Deputy Director, Office of Professional Conduct (OPC), EM-0905-00 (Attorneys) - Military Veterans

This position is located in the Office of Professional Conduct of the Federal Deposit Insurance Corporation in Washington, D.C. Salary reflects a pay cap for this position of $310,000.

Co-develops and evaluates the short- and long-range planning and implementation of the FDIC's OPC programs. Evaluates the OPC's policies and programs and provides direction and approval for new and modified policies and procedures. Provides strategic direction and broad guidance in the fulfillment of OPC programs. Recommends, reviews, and approves of changes to the attorney actions and litigations processes and training programs. Drafts routine and situational correspondence for broad communication or for highly sensitive cases requiring executive-level action. Conducts presentations to share knowledge of OPC programs and best practices. Advises and consults with executives on OPC matters. Advises the OPC Director and serves as their proxy to the FDIC Board of Directors on activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of metrics. Coordinates with stakeholders to establish policies and procedures that provide for a fair and impartial disciplinary process. Serves as proposing and deciding official for disciplinary and adverse actions arising from OPC investigations and findings of misconduct, harassment and retaliation. Determines corrective action arising from OPC investigations and findings of misconduct. Ensures disciplinary, adverse, and corrective actions are justified appropriately to withstand legal scrutiny. Provides advice and assistance associated with the development and administration of professional conduct policies and programs. Oversees the legal representation of the FDIC on OPC actions in litigation and administrative proceedings, including before the Merit Systems Protection Board and the Equal Employment Opportunity Commission. Justifies and tracks the office budget and execution of funds for the year. Composes formal budget requests and provides documented support and justification for program changes. Reviews and approves recommendations for contracted work and reviews contractor performance for the OPC. Negotiates for resources, as needed, to conduct OPC programs and maintain needed contracts for the FDIC. 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. Represents the FDIC on high level working groups and develops and delivers presentations on behalf of the FDIC on topics related to OPC. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on OPC 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; 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. Performs other duties as assigned.

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, 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, 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 overseeing and coordinating the work of organizational units directly and indirectly through subordinate supervisors, including assigning work; directing changes to programs and priorities; and evaluating performance against goals; AND Leadership Experience 2: Experience managing employee performance and growth directly and indirectly through subordinate supervisors, including evaluating employee readiness for successive roles; recognizing accomplishments, providing feedback and development opportunities, and addressing performance/conduct issues; AND Leadership Experience 3: Experience overseeing the implementation of and improvements to recruiting, hiring, training, utilization, and succession readiness of staff. Technical Experience 1: Experience providing legal guidance and counsel on the development and modification of policies, programs, and procedures related to employee relations issues including misconduct, harassment and retaliation for an agency or company; AND Technical Experience 2: Experience advising management and senior executives on the application of laws, regulations, and policies related to employee misconduct, employment relations, and retaliation matters; AND Technical Experience 3: Experience managing an agency- or company-wide program or function (e.g., an Inspector General's office) for internal investigations and justifying findings for cases involving employee misconduct, harassment, and retaliation. Basic Qualification Requirement: License to practice before the highest court of a state, territory, commonwealth, or the District of Columbia and in good standing.

Registration with the Selective Service. U.S. Citizenship is required. Bar Membership is required. Employment Conditions. High-Risk-Critical Sensitive (CS). Ability to obtain and maintain a Top-Secret security clearance. Applicant tentatively selected for this position will be required to submit to urinalysis to screen for illegal drug use prior to appointment and will be subject to random drug tests. Must be able to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of security clearance may result in the withdrawal of a job offer or removal. Employee may be relocated to any duty location to meet management needs.