Clarification from the agency

Applicants with status (i.e., current permanent Federal employees in the competitive service and former Federal employees with reinstatement eligibility); those eligible for appointment under special hiring authorities; and veterans eligible for VEOA appointment.

• Oversees staff responsible for the planning, managing, controlling, directing and coordinating of corporate leadership, management, professional, administrative or technical skills programs and projects. Exercises good judgment in structuring and organizing work and setting priorities.
• Collaborates with Assistant Directors from other Sections as well as other CU supervisors, management and with executive leadership throughout the Corporation. Researches, develops or identifies training programs and initiatives geared to develop and enhance FDIC management, leadership, professional and technical skills.
• Establishes unit operational plans, goals and objectives, and adjusts those goals to meet changes in the Corporation's functions or strategies, balancing the interests of clients and readily adjusting to client demands. Closes gaps between current and desired performance for employees in their current positions and develops the Corporation's future management and executive leadership. Presents strategies, reports progress, and participates in discussions with Corporate University Management.
• Evaluates CU programs, develops and implements improvements. Presents materials to management and executives; facilitates discussions and exchanges of ideas. Determines and evaluates application of technology to products, alternate media selection models, alternative mechanisms for roll-outs, and improvement methods to track and manage projects.
• Composes and/or reviews and edits a variety of written material for the CU program. Develops corporate- wide policy recommendations for the unit and section operations.
• Develops and enhances teamwork by working cooperatively within and across internal and external organizational boundaries; engages in cross-functional activities and finds common ground with a wide range of stakeholders to promote and reinforce a corporate perspective.
• Stays abreast of general issues surrounding the bank regulatory environment and FDIC-specific organizational goals and initiatives, trends in learning and development, and management and leadership training and development. Anticipates how issues, goals and initiatives may impact assigned work.
• Supervises staff directly or indirectly through subordinate managers. Provides expert guidance on unusual or major changes in operating policies, practices, or procedures. Advises and assists staff on particularly complex or novel management matters. Creates an environment where supervisor(s) and employees are challenged and encouraged to achieve excellence. Provides leadership in setting the workforce's expected performance levels commensurate with the organization's strategic objectives; inspires, motivates and guides staff toward goal accomplishment. Empowers staff by sharing power and authority.
• Promotes quality through effective use of the Corporation's performance management system; appraises and/or reviews staff accomplishments using developed standards and takes action to reward, counsel and remove employees, as appropriate. Resolves conflicts in a positive and constructive manner. Promotes labor/ management partnerships and deals effectively with employee relations matters related to morale and organizational change issues; and handles administrative and labor management issues. Assesses current and future staffing needs based on organizational goals and budget realities, applies merit principles to develop, select and manage a diverse work force.  
• Ensures that Equal Employment Opportunity (EEO), employee development, employee performance, and other personnel plans, processes, and programs are executed equitably consistent with Corporate policy, legal requirements, and the mission of the CU. Oversees the allocation of financial resources; identifies cost effective approaches; establishes and assures the use of internal controls for financial systems. Manages the budgetary process, including preparing and justifying a budget, operating the budget under organizational procedures and understanding industry standards necessary to ensure appropriate funding levels.

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.

Registration with the Selective Service.

U.S. Citizenship is required.  

Employment Conditions.

High Risk Position - Background Investigation (BI) required.

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 serving in roles that require managing projects/teams or guiding the technical work of others.

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 Experience: Experience collaborating with stakeholders to define shared goals, resolve challenges, and achieve desired result outcomes; AND

Technical Experience 1: Experience in developing training strategies and training development programs; AND

Technical Experience 2: Experience developing and/or modifying policies, procedures, and instructions for managers and employees, as related to an organization's training program.

How you will be evaluated

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

1. 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.
2. If you are found minimally qualified, a Management Rating Panel (MRP) will review your qualifications and experience against pre-established benchmarks. The rating panel will place applications in one of three quality categories, i.e., Best Qualified, Highly Qualified, or Qualified. These category assignments are a measure of the degree in which your background and responses to the assessment questions match the competencies listed below.
3. Top ranked (Best 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.

• Direction Setting
• Strategic Thinking
• Developing Others
• Influencing Others
• Continual Learning
• Organizational Awareness
• Knowledge of instructional systems design and other models, principles or practices.
• Knowledge of adult learning theory and methodology, and their application in managing training.
• Knowledge of systems and application design using performance-centered design attributes.

Your resume will serve as responses to the competencies/KSAs. Only include experience directly relevant to the position.

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.

Failure to provide all of the required documentation as stated in this vacancy announcement may result in an ineligible determination or may affect your consideration status.  Please review the following to determine your eligibility and which document(s) is required to complete your application:

1. Your two (2) page resume showing all relevant work experience (paid and unpaid) including: duties performed; full name and address of the each employer; start and end dates (month/year); work schedule (part-time, full-time, number of hours if intermittent); salary; and any completed education and training (program title, subject area, number of hours completed, and completion date).
2. VETERANS EMPLOYMENT OPPORTUNITY ACT (VEOA) ELIGIBLES AND SPECIAL HIRING AUTHORITIES FOR VETERANS:  If you are applying for consideration under VEOA and special hiring authorities for veterans, click here.  You must submit documentation (e.g., DD-214, VA Letter, SF-15, etc.) to demonstrate veterans’ eligibility.
3. SPECIAL APPOINTING AUTHORITIES FOR PEOPLE WITH DISABILITIES:  If you are applying for consideration under special appointing authorities for people with disabilities, you will be required to provide proof of disability. Your documentation does NOT need to detail your specific disability, medical history, or need for accommodation, however; the letter MUST clearly state that you are eligible for appointment under this authority and that your eligibility is based on a severe physical disability; an intellectual disability; or a psychiatric disability. THE DOCUMENTATION MUST HAVE BEEN OBTAINED FROM: (a). Licensed medical professionals; or (b). State or private vocational rehabilitation specialists; or (c). Any Government agency (e.g., VA, etc.) that issues or provides disability benefits. To view sample Schedule A proof of disability letters, click here, and for more information on this special appointing authority, click here. Please note that employees hired under this Schedule A hiring authority will be required to complete a Standard Form 256 to identify their disability status.
4. CURRENT FEDERAL EMPLOYEES OR REINSTATEMENT ELIGIBLES WITH COMPETITIVE STATUS:  A copy of your most recent SF Form 50, Notification of Personnel Action that shows: (1) permanent or career-conditional tenure (codes 1 or 2, in block 24), and (2) position occupied in the competitive service (code 1, in block 34).  If reinstatement eligible, include your Career/Career conditional SF-50.  To be considered as a non-competitive eligible candidate, the SF-50 must show the highest grade level or full performance level applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying.
5. EXCEPTED SERVICE EMPLOYEES: Your current agency must have an interchange agreement with OPM (for a list of agencies with current interchange agreements please click here); Excepted service appointees without an interchange agreement are eligible to use any other applicable special appointing authorities or must apply under the public non-status announcement for consideration.
6. CURRENT OR FORMER CAREER SES MEMBERS: You are eligible for reinstatement to a competitive service position if you were previously employed under a career or career-conditional appointment prior to the SES appointment. SES members without competitive service career status are eligible to use any other applicable special appointing authorities or must apply under the public non-status announcement for consideration. Both SES and Competitive Service SF-50s must be uploaded as one document to avoid overriding your first attachment or upload one SF-50 under the “SF-50” placeholder and the other under the “other supporting documentation” placeholder. 
7. FDIC EMPLOYEES: If you want to be considered non-competitively include a copy of your SF-50.  The SF-50 must show the highest grade level or full performance level applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying.

Next steps