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Supervisory Financial Analyst (Policy Manager, Executive Compensation and Benefits)

Washington, D.C
Closing date
Nov 25, 2023

The Supervisory Financial Analyst (Policy Manager, EBT) leads a team of staff responsible for a range of executive compensation policy advisory functions including:
  • Recommending decisions to FHFA management on all compensation decisions for executive officers of a regulated entity. These decisions could include: new hires, sign-on awards, promotions, merit increases, incentive plans and associated goals, retention awards, terminations, and retirements.
  • Working with OGC legal staff on application of FHFA compensation Rules, Orders, and guidance to ensure their consistent and appropriate application.
  • Monitoring executive compensation practices in the marketplace to understand compensation that would be reasonable and comparable.
  • Establishing appropriate peer comparators and a process for position benchmarking for the regulated entities.
  • Advising on policy related to executive compensation, including compensation practices and structures.
  • For the Enterprises in conservatorship, monitoring changes to compensation at the Vice President and Director levels and attrition at all levels and working with other FHFA divisions to support Enterprise compliance with FHFA requirements as conservator.
  • For the Banks and OF, reviewing and issuing determinations on director compensation policies and the reasonableness of director compensation and expenses.
  • Consulting with other FHFA supervisory divisions on compensation issues.
  • Supervises and prepares thorough and accurate written material including policy and issue papers, briefings, memos, summaries and/or recommendations for the Director, senior leadership of the agency, and other audiences.
  • Communicates the objectives and standards of assigned tasks to staff. Determines priorities. Provides positive and constructive feedback. Evaluates staff based on performance. Identifies and facilitates opportunities for professional development of staff members.
  • Performs other duties as assigned.
In addition:

1. Keeps abreast of developments in the regulation of executive compensation at financial institutions and in housing, mortgage, and financial services industry practice related to executive compensation.
2. Develops a work plan (operating plan) for financial analysis related to executive compensation that is consistent with the priorities as outlined in FHFA's strategic plan and annual performance plan.
3. Leads FHFA participation in interagency deliberations and rulemaking related to executive compensation.
4. Participates in, and provides input to, the development of OGC's budget.
5. Participates in meetings, seminars, and conferences to keep abreast of activities related to executive compensation that are of interest to FHFA. May speak to groups on behalf of FHFA or in connection with individual analysis or research activities.
6. Establishes and maintains professional contacts outside FHFA and represents the organization at meetings with the regulated entities, other government agencies, the financial services industry, and professional organizations.


Conditions of Employment

  • Must be a U.S. Citizen or National
  • Males born after 12-31-59 must be registered for Selective Service
  • Suitable for Federal employment, as determined by background investigation
  • May be required to successfully complete a probationary period
  • Only experience and education obtained by the closing date of this announcement will be considered.
  • Resume and supporting documents (See How To Apply)
  • Bargaining Unit Status: Ineligible
  • FHFA participates in e-Verify. All new hires must complete the I-9 Employment Verification form either on or before their first day of employment. If a discrepancy arises, you must take affirmative steps to resolve the matter.


Qualifying experience for the EL/GS-15 level includes one year of specialized experience at least equivalent to the EL/GS-14 which is in or directly related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position.

Examples of specialized experience include the following:
  • Conducting complex analysis including organizational data, compensation study data, peer groups, positions responsibilities and benchmarks, and performance metrics to set or review the setting of salary and benefits packages for executive leadership in a regulated industry.
  • Assessing an organization's performance review process, including performance scorecards and other metrics, to evaluate performance incentives and performance-based compensation.
  • Reviewing total executive compensation packages, including benefits, retirement packages, and salary and performance incentives, to ensure comparability across industry peers and compliance with applicable law or regulation.
  • Writing evaluation reports or other written recommendations related to executive compensation packages in a regulated industry or environment.
  • Providing information, analysis, recommendations to management on regulatory policy development on executive compensation.

  • 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.


    This job does not have an education qualification requirement.

    Additional information

    An Overview of FHFA's Benefits for Fiscal Year 2023 provides a summary of benefits for the current fiscal year.

    If you are a veteran with preference eligibility and are claiming 5-points veterans' preference, you must submit a copy of your DD-214 or other proof of eligibility. If you are claiming 10-point veterans' preference, you must also submit an SF-15, "Application for 10-Point Veterans' Preference" plus the proof required by that form. For more information on veterans' preference visit: .

    Males born after 12-31-59 must be registered or exempt from Selective Service (see ).

    Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; (2) be rated well-qualified for the position ; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: .

    FHFA is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment regardless of race, color, religion, gender (including pregnancy, sexual orientation, and gender identity), national origin, disability (physical or mental), age (40 years of age or over), genetic information, parental status, marital status, prior protected EEO activity, political affiliation, or other non-merit factors.

    FHFA provides reasonable accommodations to applicants with disabilities, except when doing so would pose an undue hardship on the Agency. If you need a reasonable accommodation for any part of the application and hiring process, please notify FHFA. The Agency's decision on granting a reasonable accommodation will be made on a case-by-case basis.
    • (202) 649-3963
    • 7-1-1 TTY

    Ethics: FHFA employees are subject to government-wide ethical standards of conduct, financial disclosure requirements, and post-employment prohibitions. In addition, certain FHFA employees are prohibited from accepting compensation from Fannie Mae and Freddie Mac for a two-year period after terminating employment with FHFA. Furthermore, to avoid financial conflicts-of interest or the appearance of conflicts-of-interest, FHFA employees may need to divest or sell certain assets they, their spouse, or minor children own or control, including securities issued by Fannie Mae, Freddie Mac, or the Federal Home Loan Banks. Employees who work on Federal Home Loan Bank issues may need to sell or divest financial interests with any of the Federal Home Loan Bank members, which may include stock in bank holding companies, insurance companies, and other financial services firms. Questions regarding these requirements and prohibitions should be directed to the Office of General Counsel at (202) 649-3088.

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