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

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FDIC’s Learning AdvantageDecember 1, 2010

Betty Rudolph, Associate DirectorJanet Vorce, Founding Program Manager

FDIC Corporate University

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 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 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 Context Mission Critical Occupations

Business LinesExaminersResolutions and Receivership SpecialistsEconomists

Partnering DivisionsAttorneysFinancial Management AnalystsAccountantsHR SpecialistsIT SpecialistsProcurement Specialists

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

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.

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.

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.

Implementation Challenges

• Obtaining buy-in at all levels• Funding• Coordination with union (NTEU)• Policy development• System support• Marketing

Time & Money

Grades PLA Funds Per Eligible Learner

Training Hours Per Eligible Learner

11 and Below $1,500

24 – 48 work hours as needed

12 – 15 $2,000

CM/EM $2,500

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)

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)

• 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?Included Not Included

Expenses Covered

• Tuition

• Registration Costs

• Required Training Books

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

As of December 31, 2009

CDP PLA

FDIC 51% 30%

As of September 30, 2010

CDP PLA

FDIC 53% 29%

2009 & 2010 CDP - PLA Comparisons

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.

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

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.

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

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

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

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

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.

Questions and Answers

Betty RudolphBetty Rudolph

brudolph@fdic.gov

Janet VorceJanet Vorce

jvorce@fdic.gov

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

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