1. © 2010 Towers Watson. All rights reserved. FDIC 2009 All Employee Survey Results Overview Report March 31, 2010

2. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 2 Table of Contents SectionPage Executive Summary3 Survey Background4 Results Summary10 Dimension Summary23 Write-in Comments – Frequency of Themes 48 Appendix A : Item-by-Item Results, in Order of Dimension Percent Favorable49 Appendix B : Respondent Profile by Organization and Demographic Segments93

3. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 3 Executive Summary Overall response rate of 58% Solid improvements made since the 2008 survey on most areas Of 52 items that could be compared to Towers Watson norms, 21 were above the norm (40%), 20 were below the norm (38%), and 11 were aligned with the norm (21%) Strengths include: Commitment to FDIC Line of Sight (employees understand how their work helps accomplish the mission) Communication and information sharing Accountability for achieving results Perceptions of leadership Work/Life balance Possible Opportunities for Improvement include: Speaking up and employee involvement Training and development Advancement opportunities Perceptions of culture change Employees have sufficient resources to get their jobs done (people, materials, and budget) Recognition Performance management and rewards Perceptions of action taken on issues raised from the 2008 All Employee Survey have declined since 2008, but results are still highly above norm

4. © 2010 Towers Watson. All rights reserved. Survey Background

5. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 5 Survey Objectives Continue monitoring employees’ level of engagement and satisfaction Identify FDIC’s workplace strengths and areas for possible improvement Assess the effectiveness of actions taken to date to address the areas of leadership, empowerment, communication, and trust as a follow up to the ongoing Corporate Culture Change Initiative

6. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 6 Survey Administration WhenDecember 3 – 23 What151 item questionnaire with four write-in questions WhoAll employees HowWeb survey administration Responses 58% response rate - 6,691 eligible - 3,869 responded (highest number of respondents for 2007-09 periods) Respondent profile for organizational and demographic segments appears in Appendix B (p. 100).

7. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 7 Data Analysis Survey responses are combined into three major categories: Analysis focuses on: Percent Favorable scores Benchmark comparisons are made to 2008 and 2007 All Employee Surveys and the legacy Watson Wyatt WorkUSA Financial Services Norm Organizational and demographic segments are compared to FDIC overall FavorableNeutralUnfavorable Strongly AgreeAgreePartly Agree, Partly DisagreeDisagreeStrongly Disagree 12345 Diff from 2008 -9 1. I recommend my organization as a good place to work. Example Favorable Unfavorable Neutral Diff from 2007 +11 Diff from Norm +11 2009 Percent Favorable vs. Benchmark Comparisons*

8. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 8 Data Analysis: Determining Key Findings At the Overall FDIC-level, Towers Watson’s approach for determining the Strengths, Moderate Strengths, and Possible Opportunities for Improvement takes into consideration the combination of the following points of analysis: The percent favorable rating of each item Benchmark comparisons to ratings of the same items from 2008 (if applicable) Benchmark comparisons to Towers Watson’s Financial Services Industry norm (if applicable) Areas of strength were identified with having a relatively high percent favorable rating, and at the same time, are significantly higher than the 2008 survey benchmark and/or the financial services norm Possible opportunities for improvement were the opposite, that is, they have a relatively low percent favorable and are below both benchmarks Moderate strengths showed mixed results, for instance, high percent favorable, but below one or both benchmarks

9. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 9 Data Analysis: Significant Differences At the Overall FDIC level, differences of +/- 3 percentage points compared to prior years’ results or to the norm is considered significant Comparing smaller organizational or demographic segments to the overall FDIC level requires larger differences to be considered significant: Significant differences are shaded in green (above the comparison) or red (below) throughout the report. For example +11 indicates that the 2009 rating is 11 percentage points above the comparison (i.e., vs. 2008, 2007 or the norm) If the number responding is… Then the percentage point difference should be at least… 1,000 or more+/-3 300 - 999+/-5 100 - 299+/-10 40 - 99+/-15 Under 40+/-20

10. © 2010 Towers Watson. All rights reserved. Results Summary

11. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 11 Results Summary: Strengths Commitment to FDIC Scores are favorable, with comparable questions above norms Employees satisfied with their job and the organization Employees like their work, believe it is important, and feel a sense of personal accomplishment Employees would recommend FDIC as a good place to work Line of Sight Scores are very favorable and above norms Employees have a good understanding of FDIC’s mission/strategic direction Employees know how their work contributes to FDIC’s goals, priorities, and mission accomplishment Communication and Information sharing Scores are favorable and highly above norm — Employees in same work unit share knowledge — Having enough information to do job well Improvements made from 2008 in critical key areas: — Kept well-informed about Corporate Culture Change Initiative focus areas — Headquarters’ Senior Leadership Team is open and honest in communications — FDIC’s communications between Headquarters and the field — Informing employees about reasons behind decisions that affect them

12. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 12 Results Summary: Strengths (cont’d) Accountability Score significantly above 2008 and the norm Employees held accountable for achieving results Perceptions of Leadership Significant improvement made since 2008 Improved perceptions of Headquarters’ Senior Leadership Team — Trust and confidence in them — Living up to their promises and commitments — Creating an environment of trust — Soliciting and using input for high-level decision making (well above norm) Improved decision making process — Leaders are held accountable for decisions — Decisions are made at appropriate level of organization — Reporting structure is conducive to timely decision making Belief that direction and goals are the right ones Trust/confidence in Board of Directors High level of respect for senior leaders

13. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 13 Results Summary: Strengths (cont’d) Work/Life balance Satisfaction with Work/Life programs (highly above norm) Supervisors support employees’ needs to balance work and family (highly above norm) Satisfaction with alternate work schedules

14. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 14 Results Summary: Moderate Strengths Perception of actions taken on 2008 All Employee Survey results Score has declined compared to perceptions of 2007 survey, but still significantly above norm Actions taken on issues raised in the 2008 All Employee Survey Performance management process Significant improvement from 2008, but score still well below norm Employees have a better understanding of what they need to do to be rated at different performance levels Pay raises Significant improvement from 2008, but score still well below norm More employees perceive pay raises to be based upon employee performance

15. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 15 Results Summary: Possible Opportunities for Improvement Speaking up and employee involvement Some improvement since 2008, but scores still below norms on: — Encouraging employees to provide feedback and suggestions up the line — Freedom to express views without fear of retribution — Freedom to disclose violations of laws/regulations without fear of reprisal — Employee satisfaction with involvement in decisions that affect their own work Training and development Scores have remained flat or improved slightly since 2008, but some questions are below norm: — Opportunities for employee development and supervisors supporting development — Perceptions of training to help qualify for a better job and opportunities for career development other than promotions Advancement opportunities Satisfaction with advancement opportunities is below norm Perceptions of culture change Scores have declined from 2008: — The Culture Change Initiative having a positive impact on employees — Employees being held accountable for contributing to positive culture change

16. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 16 Results Summary: Possible Opportunities for Improvement (cont’d) Employees enabled to effectively do their jobs Employees having sufficient resources to get their jobs done (significant decline from 2008) Resources being allocated effectively (improvement made from 2008, but still highly below norm) Enough people in each work unit to get the job done (improvement from 2008, but still below norm) Physical conditions allow people to perform jobs well Recognition Scores are below norms — Satisfaction with recognition for doing a good job — Immediate supervisors providing recognition or praise Performance management and rewards Scores are below norms — Differences in performance recognized in a meaningful way — Performance appraisal a fair reflection of performance — Employees rewarded for providing high quality products/services

17. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 17 Results Summary: Most Positive Differences from 2008 Diff from 2008 Diff from 2007 Diff from Norm +19+22+26 +17+23-14 +12+26-11 +12n/a +11+31 +11+32+1 +11+22n/a +10+28-2 +10+29+4 +10+21n/a +10+30n/a +10+14n/a +10n/a +10+15n/a 25. I am held accountable for achieving results 92. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels 90. Pay raises depend on how well employees perform their jobs 63. Leaders are held accountable for the decisions they make 41. How would you rate the Headquarters' Senior Leadership Team on: Being open and honest in communications 45. How would you rate the Headquarters' Senior Leadership Team on: Creating an environment of trust 26. Decisions are made at the appropriate level of the organization 14. How would you rate FDIC on: Informing employees about reasons behind decisions that affect them 46. How would you rate the trust and confidence you have in the Headquarters’ Senior Leadership Team to lead the Corporation? 7. How would you rate FDIC on: Having a reporting structure that is conducive to timely decision making 15. How would you rate FDIC on: Communications between Headquarters and the field 134. I have trust and confidence in NTEU to represent the interests of FDIC employees 44. How would you rate the Headquarters' Senior Leadership Team on: Living up to promises and commitments made 133. NTEU’s actions have a positive impact on the FDIC work environment

18. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 18 Results Summary: Most Positive Differences from Norm Diff from 2008 Diff from 2007 Diff from Norm n/a +27 +19+22+26 n/a +22 -2+3+22 -7n/a+22 n/a +18 +5+8+15 +2+14+13 +2+8+13 n/a +12 +1+9+12 100. Employees in my work unit share job knowledge with each other 25. I am held accountable for achieving results 135. How satisfied are you with: Work/life programs (for example, health and wellness, employee assistance, eldercare, and support groups) 138. My supervisor supports my need to balance work and family issues 149. Action was taken on issues raised in the 2008 All Employee Survey 1. I recommend my organization as a good place to work 145. Considering everything, how satisfied are you with your pay? 146. Considering everything, how satisfied are you with your job? 113. The people I work with cooperate to get the job done 147. Considering everything, how satisfied are you with your organization? 2. I have a good understanding of FDIC’s mission and strategic direction

19. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 19 Results Summary: Most Negative Differences from 2008 Diff from 2008 Diff from 2007 Diff from Norm -13-10-5 -7n/a+22 -6n/a -5n/a -4n/a -3+13-7 -2+4n/a -2+3n/a -2+3+22 +8n/a 93. I have sufficient resources (for example, people, materials, budget) to get my job done 149. Action was taken on issues raised in the 2008 All Employee Survey 124. The Culture Change Initiative is having a positive impact on FDIC employees 126. I should be and am held personally accountable for contributing to positive culture change at the FDIC 32. My concerns were fairly addressed by the Internal Ombudsman 86. My performance appraisal is a fair reflection of my performance 81. Supervisors/team leaders in my work unit support employee development 102. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well 138. My supervisor supports my need to balance work and family issues 110. I am given a real opportunity to improve my skills in my organization

20. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 20 Results Summary: Most Negative Differences from Norm Diff from 2008 Diff from 2007 Diff from Norm +7+23-22 +8+24-19 +5+18-18 n/a -17 +5+16-15 +17+23-14 +6+28-11 +12+26-11 n/a -10 +2+12-9 n/a -9 22. Employees are encouraged to provide feedback and suggestions up the line (even if bad news) 13. How would you rate FDIC on: Allocating resources effectively (e.g., people, technology, equipment) 18. I can freely express my views without fear of retribution 91. Employees are rewarded for providing high quality products and services 141. How satisfied are you with: The recognition you receive for doing a good job 92. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels 89. In my work unit, differences in performance are recognized in a meaningful way 90. Pay raises depend on how well employees perform their jobs 65. My organization’s leaders maintain high standards of honesty and integrity 115. How would you rate: Training to help you qualify for a better job 19. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal

21. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 21 Results Summary: Key Demographic Differences Differences between 570 occupational series and other series are minimal compared to Overall FDIC Other series remained generally more favorable, particularly around Resources, Empowerment & Decision Making, Work/Life Balance, and Regional Management team Differences by location Employees at Headquarters were the least favorable compared to FDIC Overall and other locations for most dimensions Satellite Offices are more favorable on most dimensions than FDIC Overall Differences for grade level Grade 1-8 employees report more favorable results; also, there are more favorable results for the higher grade levels: CG Supervisor/CM and EM Grades 12 and 13-15 report the least favorable results across dimensions Non-bargaining unit employees had more favorable perceptions than bargaining unit employees across the board, with the exception of responses about NTEU

22. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 22 Results Summary: Key Demographic Differences (cont’d) As seen in most organizations, employees with the least tenure (up to 3 years) are the most favorable; interestingly, those with the highest tenure, (15 years and higher) report the least favorable perceptions (especially those with 20+ years of service) Scores are relatively consistent across gender, with the exception that female employees are much less favorable around Fairness & Diversity Some noteworthy ethnicity/national origin differences Black/African American employees have the greatest variability across dimensions, reporting lower scores on Fairness & Diversity and Regional Management Team, and more favorable scores on Work/Life Balance, the Corporate Culture Change Initiative, NTEU, Resources, and the Bank Examiner questions Hispanic/Latino, Native Hawaiian or Other Pacific Islander, and White employees are consistent with Overall FDIC results

23. © 2010 Towers Watson. All rights reserved. Dimension Summary Includes Summaries for Corporate Values and Corporate Culture Change Initiative Focus Areas

24. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 24 Dimension Summary – In Order of Percent Favorable – Overall Satisfaction Mission & Strategy Work Environment Work/Life Balance Immediate Supervision FDIC Board of Directors Regional Management Team Training & Development The Survey Process Fairness & Diversity Corporate Culture Change Initiative

25. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 25 Dimension Summary (cont’d) – In Order of Percent Favorable – Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Performance Management Empowerment & Decision Making Internal Ombudsman Program

26. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 26 Dimension Summary (cont’d) Accountability Competence Effectiveness Fairness Integrity Teamwork Communication Empowerment Leadership Trust Corporate Values Corporate Culture Change Initiative (CCCI) Focus Areas

27. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 27 Dimension Summary – by 570 Occupational Group Overall Satisfaction Mission & Strategy Work Environment Work/Life Balance Immediate Supervision FDIC Board of Directors Regional Management Team The Survey Process Training & Development Fairness & Diversity Corporate Culture Change Initiative

28. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 28 Dimension Summary – by 570 Occupational Group (cont’d) Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Empowerment & Decision Making Performance Management Internal Ombudsman Program

29. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 29 Dimension Summary – by 570 Occupational Group (cont’d) Accountability Competence EffectivenessFairness Integrity Teamwork Communication Leadership Empowerment Trust Corporate Values CCCI Focus Areas

30. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 30 Dimension Summary – by Location Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details Dashes (--) indicate fewer than 10 respondents from that group.

31. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 31 Dimension Summary – by Location (cont’d) Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details

32. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 32 Dimension Summary – by Grade Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details Dashes (--) indicate fewer than 10 respondents from that group.

33. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 33 Dimension Summary – by Grade (cont’d) Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details Dashes (--) indicate fewer than 10 respondents from that group.

34. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 34 Dimension Summary – by Bargaining Unit Overall Satisfaction Mission & Strategy Work Environment Work/Life BalanceImmediate Supervision FDIC Board of Directors Regional Management Team The Survey Process Training & Development Fairness & Diversity Corporate Culture Change Initiative

35. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 35 Dimension Summary – by Bargaining Unit (cont’d) Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Empowerment & Decision Making Performance Management Internal Ombudsman Program

36. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 36 Dimension Summary – by Bargaining Unit (cont’d) Accountability Competence EffectivenessFairness Integrity Teamwork Communication Leadership Empowerment Trust Corporate Values CCCI Focus Areas

37. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 37 Dimension Summary – by Tenure Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details Dashes (--) indicate fewer than 10 respondents from that group.

38. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 38 Dimension Summary – by Tenure (cont’d) Significantly above Overall FDIC* Significantly below Overall FDIC* * Differences are shaded based on the size of the group. Please refer to slide 8 for details

39. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 39 Dimension Summary – by Gender Overall Satisfaction Mission & Strategy Work Environment Work/Life BalanceImmediate Supervision FDIC Board of Directors Regional Management Team The Survey Process Training & Development Fairness & Diversity Corporate Culture Change Initiative

40. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 40 Dimension Summary – by Gender (cont’d) Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Empowerment & Decision Making Performance Management Internal Ombudsman Program

41. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 41 Dimension Summary – by Gender (cont’d) Accountability Competence EffectivenessFairness Integrity Teamwork Communication Leadership Empowerment Trust Corporate Values CCCI Focus Areas

42. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 42 Dimension Summary – by Financial Institution Specialist/Examiner Status Overall Satisfaction Mission & Strategy Work Environment Work/Life BalanceImmediate Supervision FDIC Board of Directors Regional Management Team The Survey Process Training & Development Fairness & Diversity Corporate Culture Change Initiative

43. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 43 Dimension Summary – by Financial Institution Specialist/Examiner Status (cont’d) Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Empowerment & Decision Making Performance Management Internal Ombudsman Program

44. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 44 Dimension Summary – by Financial Institution Specialist/Examiner Status (cont’d) Accountability Competence EffectivenessFairness Integrity Teamwork Communication Leadership Empowerment Trust Corporate Values CCCI Focus Areas

45. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 45 Dimension Summary – by Appointment Type Overall Satisfaction Mission & Strategy Work Environment Work/Life BalanceImmediate Supervision FDIC Board of Directors Regional Management Team The Survey Process Training & Development Fairness & Diversity Corporate Culture Change Initiative

46. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 46 Dimension Summary – by Appointment Type (cont’d) Division/Office Leadership Team NTEU Resources Headquarters Senior Leadership Team Open Communications Leadership Overall Rewards, Recognition, and Advancement Empowerment & Decision Making Performance Management Internal Ombudsman Program

47. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 47 Dimension Summary – by Appointment Type (cont’d) Accountability Competence EffectivenessFairness Integrity Teamwork Communication Leadership Empowerment Trust Corporate Values CCCI Focus Areas

48. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 48 Write-in Comments – Frequency of Themes If you could ask the Chairman to focus on 2 to 3 areas for improvement what would they be and why? Theme % of Comments Compensation, Awards, and Bonuses15% Career Development/Advancement Opportunities12% Training10% Performance Management7% Fair Treatment6% Leadership6% Communications5% Resources5% Other5% Theme % of Comments Work/Life Balance4% Immediate Supervisor4% Decision Making Authority4% Bank Examination Process4% Culture3% Clarity Around Mission/Strategic Direction2% Teamwork/Cooperation2% Travel2% Corporate Employee Program (CEP)2% Diversity1% Work Environment1%

49. © 2010 Towers Watson. All rights reserved. Appendix A Item-by-Item Results, in Order of Dimension Percent Favorable In the section which follows, at the overall FDIC level, differences compared to the 2008 and 2007 surveys, and to the Norm, are meaningful if they are +/-3 percentage points, and are shaded in green (above) or red (below).

50. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 50 Item-by-item Results: Overall Satisfaction Diff from 2008 Diff from 2007 Diff from Norm 1. I recommend my organization as a good place to work n/a +18 105. The work I do is important 0+6 n/a 111. I like the kind of work I do +1+6 n/a 112. My work gives me a feeling of personal accomplishment +1+10 n/a 146. Considering everything, how satisfied are you with your job? +2+14+13 147. Considering everything, how satisfied are you with your organization? n/a +12 Favorable NeutralUnfavorable

51. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 51 Item-by-item Results: Mission and Strategy Diff from 2008 Diff from 2007 Diff from Norm 2. I have a good understanding of FDIC’s mission and strategic direction +1+9+12 3. I know how my work relates to FDIC’s goals and priorities +2+10+11 4. FDIC has a long-range orientation (that is, focuses on long-term goals in addition to short-term results) +7+22 n/a 5. I believe that FDIC’s direction and goals are the right ones for the Corporation at this time +5+34+5 Favorable NeutralUnfavorable

52. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 52 Item-by-item Results: Work Environment Diff from 2008 Diff from 2007 Diff from Norm 95. My workload is reasonable +4+5-3 101. The people I work with keep their promises and commitments +3n/a 102. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well -2+3n/a 103. Employees are protected from health and safety hazards on the job 0+4+5 104. My organization has prepared employees for potential security threats 0+7n/a 107. My talents are used well in the workplace 0+9n/a 113. The people I work with cooperate to get the job done +2+8+13 Favorable NeutralUnfavorable

53. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 53 Item-by-item Results: Work/Life Balance Diff from 2008 Diff from 2007 Diff from Norm 93. I have sufficient resources (for example, people, materials, budget) to get my job done -13-10-5 95. My workload is reasonable +4+5-3 135. How satisfied are you with: Work/life programs (for example, health and wellness, employee assistance, eldercare, and support groups) n/a +22 136. How satisfied are you with: Telework/telecommuting n/a 137. How satisfied are you with: Alternative work schedules n/a 138. My supervisor supports my need to balance work and family issues -2+3+22 Favorable NeutralUnfavorable

54. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 54 Item-by-item Results: Immediate Supervision Diff from 2008 Diff from 2007 Diff from Norm 70. My supervisor/team leader provides employees with the opportunities to demonstrate their leadership skills n/a 72. How would you rate your immediate supervisor on: Valuing individual skills, experience, and knowledge 0 n/a 73. How would you rate your immediate supervisor on: Being open and honest in communications +3+9 n/a 74. How would you rate your immediate supervisor on: Soliciting and using your input when making decisions +3+10 n/a 75. How would you rate your immediate supervisor on: Being accessible/available when you need him/her +2+7 n/a Favorable NeutralUnfavorable

55. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 55 Item-by-item Results: Immediate Supervision, cont’d Diff from 2008 Diff from 2007 Diff from Norm 76. How would you rate your immediate supervisor on: Treating you with respect +1+8-2 77. How would you rate your immediate supervisor on: Providing you with recognition or praise for your contributions +2+11-4 78. Providing you with clear and regular feedback about your job performance +2+9+1 79. How would you rate your immediate supervisor on: Living up to promises and commitments made +2 n/a 80. How would you rate your immediate supervisor on: Creating an environment of trust +2 n/a 81. Supervisors/team leaders in my work unit support employee development -2+4n/a Favorable NeutralUnfavorable

56. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 56 Item-by-item Results: Immediate Supervision, cont’d Diff from 2008 Diff from 2007 Diff from Norm 82. My supervisor is held accountable for the decisions he/she makes +5n/a 83. My supervisor promptly addresses issues that impact operational effectiveness and efficiency +2n/a 84. I have trust and confidence in my supervisor +3+11n/a 85. Overall, how good a job do you feel is being done by your immediate supervisor/team leader? +1+10+3 138. My supervisor supports my need to balance work and family issues -2+3+22 Favorable NeutralUnfavorable

57. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 57 Item-by-item Results: FDIC Board of Directors Diff from 2008 Diff from 2007 Diff from Norm 33. How would you rate the FDIC Board of Directors on: Valuing individual skills, experience, and knowledge +2+20 n/a 34. How would you rate the FDIC Board of Directors on: Being open and honest in communications +3+26 n/a 35. How would you rate the FDIC Board of Directors on: Soliciting and using input when making decisions +2+25 n/a 36. How would you rate the FDIC Board of Directors on: Treating individuals with respect +2+18 n/a Favorable NeutralUnfavorable

58. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 58 Item-by-item Results: FDIC Board of Directors, cont’d Diff from 2008 Diff from 2007 Diff from Norm 37. How would you rate the FDIC Board of Directors on: Living up to promises and commitments made +3 n/a 38. How would you rate the FDIC Board of Directors on: Creating an environment of trust +5+29 n/a 39. How would you rate the trust and confidence you have in the FDIC Board of Directors to lead the Corporation? +6+27 n/a Favorable NeutralUnfavorable

59. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 59 Item-by-item Results: Regional Management Team Diff from 2008 Diff from 2007 Diff from Norm 54. How would you rate your Regional Management Team or TSO Management Team on: Valuing individual skills, experience, and knowledge +2+19 n/a 55. How would you rate your Regional Management Team or TSO Management Team on: Being open and honest in communications +4+24 n/a 56. How would you rate your Regional Management Team or TSO Management Team on: Soliciting and using input when making decisions +5+23 n/a 57. How would you rate your Regional Management Team or TSO Management Team on: Treating employees with respect +6+21 n/a Favorable NeutralUnfavorable

60. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 60 Item-by-item Results: Regional Management Team, cont’d Diff from 2008 Diff from 2007 Diff from Norm 58. How would you rate your Regional Management Team or TSO Management Team on: Living up to promises and commitments made +5 n/a 59. How would you rate your Regional Management Team or TSO Management Team on: Creating an environment of trust +5+26 n/a 60. How would you rate the trust and confidence you have in your Regional Management Team or TSO Management Team to lead the Region/Area/TSO? +5+23 n/a Favorable NeutralUnfavorable

61. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 61 Item-by-item Results: Training and Development Diff from 2008 Diff from 2007 Diff from Norm 81. Supervisors/team leaders in my work unit support employee development -2+4 n/a 97. The skill level in my work unit has improved in the past year n/a 106. My training needs are assessed 0+9 n/a 109. I have enough information to do my job well n/a +10 110. I am given a real opportunity to improve my skills in my organization +8 n/a Favorable NeutralUnfavorable

62. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 62 Item-by-item Results: Training and Development, cont’d Diff from 2008 Diff from 2007 Diff from Norm 114. How would you rate: The training new employees receive to do their jobs +1+10 n/a 115. How would you rate: Training to help you qualify for a better job +2+12-9 116. How would you rate: Your opportunities for career development other than promotions (e.g., lateral job opportunities, developmental or special assignments) +5+13-3 117. How would you rate: The training and support you have received to effectively manage people (e.g., coaching, providing feedback) +2 n/a 140. How satisfied are you with: The training you receive for your present job 0+6+1 Favorable NeutralUnfavorable

63. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 63 Item-by-item Results: The Survey Process Diff from 2008 Diff from 2007 Diff from Norm 148. I am confident that the results of this survey will be used constructively 0+25 n/a 149. Action was taken on issues raised in the 2008 All Employee Survey -7 n/a +22 Favorable NeutralUnfavorable

64. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 64 Item-by-item Results: The Survey Process, cont’d 150. Who do you think should be held accountable for pursuing and instituting positive changes arising from this employee engagement initiative? Diff from 2008 Diff from 2007 Diff from Norm 0+12n/a -2+4n/a -2+3n/a +2+13n/a +5+21n/a

65. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 65 Item-by-item Results: Fairness and Diversity Diff from 2008 Diff from 2007 Diff from Norm 8. How would you rate FDIC on: Applying policies and rules consistently to all employees +9+24 n/a 10. How would you rate FDIC on: Providing a work environment free of discrimination based on race, gender, ethnicity, age, religion, or other factors +2+15-7 11. How would you rate FDIC on: Providing equal opportunities for all employees to advance in their careers +6+21 n/a 12. How would you rate FDIC on: Providing equal opportunities for all employees to participate in details, special assignments/projects, and other career development opportunities +6+16 n/a Favorable NeutralUnfavorable

66. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 66 Item-by-item Results: Fairness and Diversity, cont’d Diff from 2008 Diff from 2007 Diff from Norm 19. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal n/a -9 24. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring) n/a 28. Complaints, disputes or grievances are resolved fairly in my work unit n/a 29. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated n/a Favorable NeutralUnfavorable

67. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 67 Item-by-item Results: Fairness and Diversity, cont’d Diff from 2008 Diff from 2007 Diff from Norm 67. Managers/supervisors/team leaders work well with employees of different backgrounds +4+19 n/a 71. Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society n/a 99. Employees treat each other with respect +2 n/a 0 Favorable NeutralUnfavorable

68. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 68 Item-by-item Results: Corporate Culture Change Initiative Diff from 2008 Diff from 2007 Diff from Norm 122. Employees have been kept well informed about the Culture Change Initiative +5 n/a 123. Senior leadership is committed to making the changes necessary to improve FDIC’s culture (e.g., create a more empowering and open culture) +7 n/a 124. The Culture Change Initiative is having a positive impact on FDIC employees -6 n/a 125. The Culture Change Initiative is critical to the current and future success of the FDIC +2 n/a 126. I should be and am held personally accountable for contributing to positive culture change at the FDIC -5 n/a Favorable NeutralUnfavorable

69. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 69 Item-by-item Results: Corporate Culture Change Initiative, cont’d Diff from 2008 Diff from 2007 Diff from Norm 127. I believe that my input is and will be considered in the culture change process +6 n/a 128. I believe the FDIC is ready for change 0 n/a 129. I understand the vision for culture change at the FDIC +8 n/a 130. Empowerment, leadership, and communication continue to be the appropriate focus to facilitate positive, long-term change at the FDIC n/a Favorable NeutralUnfavorable

70. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 70 Item-by-item Results: Corporate Culture Change Initiative, cont’d 131. How much change is still required at the FDIC to achieve the desired culture? Diff from 2008 Diff from 2007 Diff from Norm -11n/a -4n/a +7n/a +6n/a +2n/a

71. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 71 Item-by-item Results: Division/Office Leadership Team Diff from 2008 Diff from 2007 Diff from Norm 47. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Valuing individual skills, experience, and knowledge +4+19 n/a 48. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Being open and honest in communications +5+24 n/a 49. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Soliciting and using input when making decisions +5+21 n/a 50. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Treating employees with respect +6+20 n/a Favorable NeutralUnfavorable

72. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 72 Item-by-item Results: Division/Office Leadership Team, cont’d Diff from 2008 Diff from 2007 Diff from Norm 51. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Living up to promises and commitments made +6 n/a 52. How would you rate your Division/Office Leadership Team (located at Headquarters) on: Creating an environment of trust +6+24 n/a 53. How would you rate the trust and confidence you have in your Division/Office Leadership Team to lead the Division/Office? +7+23 n/a Favorable NeutralUnfavorable

73. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 73 Item-by-item Results: NTEU Diff from 2008 Diff from 2007 Diff from Norm 132. NTEU works on important issues facing FDIC employees +8+14 n/a 133. NTEU’s actions have a positive impact on the FDIC work environment +10+15 n/a 134. I have trust and confidence in NTEU to represent the interests of FDIC employees +10+14 n/a Favorable NeutralUnfavorable

74. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 74 Item-by-item Results: Resources Diff from 2008 Diff from 2007 Diff from Norm 13. How would you rate FDIC on: Allocating resources effectively (e.g., people, technology, equipment) +8+24-19 93. I have sufficient resources (for example, people, materials, budget) to get my job done -13-10-5 94. There are enough people to get the job done in my work unit +8+11-7 96. The workforce has the job- relevant knowledge and skills necessary to accomplish organizational goals +3+8 n/a 98. My work unit is able to recruit people with the right skills +6+17+6 Favorable NeutralUnfavorable

75. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 75 Item-by-item Results: Headquarters Senior Leadership Team Diff from 2008 Diff from 2007 Diff from Norm 40. How would you rate the Headquarters' Senior Leadership Team on: Valuing individual skills, experience, and knowledge +6+25 n/a 41. How would you rate the Headquarters' Senior Leadership Team on: Being open and honest in communications +11+31 42. How would you rate the Headquarters' Senior Leadership Team on: Soliciting and using input when making decisions +8+26+10 43. How would you rate the Headquarters' Senior Leadership Team on: Treating employees with respect +9+26 n/a Favorable NeutralUnfavorable

76. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 76 Item-by-item Results: Headquarters Senior Leadership Team, cont’d Diff from 2008 Diff from 2007 Diff from Norm 44. How would you rate the Headquarters' Senior Leadership Team on: Living up to promises and commitments made +10 n/a 45. How would you rate the Headquarters' Senior Leadership Team on: Creating an environment of trust +11+32+1 46. How would you rate the trust and confidence you have in the Headquarters’ Senior Leadership Team to lead the Corporation? +10+29+4 Favorable NeutralUnfavorable

77. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 77 Item-by-item Results: Open Communications Diff from 2008 Diff from 2007 Diff from Norm 6. How would you rate FDIC on: Communicating information downward to all levels of FDIC +9+30 n/a 14. How would you rate FDIC on: Informing employees about reasons behind decisions that affect them +10+28-2 15. How would you rate FDIC on: Communications between Headquarters and the field +10+30 n/a 18. I can freely express my views without fear of retribution +5+18-18 21. When changes are made at the FDIC, communications are handled well +9+28 n/a Favorable NeutralUnfavorable

78. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 78 Item-by-item Results: Open Communications, cont’d Diff from 2008 Diff from 2007 Diff from Norm 22. Employees are encouraged to provide feedback and suggestions up the line (even if bad news) +7+23-22 68. Managers communicate the goals and priorities of the organization +6+22+3 69. Managers promote communication among different work units (for example, about projects, goals, needed resources) n/a +1 100. Employees in my work unit share job knowledge with each other n/a +27 143. How satisfied are you with: The information you receive from management on what’s going on in your organization +8+27 n/a Favorable NeutralUnfavorable

79. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 79 Item-by-item Results: Leadership Overall Diff from 2008 Diff from 2007 Diff from Norm 27. Supervisors and managers are rewarded for effectively managing people (e.g., coaching, providing feedback) +7+12 n/a 61. I have a high level of respect for my organization’s senior leaders +8+29 n/a 62. In my organization, leaders generate high levels of motivation and commitment in the workforce +9+27-2 63. Leaders are held accountable for the decisions they make +12 n/a Favorable NeutralUnfavorable

80. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 80 Item-by-item Results: Leadership Overall, cont’d Diff from 2008 Diff from 2007 Diff from Norm 64. Leaders promptly address issues that impact operational effectiveness and efficiency +8 n/a 65. My organization’s leaders maintain high standards of honesty and integrity n/a -10 66. Managers review and evaluate the organization’s progress toward meeting its goals and objectives +8+18 n/a 144. How satisfied are you with: The policies and practices of your senior leaders +7+28 n/a Favorable NeutralUnfavorable

81. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 81 Item-by-item Results: Rewards, Recognition and Advancement Diff from 2008 Diff from 2007 Diff from Norm 108. Promotions in my work unit are based on merit +5+19+4 141. How satisfied are you with: The recognition you receive for doing a good job +5+16-15 142. How satisfied are you with: Opportunity to get a better job in your organization +4+16-8 145. Considering everything, how satisfied are you with your pay? +5+8+15 Favorable NeutralUnfavorable

82. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 82 Item-by-item Results: Performance Management Diff from 2008 Diff from 2007 Diff from Norm 86. My performance appraisal is a fair reflection of my performance -3+13-7 87. Discussions with my supervisor/team leader about my performance are worthwhile 0+150 88. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve +6+14 89. In my work unit, differences in performance are recognized in a meaningful way +6+28-11 90. Pay raises depend on how well employees perform their jobs +12+26-11 91. Employees are rewarded for providing high quality products and services n/a -17 92. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels +17+23-14 Favorable NeutralUnfavorable

83. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 83 Item-by-item Results: Empowerment and Decision Making Diff from 2008 Diff from 2007 Diff from Norm 7. How would you rate FDIC on: Having a reporting structure that is conducive to timely decision making +10+21 n/a 9. How would you rate FDIC on: Adopting good ideas regardless of where they come from or who suggests them +7+25 n/a 16. How would you rate FDIC on: Creativity and innovation are rewarded +5+18 n/a 17. I have an impact on decisions that affect the FDIC (e.g. new initiatives, strategic direction) +5+16 n/a 20. I am encouraged to take reasonable risks (e.g. try new ideas, new ways of doing things) in an attempt to increase the effectiveness of the organization +5+17 n/a Favorable NeutralUnfavorable

84. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 84 Item-by-item Results: Empowerment and Decision Making, cont’d Diff from 2008 Diff from 2007 Diff from Norm 23. Employees have a feeling of personal empowerment with respect to work processes +8+27 n/a 25. I am held accountable for achieving results +19+22+26 26. Decisions are made at the appropriate level of the organization +11+22 n/a 139. How satisfied are you with: Your involvement in decisions that affect your work +4+22-7 Favorable NeutralUnfavorable

85. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 85 Item-by-item Results: Bank Examiners, cont’d 120. To what extent does the amount of travel required in your job impact your ability to balance your work and personal life? Diff from 2008 Diff from 2007 Diff from Norm n/a n/a -2 n/a +3+4n/a +2+1n/a

86. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 86 Item-by-item Results: Bank Examiners Diff from 2008 Diff from 2007 Diff from Norm 121. I am allocated sufficient time to conduct bank examinations +1+17 n/a Favorable NeutralUnfavorable

87. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 87 Item-by-item Results: Internal Ombudsman Program 30. Are you aware that the Corporation has an Internal Ombudsman that is responsible for looking into employee complaints? Diff from 2008* Diff from 2007 Diff from Norm +36n/a -36n/a * Note: In 2008, the question was worded: “Are you aware that the Chairman's Office is piloting an Internal Ombudsman Program that is responsible for investigating employee complaints?”

88. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 88 Item-by-item Results: Internal Ombudsman Program, cont’d 31. Have you submitted an issue for consideration to the Internal Ombudsman Program over the past year? Diff from 2008 Diff from 2007 Diff from Norm 0n/a 0

89. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 89 Item-by-item Results: Internal Ombudsman Program, cont’d Diff from 2008 Diff from 2007 Diff from Norm 32. My concerns were fairly addressed by the Internal Ombudsman -4 n/a Favorable NeutralUnfavorable

90. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 90 Item-by-item Results 118. How likely are you to pursue a supervisory, management, or higher-level leadership position in the future? Diff from 2008 Diff from 2007 Diff from Norm -3-5n/a -2-5n/a -3-2n/a +1+4n/a +6+8n/a

91. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 91 Item-by-item Results 119. Why are you unsure or unlikely to pursue a supervisory, management, or higher-level leadership position in the future? Diff from 2008 Diff from 2007 Diff from Norm 0+4n/a 0n/a +1 n/a -2 n/a +4+2n/a 0-3n/a

92. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 92 Item-by-item Results 151. How much longer do you plan to work for the FDIC? Diff from 2008 Diff from 2007 Diff from Norm -3+2n/a -2n/a 0+1n/a +1+2n/a 0n/a +40n/a

93. © 2010 Towers Watson. All rights reserved. Appendix B Respondent Profile by Organization and Demographic Segments

94. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 94 Participation by Division/Office Division/Office

95. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 95 Participation by Location, Regional/Area Office, and Satellite Office Location Regional/Area Office Satellite Office

96. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 96 Participation by Grade Job Band/Position # of Respondents % of Respondents % of Workforce Grade 1-858115%17% Grade 9-1156415% Grade 1268918% Grade 13-15154040%39% CG Supervisor/CM41811%10% EM541%2% Other110% Total3857100% Grade

97. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 97 Appointment Type Participation by Appointment Type

98. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 98 Participation by 570 Occupational Group and Financial Institution Specialist/Examiner Financial Institution Specialist/Examiner 570 Occupational Group

99. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 99 Participation by Bargaining Unit Bargaining Unit

100. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 100 Participation by Tenure and Supervisory Status Tenure Supervisory Status

101. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 101 Participation by Gender Gender

102. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 102 Participation by Ethnicity and National Origin Hispanic/Latino Ethnicity

103. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 103 Age Participation by Age and Career Spent at FDIC Career Spent at FDIC

104. © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only. 104 Contact Details James Cortez, Ph.D. Senior Consultant Towers Watson 875 Third Avenue, 16 th Floor, New York, New York 10022 212-251-5881 james.cortez@towerswatson.com Jeffrey S. Dussault Executive Advisor Booz | Allen | Hamilton One Dulles Center, 13200 Woodland Park Road, Herndon, VA 20171-3025 703.984.3886 dussault_jeffrey@bah.com