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FDIC’s Learning Advantage December 1, 2010 Betty Rudolph, Associate Director Janet Vorce, Founding Program Manager FDIC Corporate University
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FDIC’s Learning AdvantageDecember 1, 2010
Betty Rudolph, Associate DirectorJanet Vorce, Founding Program Manager
FDIC Corporate University
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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
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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
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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)
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FDIC Context Mission Critical Occupations
Business LinesExaminersResolutions and Receivership SpecialistsEconomists
Partnering DivisionsAttorneysFinancial Management AnalystsAccountantsHR SpecialistsIT SpecialistsProcurement Specialists
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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
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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.
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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.
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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.
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Implementation Challenges
• Obtaining buy-in at all levels• Funding• Coordination with union (NTEU)• Policy development• System support• Marketing
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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
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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)
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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)
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• 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
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Expenses Covered
• Tuition
• Registration Costs
• Required Training Books
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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
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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
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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.
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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
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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.
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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
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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
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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
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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
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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.
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Questions and Answers
Betty RudolphBetty Rudolph
Janet VorceJanet Vorce
FDIC Corporate University
