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

Duties

Develops and monitors the short-and long-range planning and implementation of the FDIC's Office of Professional Conduct (OPC) programs. Directs the development and modification of OPC programs, and presents to the Board of Directors for approval. Reviews, approves and promulgates new or modified policies, procedures, and administrative guidance needed for the effective operations of the Office. Oversees the development and modification of the FDIC Code of Workplace Conduct that defines behavior expectations for all FDIC employees. Represents the FDIC in liaison and coordination activities related to OPC programs with stakeholders within and outside the FDIC. Leads negotiations to establish policies and procedures related to employee harassment or other misconduct (e.g., complaints, grievances, and disciplinary actions), or retaliation against employees who report harassment or other misconduct. Provides vision and direction in defining, developing, and modifying employee advocacy and support services programs related to cases of misconduct or retaliation against employees who report misconduct; ensures interoperability of support programs for complainants and the subject of a complaint. Provides executive oversight and advocacy to counseling and support services programs. Conducts and/or serves as second-line approver for highly sensitive or controversial investigations and findings, as well as any administrative proceedings or other legal proceedings arising out of allegations of misconduct or retaliation. Assists in the review and approval of methods for the evaluation and modification of investigation procedures. Ensures investigations are warranted, overseen by the appropriate authority or collaborated with the Office of Investigations or Office of Special Counsel, and that methods and reports are comprehensive and well-documented. Presents and justifies case findings to the Board of Directors on disciplinary actions, as needed. Provides advice and assistance associated with the development and administration of professional conduct policies and programs. Directs and oversees OPC’s legal representation for the Corporation in administrative proceedings before the Merit Systems Protection Board and the Equal Employment Opportunity Commission involving adverse personnel actions. Obtains internal or external legal counsel to address issues covering the range of substantive law relating to the area of labor and employment law. Directs the development of, and monitors reports on, a variety of data including metrics and performance measurements for program progression, internal reporting, discipline administered related to misconduct cases, and other ad hoc requests for information. Presents and promulgates communications and reports to the FDIC workforce on program changes, improvements, and the evaluation of significant metrics to educate and inform the FDIC workforce. 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; and, evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. 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. 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. Leads the development and implementation of 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 managing an agency- or company-wide program or function for internal investigations and justifying findings for cases involving employee misconduct, harassment, and retaliation; AND Technical Experience 2: Experience in supporting and collaborating with an agency- or company-wide program related to employee conduct, including guiding management in the interpretation of policies, regulations, or executive orders.

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]