This position is located in the Division of Complex Institution Supervision and Resolution (CISR), Systemic Risk Branch, Policy Sub-branch of the Federal Deposit Insurance Corporation in Washington, D.C. or New York, NY. Salary reflects a pay cap for this position of $300,000. The FDIC Executive Managers (EMs) are in the Federal competitive service and not the Senior Executive Service (SES).

Duties

Advises and assists the Deputy Director in setting priorities and developing FDIC alternative and positions encompassing a wide range of substantive domestic and international public policy issues related to the implementation of the Dodd-Frank Act (DFA) and any subsequent or related legislation by Congress (and any rulemaking by the FDIC or other relevant agencies or international jurisdictions) related to or affecting the FDIC and its resolution planning for large, complex financial institutions LCFIs and financial market utilities (FMUs). Identifies matters impeding orderly resolution planning for LCFIs that create policy considerations. Develops a range of viable alternatives for senior management and the FDIC Board of Directors to consider when weighing the FDIC’s policy response. Establishes and maintains cooperative relationships with directors and staff of other Divisions and Offices within the FDIC, officials of other domestic and international supervisory and regulatory agencies including the OCC, Federal Reserve, and U.S. Treasury Department, the Securities and Exchange Commission, and the Commodity Futures Trading Commission, as well as representatives of financial institutions and the key private sector entities involved in the resolution planning efforts of LCFIs. Represents the FDIC on assigned policy matters pertaining to LCFIs and financial market utilities. Commands expertise over a range of complex and sensitive technical matters, with potentially significant consequences, in the areas of international financial regulatory policy, resolution of a cross-border LCFI, development and evolution of resolution policy and strategies, and furthering international financial regulatory cooperation and dialogue, including through negotiation of Memoranda of Understanding. Serves as a senior FDIC spokesperson on all resolution policy matters related to the largest and most complex financial institutions. Represents the FDIC at internal and external meetings, advisory committees, conferences, and other public fora. Develops speeches and Congressional testimony that conveys the FDIC’s policy positions on matters related to resolution policy for LCFIs. Confers with FDIC officials on the legal aspects of resolution planning, implementation of resolution strategies, FDIC international coordination, and cross-border operations of LCFIs to assess financial risk and protect the deposit insurance fund. Directly manages a senior level staff and will be required to provide matrix management oversight of personnel in other parts of CISR who are engaged in complex analytical work in support of various policy options and alternatives. 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. 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 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 Experience 1: Experience in overseeing and coordinating the work of organizational units directly, 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 directly, 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 implementation of and improvements to recruiting, hiring, training, utilization, and succession readiness of staff. Technical Experience 1: Experience in developing policy related to complex banking and resolution related matters; Technical Experience 2: Experience in leading major policy issues and/or solutions related to an agency's/corporation's banking and resolution activity involving LCFIs;  Technical Experience 3: Experience in contributing to speeches and information, ensuring that information, advice, and/or speech language is adequate for the audience and represents the intended viewpoints and tone;  Technical Experience 4: Experience in leading activities associated with public policy issues confronting an agency/corporation as a result of its resolution-related responsibilities pursuant to DFA and other applicable laws, rules, and regulations. Large and complex banking organizations may be defined as engaging in some combination of commercial banking, investment banking, asset management, and insurance, to include firms whose failure may pose a systemic risk or externality to the financial system as a whole. These risks are intertwined among both insured and uninsured subsidiaries, and the largest and most complex of these organizations often have global footprints and interdependent counterparty relationships with one another that increase their complexity.

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: Chiquita Evans
• Phone: 571-438-3980
• Email: [email protected]