Chief Human Capital Officer (CHCO), EM-0201-00 (UPDATED INFORMATION)

About the role

This position is located in the Chief Operating Officer Organization, Office of Human Resources of the Federal Deposit Insurance Corporation in Washington, D.C. Salary reflects a pay cap for this position of $315,000. This is a Schedule Policy/Career position in the Excepted Service. Please see the ‘Conditions of Employment' section for more information.

What you will do

• Plans, develops, negotiates, administers, and evaluates human resources (HR) management policies, procedures, and programs for the Corporation.
• Principal programs include recruitment and placement, position management and classification, workforce planning, compensation, employee benefits, performance management, work-life, and human resource management systems development and administration.
• Serves as a consultant and advisor to senior management on human resource management matters.
• Ensures that FDIC's human resources goals address aligning human resources with current and projected workload priorities; maintains and develops a highly skilled workforce; and continues to advance goals and strategies that demonstrate commitment to a fair work environment.
• Provides leadership and direction to assigned staff, which encompasses the full range of managerial responsibilities.
• Monitors and evaluates program effectiveness with a view toward efficient accomplishment of objectives, avoidance of duplication of effort, maximum utilization of funds and personnel, and successful interaction with related programs or operations of other organizational elements within the Corporation.
• Ensures that human resource management programs are consistent with corporate policy and applicable laws, rules and regulations.
• Establishes objectives and goals in support of the FDIC's strategic plan, and the HR strategic plan.
• Develops short- and long-term plans; establishes priorities for the organization.
• Represents the FDIC on external councils and committees, such as the Small Agency Human Resources Council and serves as the FDIC Chair of the Human Capital Leadership Council (HCLC) in order to engage senior leadership across FDIC in workforce strategy and policy decisions.
• 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 actions.
• Hears and resolves grievances or other disputes as appropriate.
• Makes or reviews personnel decisions regarding hiring, promotions, adverse actions, etc. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.

Requirements

• Please limit your résumé to 2 pages (minimum 10-point font).
• If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications.
• Registration with the Selective Service. U.S. Citizenship is required.
• Top Secret/Sensitive Compartmented Information (SCI)/ Special Sensitive Background Investigation (SSBI) required.
• Ability to obtain and maintain a Top-Secret/Special Compartmented Information (TS/SCI) 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.
• As a condition of employment for accepting this position, you will be serving in a position in Schedule Policy/Career of the excepted service.
• You will obtain competitive status after two years of service in this position [if applicable].
• Your employment in this position will be at-will.
• Merit Systems Protection Board (MSPB) appeals of adverse actions concerning performance, discipline, and other matters arising under chapters 23, 43, and 75 of title 5, United States Code will not be available to an individual serving in this position.
• Prohibitions on prohibited personnel practices will be enforced by the Office of General Counsel [or agency equivalent position] and not the Office of Special Counsel.

Education

There is no substitution of education for the experience for this position.

How you will be evaluated

Your resume will be reviewed, to determine whether you meet the qualification requirements outlined in this announcement. Therefore, it is imperative that your resume contains sufficiently detailed information upon which to make the qualification determination.

If you are found minimally qualified, a Management Rating Panel (MRP) will review your qualifications and experience against pre-established benchmarks. The rating panel will place applications in one of three quality categories, i.e., Best Qualified, Highly Qualified, or Qualified.

These category assignments are a measure of the degree in which your background and responses to the assessment questions match the competencies listed below. Top ranked (Best Qualified) candidates will be referred to the selecting official for further review and consideration. The competencies/KSAs you will be assessed on are listed below.

Change Management Direction Setting Organizational Stewardship Strategic Thinking HR Management Advising Knowledge of a wide variety of human resources laws, regulations, policies and procedures associated with broad HR programs, such as staffing, classification, benefits, labor and employee relations, performance and compensation, worklife programs, and/or HR information systems; sufficient to advise executive leadership on HR requirements and/or flexibilities, direct and develop a wide variety of HR efforts, and/or communicate complex HR programs to a large audience.

Knowledge and understanding of strategic human capital planning and development sufficient to lead and advise on complex organizational changes, conduction succession planning for large organizations or agencies, and develop long-term plans for professional development and/or program development. You do not need to respond separately to these competencies/KSAs.

Your resume will serve as responses to the competencies/KSAs.

Applicants must provide details of the duties performed as they relate to the qualifying experience and competencies/KSAs.

Experience must be explicitly stated in the resume as experience not specifically described in the resume cannot be assumed. Resumes that are vague or don't address specific requirements will not receive maximum consideration. You may preview questions for this vacancy.

Documents you must provide

• If you are applying under any special hiring authority, you MUST submit proof of eligibility with your application.
• Failure to provide all of the required documentation as stated in this vacancy announcement may result in an ineligible determination or may affect your consideration status.
• Please review the following to determine your eligibility and which document(s) is required to complete your application: 2-page Resume Requirement: Please limit your résumé to 2 pages (minimum 10-point font).
• If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications.
• VETERANS EMPLOYMENT OPPORTUNITY ACT (VEOA) ELIGIBLES AND SPECIAL HIRING AUTHORITIES FOR VETERANS: If you are applying for consideration under VEOA and special hiring authorities for veterans, click here.
• You must submit documentation (e.g., DD-214, VA Letter, SF-15, etc.) to demonstrate veterans' eligibility.
• SPECIAL APPOINTING AUTHORITIES FOR PEOPLE WITH DISABILITIES, i.e., SCHEDULE A: If you are applying for consideration under special appointing authorities for people with disabilities, you will be required to provide proof of disability documentation to specify that you are a person who (1) has a severe physical disability; (2) an intellectual disability; or (3) a psychiatric disability.
• The documentation does NOT need to detail your specific disability, medical history, or need for accommodation; however, the letter MUST clearly state that you are eligible for appointment under this authority and that your eligibility is based on a severe physical disability; an intellectual disability; or a psychiatric disability.
• THE DOCUMENTATION MUST HAVE BEEN OBTAINED FROM: (a).
• Licensed medical professionals; or (b).
• State or private vocational rehabilitation specialists; or (c).
• Any Government agency (e.g., VA, etc.) that issues or provides disability benefit.
• THE DOCUMENTATION MUST INCLUDE: a statement that you are eligible based on one of the following: severe physical disability, an intellectual disability, or a psychiatric disability.
• To view sample Schedule A proof of disability letters, click here, and for more information on this special appointing authority, click here.
• Please note that employees hired under this Schedule A hiring authority will be required to complete a Standard Form 256 to identify their disability status.
• CURRENT FEDERAL EMPLOYEES OR REINSTATEMENT ELIGIBLES WITH COMPETITIVE STATUS: A copy of your most recent SF Form 50, Notification of Personnel Action, that shows: (1) permanent or career-conditional tenure (codes 1 or 2, in block 24); and (2) position occupied in the competitive service (code 1, in block 34), and the pay plan, series, grade, and salary for the position you are relying upon to be considered for this position.
• If reinstatement eligible, include your Career/Career-Conditional SF-50.
• To be considered as a noncompetitive eligible candidate, the SF-50 must show the highest grade level or full performance level the applicant has attained competitively permanently, and the grade must be equivalent or higher than the grade for which applying.
• CURRENT OR FORMER CAREER SES MEMBERS: You are eligible to apply.
• FDIC EMPLOYEES: If you want to be considered non-competitively, include a copy of your SF-50.
• The SF-50 must show the highest grade level or full performance level the applicant has attained competitively and permanently, and the grade must be equivalent to or higher than the grade for which applying.

Benefits

The FDIC offers comprehensive benefits to its employees. These benefits, some at minimal cost, are some of the best and most competitive in both the private and public sectors.

In addition, under FDIC's Group Life Insurance Program, basic life insurance coverage for Executive Managers is automatically equal to 3 times their salary (rounded to the next higher thousand) up to a maximum of $800,000. Executives may also choose from two other lower coverage options.

The Corporation pays for the cost of the basic coverage unless employees also elect to be covered under the Federal Employees Group Life Insurance Program (FEGLI). To find out more, click here.

What to expect next

You may check the status of your application on-line 24 hours a day, 7 days a week through USAJOBS by signing in and selecting "Application Status." Thank you for your interest in working for the Federal Deposit Insurance Corporation.

The Fair Chance Act prohibits inquiries concerning an applicant's criminal history information unless the hiring agency has made a conditional (tentative) offer of employment to the applicant.

An applicant may submit a complaint, or any other information, to the agency within 30 calendar days of the date of alleged non-compliance by contacting the Federal Deposit Insurance Corporation's Human Resources Staffing Policy and Accountability team at *** For more information go to FDIC Fair Chance to Compete for Jobs Act.

Additional information

To read about your rights and responsibilities as an applicant for Federal employment, click here. This position is in the Excepted Service. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement.

FDIC Executive Managers (EM) are not in the Senior Executive Service (SES). Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees.

If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office.