This position is located in the Office of Equal Employment Opportunity of the Federal Deposit Insurance Corporation in Washington, D.C. The Director, Office of Equal Employment Opportunity reports directly to the FDIC Board of Directors, and provides strategic vision, direction and oversight to FDIC-wide EEO programs, policies and procedures. Salary reflects a pay cap for this position of $310,000.

Duties

Responsible for the development and implementation of Equal Employment Opportunity (EEO) Programs to assure the application and interpretation of Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Age Discrimination in Employment Act of 1967, as amended; the Rehabilitation Act; the Equal Pay Act of 1963; the EEO regulations at 29 C.F.R. Part 1614; MSPB regulations; U.S. OPM and FDIC personnel rules and regulations; and all other applicable EEO and related laws and regulations. Stays abreast of changing legislation and federal regulations regarding EEO in federal employment. Refers misconduct discovered during the EEO process to the Office of Professional Conduct for review and/or referral to other government entities. Oversees and directs the timely processing and effective disposition of the equal opportunity complaint process and training programs. Develops and plans for routine and situational internal correspondence, training, and outreach; develops training plans and programs to promulgate EEO requirements and best practices. Advises and consults with management and staff on EEO requirements, serving as the agency expert on EEO matters. Advises the FDIC Board of Directors on EEO activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of FDIC EEO metrics. Develops overarching EEO strategic plans, internal controls, and implementation strategies for FDIC-wide EEO endeavors. Provides direction and oversight for evaluating EEO programs and processes; oversees development of recommendations and modification to EEO policies and practices to ensure compliance with EEO laws and regulations. Coordinates with managers and staff to implement professional standards and best practices. Develops and directs the retention and categorization of records related to EEO complaints for internal metrics and ad hoc reporting. Consolidates and defends EEO's formal budget program requests; provides justifications for major program changes. Oversees and evaluates contractor activities for the EEO Alternative Dispute Resolution (ADR) process to include informal and formal mediation efforts. Confirms that the terms of resolution agreements are within the scope of law and written with clarity and specificity. Negotiates for resources, as needed, to conduct EEO programs, train EEO Counselors and Specialists, and maintain needed contracts for the FDIC. Establishes and maintains continuing liaison with counterparts within FDIC, officials of other regulatory agencies, and representatives of financial institutions and private industry. Articulates EEO policies and procedures and gains cooperation and support of top policy-making officials within and outside the FDIC on EEO matters. Represents the FDIC on special councils and high level working groups; develops and delivers presentations on behalf of the FDIC. Responds to inquiries and develops reports; responds to and briefs congressional staff and other senior officials on EEO topics and issues. Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; evaluating work performance and providing feedback; identify training and developmental needs for staff; and, hears and resolves grievances or other disputes as appropriate. Coordinates with internal stakeholders to establish policies and procedures that support employees' and managers' physical/psychological safety and wellbeing, and sets expectations for timely and effective complaint filing and processing. Works with the Office of Professional Conduct to develop and implement a personnel support program for individuals who bring a complaint or are the subject of a complaint to understand FDIC policies, procedures, and practices related to complaints, including legal and human resources-related information and counseling services. 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.

Requirements

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 leading the development and modification of equal opportunity policies, programs, and procedures for an agency or company; AND Technical Experience 2: Experience in advising management and senior executives on the application of laws, regulations, and policies related to Equal Employment Opportunity matters; AND Technical Experience 3: Experience in managing an agency’s or company’s Equal Employment Opportunity complaint processing program.

Education

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

Contacts

• Address Federal Deposit Insurance Corporation Human Resources, Executive Resources 3501 Fairfax Dr. Room VS-D3027 Arlington, Virginia 22226 United States
• Name: James Dunn
• Phone: 703-562-2652
• Email: [email protected]