Assistant Regional Director, CM-0570-00 (Dallas, TX)(Temporary Promotion) - Federal Deposit Insurance Corporation

Summary This position is located in the Division of Depositor and Consumer Protection (DCP), Dallas Regional Office of the Federal Deposit Insurance Corporation in Dallas, TX. Multiple selections will be made on a rotational basis. Salary reflects a pay cap for this position of $275,000. Responsibilities The Assistant Regional Director serves as a key member of the DCP's management team for implementing divisional and regional policies and procedures. The incumbent also exercises delegated authority to direct the overall planning and timely execution of the Division’s supervision activities with the region. Conducts supervision functions within the assigned region for the purpose of monitoring, analyzing, and strengthening the consumer protection and Community Reinvestment Act (CRA) programs of insured depository institutions. Supervises the review of examination reports and other correspondence; oversees and participates in the Division’s and Region’s consultation processes; and provides supervisory recommendations to the Regional Director and/or Deputy Regional Director. As delegated by the Regional Director, exercises signature authority over certain reports, applications, correspondence, and administrative documents. Recommends, develops, and implements formal plans and programs designed to correct deficiencies in the operation of insured depository institutions and obtains informal and formal corrective commitments from insured depository institution officials in accordance with delegated authority. Determines the extent of compliance with corrective actions. Initiates and conducts meetings with regulatory authorities and management officials regarding problem insured depository institutions. Maintains cooperative relations and communications with state regulatory agencies, other Federal agencies, and other divisions within the Corporation. Participates in conferences and seminars conducted by the Corporation, regulatory agencies, industry analysts and associations. Communicates with insured depository institution executives and the public. Effectively resolves their questions, complaints, and inquiries regarding laws and regulations. Independently and through subordinate supervisors performs the full range of supervisory duties, including the following: assigning, managing, developing, training, recruiting, and effectively utilizing personnel within the office(s); directing the timely and proper completion of the work assigned; assessing work performance and addressing noted deficiencies through corrective programs; promoting continuing employee development; recommending personnel actions to the Deputy Regional Director and Regional Director, including promotions, awards, reprimands, and disciplinary actions; providing input regarding Field and Regional Office staffing levels and grade distribution; implementing the FDIC's Performance Management Program, including second-level review of appraisals; leading office meetings; and fulfilling labor relations responsibilities. Contributes in determining regional policies and procedures, staffing, and budget. Responsible for various other administrative functions including monitoring adherence to any outstanding labor agreements. Leads and manages organizational changes and proactively provides leadership in support of corporate initiatives. Initiates programs and practices to achieve organizational goals and objectives. Applies initiative and creativity to achieve new and changing work objectives and priorities. Ensures that Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), 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 Division; organizes, coordinates, and manages the work of diverse teams of employees by assigning work, developing employee skills, assessing/monitoring employee performance, and promoting inclusion. Requirements Conditions of Employment Employment Conditions. High Risk - Background Investigation (BI) required. Employee may be relocated to any duty location to meet management needs. This is a temporary assignment opportunity for an initial six (6) months, may be extended, cannot exceed five years, and cannot be made permanent. Multiple selections will be made on a rotational basis. The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level permanently. If temporarily promoted, the temporary assignment may be ended earlier or extended for up to five (5) years based on management’s needs. It also cannot be made permanent. If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office, and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year. At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of the length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum. Qualifications To meet the minimum qualifications, applicants must possess the following leadership and technical experiences. 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, and skills 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, and 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., the number of employees supervised). Leadership Experience: Experience coordinating the work of employees in a work unit, including assigning and evaluating work; setting priorities, timelines, and expectations; and monitoring progress against goals. Leadership Experience: Experience setting performance expectations; assessing employee performance; providing recognition and rewards; providing feedback and development opportunities; addressing performance or conduct issues; and participating in recruitment and hiring activities. Technical Experience: Experience supervising a team of Compliance Examiners that are performing examinations of insured depository institutions relating to consumer protection laws and regulations, Community Reinvestment Act (CRA), and other related enforcement responsibilities involving highly sensitive or complex issues. Selective Placement Factor: Candidates must be a Commissioned Compliance Examiner in the FDIC or another organization with comparable commissioning criteria used by the FDIC’s Division of Depositor and Consumer Protection. Education There is no substitution of education for the experience for this position. Additional Information The five-day notification process does not apply to corporate and executive manager positions. Failure to provide your application documentation (i.e. up-to-date resume) in support of your qualifications for this position by the closing date will limit your ability to receive maximum consideration. Take a moment to ensure that your resume and assessment questionnaire responses reflect the qualifications and eligibility requirements of this position by the closing date. The FDIC-OIG employees are not eligible for temporary assignments (i.e., temporary promotions or details). To read about your rights and responsibilities as an applicant for Federal employment, click here. If selected, you may be required to serve a probationary period. If selected, you may be required to serve a supervisory/managerial probationary period. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement. This position is a Corporate Manager, CM-00, which is equivalent to above the CG/GS-15. This is a recommended minimum Step 9 position. Financial Institution Examiners must maintain the highest personal ethical standards as provided in Part 336 of the FDIC's Rules and Regulations, (Employee Responsibilities and Conduct). Financial Institution Examiners must comply with Section 3201.102 of Supplemental Standards of Ethical Conduct for FDIC Employees (5 CFR Part 3201), which, in part, prohibits them and their immediate families from accepting certain credit from State nonmember banks. All Financial Institution Examiners are prohibited from the following: 1. Obtaining a loan or a line of credit from any insured state nonmember bank or its subsidiaries. Any extensions of credit held by the Examiner, the Examiner's spouse, or any dependent children are direct or indirect extensions of credit to the Examiner. Exceptions: a. Loans for a primary residence are permissible. The Examiner must not participate in any examination of that institution with which he holds the primary residence loan, and a "cooling off" period is required before negotiating a loan for a primary residence from any institution the Examiner has examined. b. No restrictions on obtaining credit cards issued under the same terms and conditions available to the public from an insured state nonmember bank either within or outside of their field office of assignment. 2. Participating in any examination, or other matter, involving an insured depository institution or any person with whom the Examiner has an outstanding loan or line of credit. 3. Performing any service for compensation with any bank, or for any officer, director, or employee thereof, or for any person connected therewith. 4. Disclosing any confidential information from a bank examination report except as authorized by law. 5. Soliciting or accepting any gift from a prohibited source or because of the Examiner's official position.