Summary

This position is located in the Office of Professional Conduct of the Federal Deposit Insurance Corporation.

Salary reflects a pay cap for this position of $315,000.

Duties

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• Provides strategic direction and guidance to ensure the successful implementation of Office of Professional Conduct (OPC) programs. Advises the OPC Director and serves as their proxy to the FDIC Board of Directors on activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of metrics.
• Co-develops and evaluates the short- and long-range planning and implementation of OPC programs. Evaluates OPC policies and programs and provides direction and approval for new and modified policies and procedures. Drafts routine and situational correspondence for broad communication or for highly sensitive cases requiring executive-level action. Conducts presentations to share knowledge of OPC programs and best practices. Advises and consults with executives on OPC matters.
• Coordinates with internal stakeholders to establish policies and procedures that support OPC investigations. Sets expectations for timely and effective legal work in conjunction with disciplinary and other action arising from OPC investigation.
• Serves as a proposing official for disciplinary and adverse actions arising from OPC investigations and findings of interpersonal misconduct, including harassment and retaliation. Determines corrective action arising from OPC investigations and findings of interpersonal misconduct. Ensures disciplinary, adverse, and corrective actions are justified appropriately to withstand legal scrutiny.
• Provides advice and assistance associated with the development and administration of FDIC professional conduct policies and programs. Oversees the legal representation of the FDIC for OPC actions in litigation and in administrative proceedings, including before the Merit Systems Protection Board.
• Justifies and tracks the office budget and execution of funds for the year. Composes formal budget requests and provides documented support and justification for program changes. Reviews and approves recommendations for contracted work and evaluates contractor performance for OPC.
• Represents the FDIC in high-level working groups and develops and delivers presentations on behalf of the FDIC on topics related to OPC. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on OPC topics and issues.
• Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers over OPC staff to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and, evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops employee performance, and other personnel plans, processes, programs, and metrics in compliance with Corporate policy, legal requirements, and the mission of OPC; leads efforts to mature the organization and management of work within area of responsibility; leads groups of employees to: direct work, review outcomes/effectiveness, and develop and assess subordinate managers.

Requirements

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Conditions of employment

2-page Resume Requirement: Please limit your résumé to 2 pages (minimum 10-point font). If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications.

U.S. Citizenship is required.

Registration with the Selective Service.

Employment Conditions.

Bar Membership required.

High-Risk-Critical-Sensitive (CS).

Ability to obtain and maintain a Top-Secret security clearance.

Applicant tentatively selected for the position will be required to submit to urinalysis to screen for illegal drug use prior to appointment and will be subject to random drug tests.

Must be able to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of security clearance may result in the withdrawal of a job offer or removal.

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

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 words to describe your experience and accomplishments and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised).

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

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

Technical Experience 1: Experience providing legal guidance and counsel on the development and modification of policies, programs, and procedures related to employee relations issues including misconduct, harassment, and retaliation for an agency or company; AND

Technical Experience 2: Experience advising management and senior executives on the application of laws, regulations, and policies related to employee misconduct, including harassment or retaliation matters; AND

Technical Experience 3: Experience managing an agency- or company-wide program or function (e.g., an Inspector General's office) for internal administrative investigations and justifying findings for cases involving employee misconduct, harassment, or retaliation.

Basic Qualification Requirement: License to practice before the highest court of a state, territory, commonwealth, or the District of Columbia and in good standing.

Education

There is no substitution of education for the experience for this position.

Additional information

If selected, you may be required to serve a probationary or trial period as applicable to appointment type. During the probationary or trial period, you will be evaluated for fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider:

• your performance and conduct;
• the needs and interests of the agency;
• whether your continued employment would advance organizational goals of the agency or the Government; and
• whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your probationary or trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

If selected, you may be required to serve a supervisory/managerial probationary period.

Evidence of current bar membership in good standing will be confirmed prior to appointment.

This position is in the Excepted Service.

Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement.

FDIC Executive Managers (EM) are in the Federal competitive service and not the Senior Executive Service (SES). As an EM at the FDIC, you will provide executive leadership and managerial direction over substantive activities related to planning, developing, executing, and coordinating the Corporation's programs and policies.

Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office.

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Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

Benefits

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A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.

The FDIC offers comprehensive benefits to its employees. These benefits, some at minimal cost, are some of the best and most competitive in both the private and public sectors. In addition, under FDIC's Group Life Insurance Program, basic life insurance coverage for Executive Managers is automatically equal to 3 times their salary (rounded to the next higher thousand) up to a maximum of $800,000. Executives may also choose from two other lower coverage options. The Corporation pays for the cost of the basic coverage unless employees also elect to be covered under the Federal Employees Group Life Insurance Program (FEGLI). To find out more, click here.

Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.