Search result for all job vacancies on Jobstore

Federal Deposit Insurance Corporation

Assistant Director, Policy and Training, CM-0905-00

Full-time

Washington, District of C...

Sales / Marketing

9 hours ago

Oversees attorneys providing legal advice and assistance to OPC investi.....

Oversees attorneys providing legal advice and assistance to OPC investigators, reviewing investigative work-product, and preparing reports of investigation and recommendations, including for disciplinary action.
Provides overall guidance and technical oversight of legal activity, including reviewing reports of investigations, and ensuring work produced by staff is accurate, complete, and defensible. Develops and/or edits high-level written reports and legal documents, as well as related communication for program planning and/or organizational improvements. Oversees feedback to both internal and external stakeholders to ensure the exercise of tact, diplomacy, and utilization of extensive legal experience.
Develops, recommends, implements and communicates new and modified OPC policies and procedures. Partners with other managers and executives in the OPC to ensure policies and procedures align with investigative and legal processes and procedures. Serves as OPC’s representative on intra and interagency workgroups on the development of these and other FDIC policies.
Plans, directs, and implements FDIC-wide training relevant to OPC programs, including anti-harassment and anti-retaliation. Oversees the development and delivery of training programs, including oversight of contractors and vendors. Delivers presentations and other communications to the FDIC and other stakeholders on FDIC employee values, employee conduct, and other topics of support to OPC's mission.
Conducts presentations, briefings, case updates, and/or reports to leadership and/or the Board of Directors. Maintains lines of communication between OPC and internal FDIC stakeholders, including Legal, Human Resources, the Office of Equal Employment Opportunity (OEEO), labor unions, and employee resource groups. Maintains lines of communication between OPC and external stakeholders, including the Office of Inspector General (OIG), Office of Special Counsel, and Equal Employment Opportunity Commission.
Participates in special assignments and efforts, including review of decisions, recommendations, internal policy, internal standard operating procedures, correspondence, and other work products, which result in the production and delivery of work products and services to the organizations.
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 developmental and training needs of employees, provides and/or arranges for needed developmental training. 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 and communicates strategic plans and supports OPC mission, vision goals and objectives. Negotiates resources for continuous improvement of processes and programs. Identifies resources required the section, including advocating for staffing requirements and/or sourcing detail assistance from other divisions/offices. Justifies, executes, and tracks section budget activities; reviews and requests budget modifications in conjunction with the Deputy Director.
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.
Performs other duties as assigned.

Quick Apply

Federal Deposit Insurance Corporation

Assistant Director, Actions and Litigation, CM-0905-00

Full-time

Washington, District of C...

Sales / Marketing

9 hours ago

Oversees attorneys providing legal advice and assistance to proposing a.....

Oversees attorneys providing legal advice and assistance to proposing and deciding officials on discipline, non-discipline, or other corrective actions arising from administrative investigations.
Manages the work of litigating attorneys representing the FDIC and practicing before administrative and judicial forums, including the Merit Systems Protection Board. Oversees the work performed by those attorneys, including litigation briefs, memoranda of law, pre-trial discovery, analysis of evidence and other legal activities and documents related to sensitive litigation issues, including those involving questions of first impression and with conflicting precedent that require extensive research, analysis and/or ingenuity to resolve.
Represents the FDIC in litigation efforts and/or provides oversight, review, and strategic direction for the negotiation of the highly complex agreements and settlements. Tracks, researches, and monitors decisions to ensure consistent application of adverse activity and highlights anomalies for additional review.
Advises and briefs the OPC leadership and the FDIC Board of Directors on highly complex and sensitive personnel, disciplinary, and litigation cases. Conducts presentations, briefings, case updates, and/or reports to leadership and/or the Board of Directors. Maintains lines of communication between the Office of General Counsel, Office of the Inspector General (OIG) and the OPC.
Collaborates on the development and implementation of OPC disciplinary, non-disciplinary, and litigation policies and procedures. Partners with other managers and executives in the OPC to ensure alignment of functions to guidance.
Participates in special assignments and efforts, including review of decisions, recommendations, internal policy, internal standard operating procedures, correspondence, and other work products, which result in the production and delivery of work products and services to the organizations.
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 developmental and training needs of employees, provides and/or arranges for needed developmental training. 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 and communicates strategic plans and supports OPC mission, vision goals and objectives. Negotiates resources for continuous improvement of processes and programs. Identifies resources required the section, including advocating for staffing requirements and/or sourcing detail assistance from other divisions/offices. Justifies, executes, and tracks section budget activities; reviews and requests budget modifications in conjunction with the Deputy Director.
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.
Performs other duties as assigned.

Quick Apply

Federal Deposit Insurance Corporation

Deputy Director, Office of Equal Employment Opportunity (OEEO), EM-0905-00 (Attorneys)

Full-time

Washington, District of C...

Information Technology

2 days ago

Provides direction and oversight for the development and implementation.....

Provides direction and oversight for the development and implementation of EEO Complaints Programs to assure the application and interpretation of Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Age Discrimination in Employment Act of 1967, as amended; the Rehabilitation Act; the Equal Pay Act of 1963; the EEO regulations at 29 C.F.R. Part 1614; MSPB regulations; U.S. OPM and FDIC personnel rules and regulations; and all other applicable EEO and related laws and regulations. Stays abreast of changing legislation and federal regulations regarding EEO in federal employment. Refers misconduct discovered during the EEO process to the Office of Professional Conduct for review and/or referral to other government entities.
Provides direction in the fulfillment of EEO programs. Recommends, reviews, and approves of changes to the equal opportunity complaint process 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 EEO programs and best practices. Advises and consults with executives on EEO matters. Advises the Director, OEEO, and serves as their proxy to the FDIC Board of Directors on EEO activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of FDIC EEO metrics.
Drafts and makes recommendations on broad strategic plans, internal controls, and implementation strategies for FDIC-wide EEO Complaint endeavors. Conducts and/or leads in-depth evaluation of EEO Complaint programs and processes; oversees collaborative efforts to compose or edit EEO policies and practices and reviews work to ensure compliance with EEO laws and regulations.
Coordinates with internal stakeholders on EEO efforts where executive decision-making or support is needed. Reviews, approves and/or recommends changes to policies and programs in coordination with the Director, to ensure the efficiency of EEO Complaint programs. Shares in the supervision of subordinate management and staff to convey expectations for EEO program performance and establishes metrics and other reporting for executive and/or general consumption. Collaborates with other offices in shared endeavors supporting FDIC personnel who bring a complaint or are the subject of a complaint to understand FDIC policies, procedures, and practices related to complaints.
Justifies and tracks the office budget and execution of funds for the year. Composes budget requests and provides support and justification for program changes. Reviews and approves recommendations for contracted work and reviews contractor performance for the EEO Alternative Dispute Resolution (ADR) process to include informal and formal mediation efforts. Confirms that the terms of resolution agreements are within the scope of law and written with clarity and specificity. Negotiates for resources to conduct EEO Complaint programs, train EEO Counselors and Specialists, and maintain contracts for the FDIC.
Develops and directs the retention and categorization of records related to EEO complaints for internal metrics.
Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC, officials of other regulatory agencies, and representatives of various financial institutions and private industry. Represents the FDIC on high level working groups and develops and delivers presentations on behalf of the FDIC on topics related to EEO. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on EEO topics and issues.
Exercises supervisory personnel management authority directly or indirectly through subordinate 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.

Quick Apply

Federal Deposit Insurance Corporation

Deputy Director, Office of Equal Employment Opportunity (OEEO), EM-0301-00 (Merit Promotion)

Full-time

Washington, District of C...

Information Technology

2 days ago

Provides direction and oversight for the development and implementation.....

Provides direction and oversight for the development and implementation of EEO Complaints Programs to assure the application and interpretation of Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Age Discrimination in Employment Act of 1967, as amended; the Rehabilitation Act; the Equal Pay Act of 1963; the EEO regulations at 29 C.F.R. Part 1614; MSPB regulations; U.S. OPM and FDIC personnel rules and regulations; and all other applicable EEO and related laws and regulations. Stays abreast of changing legislation and federal regulations regarding EEO in federal employment. Refers misconduct discovered during the EEO process to the Office of Professional Conduct for review and/or referral to other government entities.
Provides direction in the fulfillment of EEO programs. Recommends, reviews, and approves of changes to the equal opportunity complaint process 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 EEO programs and best practices. Advises and consults with executives on EEO matters. Advises the Director, OEEO, and serves as their proxy to the FDIC Board of Directors on EEO activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of FDIC EEO metrics.
Drafts and makes recommendations on broad strategic plans, internal controls, and implementation strategies for FDIC-wide EEO Complaint endeavors. Conducts and/or leads in-depth evaluation of EEO Complaint programs and processes; oversees collaborative efforts to compose or edit EEO policies and practices and reviews work to ensure compliance with EEO laws and regulations.
Coordinates with internal stakeholders on EEO efforts where executive decision-making or support is needed. Reviews, approves and/or recommends changes to policies and programs in coordination with the Director, to ensure the efficiency of EEO Complaint programs. Shares in the supervision of subordinate management and staff to convey expectations for EEO program performance and establishes metrics and other reporting for executive and/or general consumption. Collaborates with other offices in shared endeavors supporting FDIC personnel who bring a complaint or are the subject of a complaint to understand FDIC policies, procedures, and practices related to complaints.
Justifies and tracks the office budget and execution of funds for the year. Composes budget requests and provides support and justification for program changes. Reviews and approves recommendations for contracted work and reviews contractor performance for the EEO Alternative Dispute Resolution (ADR) process to include informal and formal mediation efforts. Confirms that the terms of resolution agreements are within the scope of law and written with clarity and specificity. Negotiates for resources to conduct EEO Complaint programs, train EEO Counselors and Specialists, and maintain contracts for the FDIC.
Develops and directs the retention and categorization of records related to EEO complaints for internal metrics.
Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC, officials of other regulatory agencies, and representatives of various financial institutions and private industry. Represents the FDIC on high level working groups and develops and delivers presentations on behalf of the FDIC on topics related to EEO. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on EEO topics and issues.
Exercises supervisory personnel management authority directly or indirectly through subordinate 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.

Quick Apply

Browse Job Category

Information Technology

Sales / Marketing

Browse Location / Area

united states of america x

Washington, District of Columbia

Browse Companies

Federal Deposit Insurance Corporation

Frequently Asked Questions

If I am not a Australian citizen, can I apply for jobs in Australia?

If you don't have a Australian citizenship, but are living in Australia or if you are planning to move to Australia and are looking for jobs that can sponsor you, it is up to each individual employer on how it handles international candidates.

Why I have not received any response from the company after I applied?

Have you tried following up? If you did not follow up with an email or phone call, how do you determine if the company received your job application? Enquire where they are in the review process and and then ask if they received your submission. While it would be great to receive a response from the company, sometimes it doesn’t happen. Take the initiative to follow to ensure your application has been received.

How long does it take to complete the application?

The period of the application process will vary, depending on the type of job you are applying for and your previous employment experience.

What position levels are available for applying?

There are 6 position levels and each level can be associated with a salary range and different types of job titles. Jobs levels can be categorised into: non-executive, fresh/entry level, junior executive, senior executive, manager and senior manager.

How many types of jobs are there?

Within Jobstore, there are hundreds of variations of jobs. Read through the job descriptions to find out about the typical responsibilities and employers for each job, so you can see what’s involved and who might employ you.

I need experience to get a job, but how do I get a job to get experience?

You can certainly obtain expertise without working in a certain sector full-time, albeit it may take a little extra work. And of course, there's nothing wrong with some good ol' networking.

How do I avoid making the common interview mistakes?

One of the worst mistakes you can make, aside from the obvious ones like being late or using unprofessional language or being messy or unclean, is not being well-prepared.

Don't forget to bring all of the relevant resources, including your résumé, portfolio, and a notepad. You can also prepare your answers in advance by researching the company's industry, competitors, and CEO.