FDIC’s Learning Advantage December 1, 2010 Betty Rudolph, Associate Director Janet Vorce, Founding Program Manager FDIC Corporate University

22 Best Places to Work In 2010, the FDIC was named one of the best places to work in the federal government by the Partnership for Public Service. FDIC Corporate University

33 FDIC Context The FDIC is an independent agency created by Congress to maintain stability and public confidence in the nation’s financial system by: –Insuring deposits –Examining and supervising financial institutions for safety and soundness and consumer protection –Managing receiverships FDIC Corporate University

44 FDIC Context 2010 Budget Operating - $1.5 billion Receivership - $2.5 billion Total – approximately $4 billion 2010 Authorized Staffing Permanent – approximately 5,400 Non-Perm - approximately 3,600 Total – approximately 9,000 Geographic Profile Headquarters – Washington, DC Six Regional Offices Three Temporary Satellite Offices (Receivership) 85 Field Offices (Examination and Supervision) FDIC Corporate University

55 FDIC Context Mission Critical Occupations Business Lines Examiners Resolutions and Receivership Specialists Economists Partnering Divisions Attorneys Financial Management Analysts Accountants HR Specialists IT Specialists Procurement Specialists FDIC Corporate University

66 Learning and Development at the FDIC Historically has played a major role in developing employees in mission critical occupations FDIC has a multiyear learning and development program that takes entry level employees and provides core training and on-the-job experience until they earn a commission: –Risk Management Examiner –Compliance Examiner –Resolutions and Receivership Specialist FDIC Corporate University

77 What is PLA? A specified annual amount of money and/or hours that an employee manages – in partnership with his or her supervisor – for use towards FDIC business needs and the employee’s learning goals. FDIC Corporate University

88 Why We Have PLA? Keep employee skills current in an industry and regulatory environment that evolves rapidly Empower supervisors and employees to collaborate together to achieve FDIC’s business objectives while boosting employee professional growth and development Improve employee satisfaction with learning and development opportunities, especially at journey level and above Promote an environment of continuous learning for all eligible employees, in areas both within and outside the employee’s current occupation. FDIC Corporate University

99 Implementation Timeline Initial pilot in 2004 with 200 randomly selected employees Refinement of program and agency-wide pilot 2007 to Program made permanent in FDIC Corporate University

10 Implementation Challenges Obtaining buy-in at all levels Funding Coordination with union (NTEU) Policy development System support Marketing FDIC Corporate University

11 Time & Money GradesPLA Funds Per Eligible Learner Training Hours Per Eligible Learner 11 and Below$1, – 48 work hours as needed 12 – 15$2,000 CM/EM$2,500 FDIC Corporate University

12 Who Is Eligible? Eligible Permanent, Full and Part-time employees, including new hires –Part time employees receive PLA funds pro-rated to their work hours. Ineligible Term and Temporary employees Employees pursuing a commission Student Interns –Student Temporary Employment Program (STEP) –Student Career Experience Program (SCEP) FDIC Corporate University

13 What Areas of Training are Covered? PLA funds may be used for any developmental opportunity related to the work and mission of the FDIC (Regardless of the employee’s current occupation) FDIC Corporate University

14 External courses –College Courses –Private Industry Courses & Conferences Developmental Programs –Graduate School of Banking –Leadership College Development Programs –External Certification Program Internal courses –Corporate University/FDIC sponsored courses & events Division/Office Conferences FFIEC ( Federal Financial Institution Examination Council) What Training Is Included In PLA? IncludedNot Included FDIC Corporate University

15 Expenses Covered Tuition Registration Costs Required Training Books FDIC Corporate University

16 Budget Impact FDIC budgets for 50% usage for eligible employees -- approximately $5 million in 2010 Budget is less than 1% of Operating Budget Spending to date is running about 50% of period-to-date budgets FDIC Corporate University

17 As of December 31, 2009 CDPPLA FDIC51%30% As of September 30, 2010 CDPPLA FDIC53%29% 2009 & 2010 CDP - PLA Comparisons FDIC Corporate University

18 PLA Hours Unused PLA time is forfeited at the end of each calendar year. Travel time is separate and does not count against PLA hours. FDIC Corporate University

19 Flexibilities Funds can be deferred to the next year –Balance not used is carried over, but can’t exceed twice the annual amount of PLA funds Can request an advance or borrow from the next year’s funds –Must submit a Continued Service Agreement FDIC Corporate University

20 Additional Flexibilities Directors or their designee can allocate more PLA funds or PLA time to an employee based on a strong business justification. Directors or their designee provide an to PLA Program Manager with the business case for granting an exception for a specific employee. FDIC Corporate University

21 Denial of Training Not related to the business of the FDIC Not consistent with the employee’s CDP Critical workload demands The requested training can be fulfilled in a like manner at less cost FDIC Corporate University

22 Steps to Access PLA Funds –CDP are required for access to PLA funds –Supervisors must approve CDP –Employees collaborate with their supervisor on their learning and developmental goals –CDP reflects FDIC business needs and employee development needs –Career counselors are available to assist employees Complete a Career Development Plan FDIC Corporate University

23 Steps to Access PLA Funds After your CDP is approved employees submit individual training requests Training requests include the estimated costs of the training and the related travel Supervisors must approve each individual training event Supervisors have the right to deny training requests The training request should relate to the CDP Complete a Training Request FDIC Corporate University

24 It’s Online Both Career Development Plans and Training Requests are online Access through MyEnroll.com Electronically routed from employee to the supervisor and then the administrator FDIC Corporate University

25 It’s On-Line –After the employee training request is approved by the supervisor, the request is automatically routed to an administrative training contact who completes training registration and payment –The administrator usually pays for the training by procurement card and enters the actual amount charged into the system –The PLA is reduced by the amount charged –The employee receives an when the administrator has processed the training. After attending, employees are prompted to complete an evaluation of the training which is routed to the supervisor for review. –Records of completed training are imported into the learning management system to populate employee transcripts. FDIC Corporate University

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28 Questions and Answers Betty Rudolph Janet Vorce FDIC Corporate University