gov/Help/how-to/application/status/.
If you are unable to apply online, you must request an alternative application which is available from the Human Resources Office. Please contact Janice Obeido at janice.obeido@fhfa.gov or (202) 649-3742 to obtain an alternative application.
After all application packages have been received, we will review your materials to ensure you meet the basic qualification requirements. We will evaluate each applicant who meets the basic qualifications on the information provided in his/her resume and the completed Occupational Questionnaire. Applicants deemed best-qualified may be contacted for an interview. We anticipate making a final job offer for this position within 45 days after the deadline for applications. All candidates will be notified of the final disposition.
***There is currently one vacancy available. However, should additional vacancies become available within three months from the opening date of this announcement, eligible applicants for this position may be referred for consideration for the additional position(s).
The Federal hiring process is set up to be fair and transparent. Please read the following guidance.
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/job/590228900. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.
Learn more about
The Federal Housing Finance Agency's mission is to ensure that the housing Government Sponsored Enterprises (GSEs) operate in a safe and sound manner so that they serve as a reliable source of liquidity and funding for housing finance and community investment.
Office of Minority and Women Inclusion Overview
FHFA's Office of Minority and Women Inclusion (OMWI) was established in accordance with Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank Act). OMWI is responsible for leading the Agency's efforts to advance diversity and inclusion (D&I) in all its business and employment activities, including developing standards for the racial, ethnic, and gender diversity of the Agency's workforce, and increasing within FHFA the participation of minority- and women-owned businesses. OMWI is also responsible for overseeing the diversity policies and programs of the entities it regulates in all their business and activities. OMWI strives not only to meet its statutory requirements, but also to foster a work environment that leverages diverse perspectives and encourages collaborative approaches to achieve mission and business success.