Deputy Director, Office of Minority and Women Inclusion (OMWI), EM-0905 (Attorneys)

Washington, D.C
Oct 16, 2021
Oct 19, 2021
Executive, Director
Full Time


This position is located in the Office of Minority and Women Inclusion (OMWI) of the Federal Deposit Insurance Corporation in Washington, D.C.

Salary reflects a pay cap for this position of $273,400.

FDIC Executive Managers (EM) are in the Federal competitive service and not the Senior Executive Service (SES).

Learn more about this agency


The Deputy Director, OMWI leads OMWl's policy and program formulation and execution, directly and through subordinate managers, including Corporate-wide Complaint Processing, Affirmative Employment, Special Emphasis, and Diversity, Equity, and Inclusion Programs.

Advises the OMWI Director on all aspects of the development and articulation of EEO policy positions. In coordination with the OMWI Director, the incumbent will advise the FDIC Chairman on the impact of Section 342 of the Dodd-Frank Act and the Corporation's policies and regulations on minority-owned and women-owned businesses and develop and implement standards and procedures to ensure, to the maximum extent possible, the fair inclusion and utilization of minorities, women, and minority-owned and women-owned businesses in the activities of the Corporation at all levels, including in procurement, insurance, and all types of contracts.

Develops standards for assessing the diversity, equity, and inclusion policies and practices of entities regulated by the Agency, reporting to Congress on OMWI programs and performance, and recommending termination of contractors who fail to make good-faith efforts to include minorities and women in their workforce.

Continually monitors and evaluates the effectiveness of all programs and functions under OMWl's scope of responsibility, including those programs under Section 342 of the Dodd-Frank Act, with a view toward efficient accomplishment of objectives; avoidance of duplication of efforts; maximum utilization of funds and personnel; and successful interaction with related agencies and programs or operations of other organizational elements of the FDIC.

Develops and implements a system, either directly or through subordinate managers, to evaluate all FDIC EEO, diversity, equity, and inclusion programs and initiatives, including those under Section 342 of the Dodd-Frank Act.

Promotes and assesses diversity, equity, and inclusion programs in insured depository institutions.

Serves as a technical expert and legal advisor and represents the FDIC in interagency task forces, committees and working groups on all aspects of corporate EEO, Special Emphasis Programs, Diversity, Equity, and Inclusion policy and programs.

Represents the FDIC at meetings and conferences with other government agencies and segments of private industry. May be called upon to assist in the preparation and/or presentation of testimony before Congress.

Provides supervision of office staff. Supervision activities may include: planning, setting priorities and preparing schedules for completion of work; giving advice, counsel or instruction to individual employees on both work and administrative matters; identifying training needs or providing training to subordinate staff; interviewing for vacancies, making selections, initiating formal requests for promotion and other status changes; approving and disapproving leave requests; preparing performance appraisals, establishing performance standards and evaluating employee performance; making recommendations for recognition of outstanding performance of assigned personnel; effecting minor disciplinary actions such as warnings and reprimands, and when necessary recommending specific disciplinary action involving serious offenses; receiving informal and formal complaints from subordinates and resolving those that can be resolved within delegated authority; working with the Division of Administration, Human Resources Branch to assure that all contractual or statutory obligations to labor organizations are met.

Serves as senior advisor to the Director of OMWI and assists the OMWI Director in providing leadership and direction across the organization by exercising supervisory personnel management authority, through subordinate supervisors, over staff. Ensures that all OMWI programs and operations are administered effectively and in accordance with broadly stated objectives and priorities.
Consolidates and defends formal budget program requests; provides justifications for major program changes; develops policy and revises activities; assures correct policy and regulatory interpretations on the part of subordinate managers; and ensures the smooth functioning and coordination of all programs under the incumbent's authority.

Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC; officials of other regulatory agencies; representatives of various financial institutions and private industry. Through this liaison, the incumbent articulates FDIC policies and procedures and gains the continued cooperation and support of top policy-making officials within and outside the FDIC.

Travel Required

Occasional travel - Occasional travel is required.

Supervisory status

Promotion Potential


Conditions of Employment

Employment Conditions.

Registration with the Selective Service.

U.S. Citizenship is required.

Completion of Financial Disclosure may be required.

Bar membership required.

High Risk Position - Background Investigation (BI) required.

Employee may be relocated to any duty location to meet management needs.

Supplemental Assessment Tool - The Structured Interview assessment process for this position requires the interview candidates to provide a self-prepared presentation ahead of the interview and also be prepared to present during the interview. Specific details and guidance will be provided to interview candidates during the scheduling process.


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 .

Minimum Qualifications for this position include: an active Bar membership, Specialized Experience AND a Selective Placement Factor (SPF). Applicants must meet and demonstrate all these requirements.
  • Active member of the bar; and
  • SPECIALIZED EXPERIENCE: In order to qualify for this position, applicants must have at least one year of executive-level specialized experience in a government agency (equivalent in the federal government to CG/GS-15 or above) or private industry. Specialized experience is defined as experience providing strategic leadership to a highly skilled and diverse professional staff accountable for the application of laws, rules, and regulations governing the implementation of one or more of the following areas: Diversity, Equity, and Inclusion (DEI) initiatives; Equal Employment Opportunity initiatives; or Civil Rights and Civil Liberties (CRCL); and
  • SELECTIVE PLACEMENT FACTOR (Mandatory): Experience equivalent in the federal government to CG/GS-15 or above) or private industry in leading or managing through subordinate supervisors the promotion and assessment of diversity, equity, and inclusion programs that impact the financial services environment.

  • The FDIC defines the "impact the financial services environment" as experience that impacts the banking, financial services, or non-profit financial services company or a federal or state agency that regulates the financial services sector.

    Applicants must explicitly describe experience of this nature (i.e. Specialized Experience and SPF) in the resume. It must be evident to the reviewers that the duties claimed have been performed or credit will not be provided.

    Applicants must provide details of the duties performed as they relate to the qualifying experience. 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 the specific requirements will not receive maximum consideration.


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

    Additional information

    To read about your rights and responsibilities as an applicant for Federal employment, click here .

    This position is in the Excepted Service.

    Evidence of current bar membership in good standing will be confirmed prior to appointment.

    If selected, you may be required to serve a trial period.

    If selected, you may be required to serve a supervisory/managerial probationary period.

    Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement.

    The FDIC Executive Managers (EMs) are not in the Senior Executive Service (SES). As an EM at the FDIC, you will provide executive leadership and managerial direction over substantive activities related to planning, developing, executing, and coordinating the Corporation's programs and policies.

    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.

    How You Will Be Evaluated

    You will be evaluated for this job based on how well you meet the qualifications above.

    Your resume and the online assessment questionnaire will be reviewed, to determine whether you meet the qualification requirements outlined in this announcement.

    If you are found minimally qualified, an Executive Rating Panel will review your qualifications and experience against pre-established benchmarks. The rating panel will place applications in one of three quality categories: 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/knowledge, skills, and abilities (KSAs) listed below. Candidates who are eligible for veterans' preference will receive consideration.

    Top ranked (Best Qualified) candidates will be referred to the selecting official for further review and consideration.

    The competencies/knowledge, skills, and abilities (KSAs) you will be assessed on are listed below.
  • Knowledge of diversity in management, employment and business activities including procurement and contracting for goods and services supporting Diversity, Equity, and Inclusion (DEI) Programs.
  • Organizes, coordinates and supervises the work of a diverse team of highly skilled subordinate managers and employees working on a range of assignments, which include skill in providing direction and building and motivating strong cohesive teams in effectively and efficiently accomplishing the mission.
  • Serves as the spokesperson before financial regulatory agencies, high-level officials of other agencies, special interest groups, Congress and the public.
  • Knowledge of the interpretation and application 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 EEOC regulations 29 C.F.R. Part 1614; Merit Systems Protection Board regulations; personnel management regulations, DEI programs and practices, and other applicable law and regulations.
  • Ability to drive DEI innovation, finding new solutions and implementing new programs which lead to tangible results at an agency/organization wide level.
  • Skill in building and maintaining collaborative relationships across multiple teams getting buy-in and effectively driving change for new initiatives in a complex organization. Skill in successfully coaching leaders at all levels of an organization, including executives.
  • Knowledge that provides a strong understanding of benchmarks, leading practices, and innovations in DEI, as well as the strengths and drawbacks of what have been tried in the past.
  • Ability to manage multiple projects to completion, and to coordinate and direct the development and presentation of information across divisional lines.
  • Knowledge of Section 342 of the Dodd-Frank Act and the relevant regulations, policies and procedures.

  • You do not need to respond separately to these KSAs. Your answers to the online questionnaire and resume will serve as responses to the KSAs.

    To preview questions please click here .

    Background checks and security clearance

    Security clearance
    Not Required

    Drug test required

    Position sensitivity and risk
    High Risk (HR)

    Trust determination process

    Required Documents

    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:

    VETERANS' PREFERENCE: If you are claiming veterans' preference, click here . (Note: Veterans must submit the Member 4 copy of the DD 214, Certificate of Release or Discharge from Active Duty - or other copy showing the type of discharge/character of service [e.g., Honorable, Under Honorable Conditions, etc.] along with any other required documents (e.g., DD-214, VA Letter, SF-15, etc.) to demonstrate veterans' preference eligibility.)

    FDIC EMPLOYEES: Submit a final digitally signed copy of your most recent Annual Performance Appraisal and Evaluation form. The final PDF form is also acceptable. 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 applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying.

    If you are relying on your education to meet qualification requirements:

    Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

    Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

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