FDIC’s Learning Advantage December 1, 2010 Betty Rudolph, Associate Director

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

2. 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 2

3. 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 3

4. 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 4

5. 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 5

6. 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 6

7. 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 7

8. 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 8

9. Implementation Timeline Initial pilot in 2004 with 200 randomly selected employees Refinement of program and agency-wide pilot 2007 to 2009. Program made permanent in 2009. FDIC Corporate University 9

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

11. FDIC Corporate University Time & Money

12. FDIC Corporate University 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)

13. FDIC Corporate University 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)

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) FDIC Corporate University What Training Is Included In PLA? Included Not Included

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

16. FDIC Corporate University 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

17. As of December 31, 2009 CDPPLA FDIC 51% 30% As of September 30, 2010 CDPPLA FDIC 53% 29% 2009 & 2010 CDP - PLA Comparisons FDIC Corporate University

18. FDIC Corporate University 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.

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 19

20. FDIC Corporate University 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 email to PLA Program Manager with the business case for granting an exception for a specific employee.

21. FDIC Corporate University 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

22. FDIC Corporate University 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

23. FDIC Corporate University 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

24. FDIC Corporate University 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

25. FDIC Corporate University 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 email 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.

28. FDIC Corporate University Questions and Answers Betty Rudolph brudolph@fdic.gov Janet Vorce jvorce@fdic.gov