Clarification from the agency

This position is open to current FDIC permanent employees with competitive status eligibility.

• Leads the FDIC's Office of Minority and Women Inclusion (OMWI) policy and program formulation and execution, directly and through subordinate managers, Affirmative Employment, Special Emphasis, and Diversity, Equity, and Inclusion Programs.
• Advises the OMWI Director on all aspects of the development and articulation of EEO policy positions. In coordination with the OMWI Director, the incumbent will advise the FDIC Chairman on the impact of Section 342 of the Dodd-Frank Act and the Corporation's policies and regulations on minority-owned and women-owned businesses and develop and implement standards and procedures to ensure, to the maximum extent possible, the fair inclusion and utilization of minorities, women, and minority-owned and women-owned businesses in the activities of the Corporation at all levels, including in procurement, insurance, and all types of contracts.
• Develops standards for assessing the diversity, equity, and inclusion policies and practices of entities regulated by the Agency, reporting to Congress on OMWI programs and performance, and recommending termination of contractors who fail to make good-faith efforts to include minorities and women in their workforce.
• Monitors and evaluates the effectiveness of all programs and functions under OMWl's scope of responsibility, including those programs under Section 342 of the Dodd-Frank Act, with a view toward efficient accomplishment of objectives; avoidance of duplication of efforts; maximum utilization of funds and personnel; and successful interaction with related agencies and programs or operations of other organizational elements of the FDIC.
• Consolidates and defends formal budget program requests; provides justifications for major program changes; develops policy and revises activities; assures correct policy and regulatory interpretations on the part of subordinate managers; and ensures the smooth functioning and coordination of all programs under his/her authority.
• Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC; officials of other regulatory agencies; representatives of various financial institutions and private industry. Through this liaison, the incumbent articulates FDIC policies and procedures and gains the continued cooperation and support of top policy-making officials within and outside the FDIC.
• Serves as senior advisor to the Director of OMWI and assists the OMWI Director in providing leadership and direction across the organization by exercising supervisory personnel management authority, through subordinate supervisors, over staff. Ensures that all OMWI programs and operations are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops and implements a system, either directly or through subordinate managers, to evaluate all FDIC EEO, diversity, equity, and inclusion programs and initiatives, including those under Section 342 of the Dodd-Frank Act.
• Provides supervision of office staff. Supervision activities may include: planning, setting priorities and preparing schedules for completion of work; giving advice, counsel or instruction to individual employees on both work and administrative matters; identifying training needs or providing training to subordinate staff; interviewing for vacancies, making selections, initiating formal requests for promotion and other status changes; approving and disapproving leave requests; preparing performance appraisals, establishing performance standards and evaluating employee performance; making recommendations for recognition of outstanding performance of assigned personnel; effecting minor disciplinary actions such as warnings and reprimands, and when necessary recommending specific disciplinary action involving serious offenses; receiving informal and formal complaints from subordinates and resolving those that can be resolved within delegated authority; working with the Division of Administration, Human Resources Branch to assure that all contractual or statutory obligations to labor organizations are met.
• Develops Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, programs, and metrics in compliance with Corporate policy, legal requirements, and the mission of the Division; leads efforts to mature the organization and management of work within area of responsibility; leads diverse groups of employees to: direct work, review outcomes/effectiveness, develop and assess subordinate managers, and promote inclusion.

Conditions of employment

Employment Conditions.

High Risk Position - Background Investigation (BI) required.

Employee may be relocated to any duty location to meet management needs.

This is a temporary assignment for an initial six (6) months, may be extended, cannot exceed five (5) years, and can be made permanent without further competition. The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level permanently.  If temporarily promoted, the temporary assignment may be ended earlier or extended for up to five (5) years based on management’s needs.  It may also be made permanent without further competition. If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year.

At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of the length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum.

Qualifications

To meet the minimum qualifications, applicants must possess the leadership and technical experiences listed below. These qualifications would typically be gained through progressively responsible management or executive-level assignments.

Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic, religious/spiritual; community; student, social). Volunteer work helps build critical competencies, knowledge, skills, and abilities and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

MINIMUM QUALIFICATIONS: All applicants must submit a resume that addresses each minimum qualification experience. Examples should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertook; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action-oriented leadership words to describe your experience and accomplishments and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised). Leadership experiences identified must have been performed in an official supervisory role.

Leadership Experience 1: Experience in overseeing and coordinating the work of organizational units, including assigning work; directing changes to programs and priorities; and evaluating performance against goals; AND

Leadership Experience 2: Experience in managing employee performance and growth, including evaluating employee readiness for successive roles; recognizing accomplishments, providing feedback and development opportunities, and addressing performance/conduct issues; AND

Leadership Experience 3: Experience in overseeing the implementation of and improvements to recruiting, hiring, training, utilization, and succession readiness of staff.

Technical Experience 1: Experience in developing standards for assessing the diversity, equity, and inclusion policies and practices of entities regulated by an Agency; AND

Technical Experience 2: Experience in leading an agencies policy and program formulation and execution.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Your resume will be reviewed, to determine whether you meet the qualification requirements outlined in this announcement. Therefore, it is imperative that your resume contains sufficiently detailed information upon which to make the qualification determination. 

Qualified candidates will be referred to the selecting official for further review and consideration.

The competencies/KSAs you will be assessed on are listed below.

• Advising
• Creativity and Innovation
• Direction Setting
• Interpersonal Relationships
• Leveraging Diversity
• Organizational Awareness
• Planning and Organizing 
• Strategic Thinking
• Knowledge of diversity in management, employment and business activities including procurement and contracting for goods and services supporting Diversity, Equity, and Inclusion (DEI) Programs.
• Knowledge of the interpretation and application of personnel management regulations, DEI programs and practices, and other applicable law and regulations.
• Knowledge of Section 342 of the Dodd-Frank Act and the relevant regulations, policies and procedures.

You do not need to respond separately to these competencies/KSAs. Your resume will serve as a response to the competencies/KSAs. 

Applicants must provide details of the duties performed as they relate to the qualifying experience and competencies/KSAs. Experience must be explicitly stated in the resume as experience not specifically described in the resume cannot be assumed. Resumes that are vague or don't address specific requirements will not receive maximum consideration.