Program Analyst,
1 week ago
Summary This position is located in the Office of Minority and Women Inclusion, Diversity and Business Inclusion Branch, of the Federal Deposit Insurance Corporation and supports the Corporation's diversity and inclusion programs. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement. Responsibilities Serves as a Program Analyst in OMWI. Participates in all phases of the acquisition process as outlined in the Acquisition Procedures and Guidance Manual (APGM). This would include, but is not limited to, providing sources for solicitation lists; reviewing statements of work and requests for proposals; participating in technical panels; reviewing source selection recommendation reports; and providing guidance to contracting officers and technical panel chairpersons regarding minority, women and small disadvantaged business issues. Performs program analysis tasks: conducts studies, reviews, analyses, and conducts management surveys and research projects. Provides advisory services to assess the effectiveness of program operations. Creates reports, charts, graphs and visual presentations that reflect the Corporation's progress in achieving the desired impact of Section 342 of the Dodd-Frank Act. Participates in minority and women outreach to individuals, organizations, and institutions interested in employment and business opportunities with the FDIC. Prepares diversity information and presentation materials from established sources for use by the Director and office staff at various national and regional Corporate Outreach events. Advises on implementing effective methods to task support work, resolve problems, answer questions, correct deficiencies, evaluate support to management, and ensure administrative objectives are being met. Organizes, manages, and presents information to include recommendations both formally and informally, via oral and written communication. Requirements Conditions of Employment Completion Of Financial Disclosure May Be Required. Minimum Background Investigation (MBI) required. THIS IS A TEMPORARY ASSIGNMENT NOT TO EXCEED SIX MONTHS. The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level on a permanent basis. If temporarily promoted, the temporary assignment may be ended earlier or extended for up to five (5) years based on management’s needs. It may also be made permanent without further competition. At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum. Return Rights: If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office, and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year. Change in Duty Location: If the duty location of this temporary assignment is different from the employee’s permanent duty location of record, the employee's duty location may be changed to the temporary duty location for the duration of the assignment if the temporary assignment lasts over one (1) year (including extensions beyond the initial appointment). Qualifications 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. To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the GS/CG-11 grade level or above in the Federal service. Specialized experience is experience supporting an organization/agency’s diversity and inclusion programs; conducting analysis and evaluations of programs; planning and participating in outreach activities; and analyzing data and trends on diversity and inclusion. Applicants must have met the qualification requirements (including selective placement factors – if any) for this position within 30 calendar days of the closing date of this announcement. Education There is no substitution of education for the experience for this position. Additional Information Selectee(s) for this position will be required to report to their duty station office two days per week. If selected, you may be required to serve a probationary or trial period as applicable to appointment type. Corporate Manager (CM) Applicants: CMs selected for a CG-level temporary assignment will be required to sign a Memorandum of Understanding documenting acceptance of a 10% temporary reduction to their base salary or pay-setting at the salary range maximum for the CG-level position, whichever one is lower, for the duration of the temporary assignment. After the temporary assignment, CM employees will return to their Positions of Record with salary restored to their CM base salary, including any CM pay adjustments applied during the temporary assignment. To read about your rights and responsibilities as an applicant for Federal employment, click here.
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