Program Manager, CG-0340-14 (Temporary Assignment NTE 1 Year) - Military Veterans

This position is located in the Corporate University, Headquarters of the Federal Deposit Insurance Corporation in Arlington, VA and provides support in the areas of providing oversight along with senior management from across FDIC divisions to successfully implement Anti-Harassment Training and link learning outcomes to business needs and the efficient use of FDIC resources.

Develops and formulates strategies and action plans that establish leading practices for training to promote professionalism, accountability, behavioral and cultural change. Analyzes and reviews current training to ensure alignment with corporate policy and industry best practices; interprets and recommends changes to established training to meet performance standards. Coordinates all aspects of the development, implementation, and evaluation of equal opportunity, diversity, and the anti-harassment training programs to include working closely with executive sponsors, senior-level supervisors, and subject matter experts to ensure a comprehensive and effective training strategy and approach that aligns with corporate policies, procedures, and organizational values. Participates as a consultant and office representatives on agency wide committees and working groups in the development, delivery, and identification of required training. Serves as an oversight manager, responsible for managing contracts and/or agreements between the FDIC and contractors or consultants supporting training and development programs. Conducts research, organizational review, and workforce analyses related to workplace diversity, equal opportunity and anti-harassment measures to identify and report on the status of strategic learning objectives to support targeted agency action plans. Prepares and presents management reports evaluating the extent to which policies and programs meet corporate objectives and cost effectiveness. Conducts focus groups and/or other assessments and surveys to evaluate the need for learning and development and to identify and benchmark best practices.

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. Additional qualifications information can be found here. To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the GS/CG-13 grade level or above in the Federal service. Specialized experience is defined as experience providing guidance in the development, implementation, and evaluation of equal opportunity, diversity, and anti-harassment training programs to support the organization’s goal. Applicants must have met the qualification requirements (including selective placement factors – if any) for this position within 30 calendar days of the closing date of this announcement.

Minimum Background Investigation (MBI) required. Completion Of Financial Disclosure May Be Required. THIS IS A TEMPORARY ASSIGNMENT FOR NTE 1 YEARS. 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 on a permanent basis. This assignment may be terminated early or extended based on management’s needs. If temporarily promoted, the temporary promotion cannot exceed five (5) years, nor can it be made permanent. 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. Return Rights: 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. Change in Duty Location: If the duty location of this temporary assignment is different from the employee’s permanent duty location of record, the employee's duty location may be changed to the temporary duty location for the duration of the assignment if the temporary assignment lasts over one (1) year (including extensions beyond the initial appointment).