Chief, Corporate University, CM-0301-00

Full Job Description

These positions serve as Chief, Corporate University in two sections in the Corporate University of the Federal Deposition Insurance Corporation in Washington, D.C.

There are two positions as follows in each section: 1. Leadership Development: 1 position 2. Bank Examination Training Standards: 1 position Salay reflects a pay cap for this position of $277,500.

To meet the minimum qualifications, applicants must possess the leadership and technical experiences listed below.

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, 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: Experience in leading and projects, including consulting with stakeholders, influencing stakeholders, establishing expectations, assigning work, reviewing work products/services, monitoring progress, and providing guidance and feedback to team members.

Technical Experience 1: Experience in developing training strategies and programs to include design, development, and delivery of content that included theories, experiential activities, and a knowledge of competencies.

Technical Experience 2: Experience in developing work processes and systems for development training programs, ensuring accurate and quality work products with operational efficiency which align with organizational goals.

Technical Experience 3: Experience in developing and/or modifying policies, procedures, and instructions for managers and employees, as related to an organization's development training program.

Major Duties:

The incumbent serves as the supervisor over day-to-day operations of a prescribed CU program area, including but not limited to course development and/or maintenance, instructor scheduling, and business, leadership, and/or technical course implementation.

Develops, manages and directs policy, plans, standards and procedures for assigned CU programs.

Participates in course and program evaluation and modifications identified through periodic review; and, facilitates and negotiates changes to CU programs in order to meet and align with overarching CU goals and objectives.

Assists in the planning of program budget and monitors budget execution. Provides oversight for CU contracts, as necessary, and coordinates contractor performance.

Manages the activities of a CU learning program, including the development, administration and/or delivery of training and development programs.

Facilitates and reviews the work of course developers, administrators, trainers and/or participants in order to evaluate effectiveness of program(s) and develop improvements.

Develops, coaches, and trains HQ and regional training contacts as needed to assist in CU development programs.

Develops a network of specialists across the FDIC to leverage in CU endeavors; actively seeks and recruits experts that can be leveraged in training programs.

Develops and enhances teamwork by working cooperatively within and across internal and external organizational boundaries; engages in cross- functional activities and finds common ground with a wide range of stakeholders to promote and reinforce a corporate perspective.

Attends conferences and meetings with representatives of higher echelons, elements of proponent schools, staff and operating elements of the organization, on such matters as planning future courses of computer, web-based, virtual and gaming training simulations training development and delivery, and personnel requirements, coordinating related interests and responsibilities on specific sustainment projects, and briefings on activities.

Advises Assistant Director(s) on new and emerging challenges, conducts special studies, and proposes options and alternatives for the FDIC.

Facilitates significant customer-driven, results-oriented quality improvement activities in support of the various employee development and engagement strategies, as appropriate, across the FDIC.

Provides guidance and instruction while assuring team(s) use an organized, structured, and robust procedural methodology to provide recommendations, solutions, and process controls.

Responsible for analysis, facilitation, reporting, and providing recommendations for improving quality, training, reducing costs, and establishing appropriate process metrics and process controls.

Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees.

Develops performance standards and evaluates work performance of subordinates. Gives advice, counsel, or instruction to employees on both work and administrative matters.

Interviews candidates for positions in the unit and recommends selection.

Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager.

Effects minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases.

Identifies developmental and training needs of employees, providing or arranging for needed development and training. Finds ways to improve production or increase the quality of the work directed.

Ensures that Equal Employment Opportunity (EEO), 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.