FDIC / FY 2018 / Page 0 

FEDERAL DEPOSIT INSURANCE CORPORATION 

Federal Agency Annual 

EEO Program Status Report

Fiscal Year 2018
 FDIC / FY 2018 / Page 1 

U.S. Equal Employment Opportunity Commission

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

Federal Deposit Insurance Corporation

TABLE OF CONTENTS

EEOC FORMS 715-01

PARTS A – D.................................................................................................................................................................................................Page 2

PART E.........................................................................................................................................................................................................Page 4

PART F........................................................................................................................................................................................................Page 10

PART G........................................................................................................................................................................................................Page 11

PART H.......................................................................................................................................................................................................Page 33

PART I........................................................................................................................................................................................................Page 51

PART J........................................................................................................................................................................................................Page 55

ATTACHMENTS

A – FDIC Workforce Data Tables

B – FDIC EEO Policy Statement

C – FDIC Organizational Chart

D – FDIC Circular 2710.3 - Anti-Harassment Program 

E – FDIC Strategic Plan

F – FDIC Alternative Dispute Resolution Procedures

G – FDIC Circular 2710.5 – FDIC Reasonable Accommodation Program

H – FDIC Guidance/Procedures for Providing Personal Assistance Services

I – FDIC FY 2018 Disabled Veterans Affirmative Action Program (DVAAP) Report

J – FDIC 2018 Federal Employee Viewpoint Survey Results
 FDIC / FY 2018 / Page 2 

EEOC FORM

715-01

PARTS A - D 

U.S. Equal Employment Opportunity Commission 

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

Federal Deposit Insurance Corporation

For period covering October 1, 2017, to September 30, 2018.

PART A

Department

or Agency

Identifying

Information 

1. Agency 1. Federal Deposit Insurance Corporation 

1.a. 2nd level reporting

component

N/A

1.b. 3rd level reporting 

component

N/A

1.c. 4th level reporting 

component

N/A

2. Address 2. 550 17th Street NW

3. City, State, Zip Code 3. Washington, District of Columbia 20429-9990

4. CPDF 

Code

5. FIPS 

code(s)

4. FD68 5. 116

PART B

Total

Employment 

1. Enter total number of permanent full-time and part-time employees 1. 126

2. Enter total number of temporary employees 2. 6

3. Enter total number employees paid from non-appropriated funds 3. 5903

4.TOTAL EMPLOYMENT [add lines B 1 through 3] 4. 6035

PART C 

Agency

Official(s)

Responsible

For Oversight

of EEO

Program(s) 

1.Head of Agency 

Official Title 

1. Jelena McWilliams, Chairman

2. Agency Head Designee 2. Arleas Upton Kea, Deputy to the Chairman and Chief Operating Officer

3. Principal EEO 

Director/Official

Title/series/grade 

3. Saul Schwartz, Director, Office of Minority and Women Inclusion

4. Title VII Affirmative 

EEO Program Official 

4. Anthony F. Pagano, Branch Chief, Office of Minority and Women

 Inclusion

5. Section 501 Affirmative 

Action Program Official 

5. Monica C. Flint, Disability Program Manager, Office of Minority and 

Women Inclusion

6.Complaint Processing 

Program Manager 

6. Michael P. Moran, Branch Chief, Office of Minority and Women Inclusion

7. Other Responsible EEO 

Staff 
 FDIC / FY 2018 / Page 3 

EEOC FORM

715-01

PARTS A - D 

U.S. Equal Employment Opportunity Commission 

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

Federal Deposit Insurance Corporation

PART D

List of Subordinate 

Components 

Covered in This 

Report 

Subordinate Component and Location (City/State) CPDF and FIPS Codes

CPDF FIPS

Atlanta Regional Office (Atlanta / GA) FD68

Chicago Regional Office (Chicago / IL) FD68

Dallas Regional Office (Dallas / TX) FD68

Kansas City Regional Office (Kansas City / MO) FD68

New York Regional Office (New York / NY) FD68

San Francisco Regional Office (San Francisco / CA) FD68

EEOC FORMS and Documents Included With This Report

*Executive Summary [FORM 715-01 PART E], that includes: *Copy of Workforce Data Tables as necessary to support 

Executive Summary and/or EEO Plans

Brief paragraph describing the agency's mission and 

mission-related functions

*Copies of relevant EEO Policy Statement(s) and/or excerpts 

from revisions made to EEO Policy Statements

Summary of results of agency's annual self-assessment 

against MD-715 "Essential Elements"

*FDIC Organizational Chart

Summary of Analysis of Workforce Profiles including net 

change analysis and comparison to OCLF

*FDIC Circular 2710.3 – Anti-Harassment Program

Summary of EEO Plan objectives planned to eliminate 

identified barriers or correct program deficiencies

*FDIC Strategic Plan

Summary of EEO Plan action items implemented or 

accomplished

*FDIC Alternative Dispute Resolution Procedures

*Statement of Establishment of Continuing Equal 

Employment Opportunity Programs [FORM 715-01 PART F]

*FDIC Circular 2710.5 – FDIC Reasonable Accommodation 

Program

*Optional Annual Self-Assessment Checklist Against 

Essential Elements [FORM 715-01PART G]

*FDIC Guidance/Procedures for Providing Personal Assistance 

Services

*EEO Plan To Attain the Essential Elements of a Model EEO 

Program [FORM 715-01PART H] for each programmatic 

essential element requiring improvement

*FDIC FY 2018 Disabled Veterans Affirmative Action Program 

(DVAAP) Report

*Agency EEO Plan to Eliminate Identified Barrier [FORM 

715-01 PART I]

*FDIC 2018 Federal Employee Viewpoint Survey Results

*Special Program Plan for the Recruitment, Hiring, and 

Advancement of Persons With Targeted Disabilities for 

agencies with 1,000 or more employees [FORM 715-01 

PART J]
 FDIC / FY 2018 / Page 4 

EEOC FORM

715-01 

PART E

U.S. Equal Employment Opportunity Commission

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation For period covering October 1, 2017, to September 30, 2018.

EXECUTIVE SUMMARY

Mission and Mission-Related Functions 

The Federal Deposit Insurance Corporation (FDIC) preserves and promotes public confidence in the U.S. financial system by 

insuring deposits in banks and thrift institutions; by identifying, monitoring and addressing risks to the deposit insurance fund; 

and by limiting the effect on the economy and the financial system when a bank or thrift institution fails. As of September 30, 

2018, the FDIC directly examined and supervised 3,527 banks and thrift institutions, more than half of the institutions in the 

banking system. The FDIC is the primary federal regulator of state-chartered banks that do not join the Federal Reserve 

System, and is the back-up supervisor for the remaining insured banks and thrift institutions.

In 2018, the FDIC was ranked number five by the Partnership for Public Service as being one of the best places to work among 

the mid-sized federal agencies on the Best Places to Work in the Federal Government® list. The FDIC’s fifth place ranking in 

2018 follows seven years of ranking in the top five, with six consecutive years of receiving the number one ranking. 

Throughout Fiscal Year 2018, the FDIC continued its longstanding vision to be an employer of choice and commitment to 

diversity and inclusion. In 1999, the FDIC published its first Diversity Strategic Plan, which outlined its commitment to 

recruiting and retaining the most qualified, talented, and motivated employees in the labor market. The FDIC’s Office of 

Minority and Women Inclusion (OMWI) is an important component in these efforts. OMWI supports the FDIC’s mission through 

the pursuit of equal employment opportunity, affirmative employment initiatives, diversity and inclusion, and outreach efforts 

to ensure, to the maximum extent possible, the fair inclusion and utilization of minority and women owned businesses, law 

firms, and investors in contracting, business, and investment opportunities.

The FDIC’s 2018-2019 Diversity and Inclusion Strategic Plan continues to outline a course for promoting workforce diversity by 

recruiting from a diverse, qualified group of potential applicants, and cultivating workplace inclusion through collaboration, 

flexibility, and fairness. The updated Plan was a collaborative effort between OMWI and the FDIC Diversity and Inclusion (D&I) 

Executive Advisory Council (EAC), and includes initiatives that were underway as part of the Workforce Development Initiative, 

now the Workforce Development Program (WDP). The Plan continues to outline a course for the sustainability of the FDIC’s 

diversity and inclusion initiatives and for equipping leaders with the ability to manage diversity, monitor results, and refine 

approaches on the basis of actionable data. 

The FDIC continued to set forth performance goals designed to further promote diversity, inclusion, and equal employment 

opportunity at the agency. A continuation of one of these goals required the agency’s divisions and major offices to develop

customized strategic plans to identify steps to promote increased diversity throughout the FDIC. As done in the past, each 

division and major office assessed available workforce data and produced plans with strategies to further their diversity 

progress and address noted issues. Again, the division and office level plans were consolidated into an FDIC Plan to Promote 

Increased Diversity through Division/Office Engagement and have been integrated into the agency’s annual strategic planning 

efforts. To that end, the FDIC continued to engage strategies intended to:

 Enhance focused efforts in further diversifying executive management levels within the agency.

 Analyze workforce data to identify trends and potential barriers to the participation of women and minorities, and 

develop plans to address any impediments to equal opportunity.

 Increase the number of persons with targeted disabilities in the FDIC workforce through the use of hiring flexibilities 

such as Schedule A, the Workforce Recruitment Program (WRP), and traditional hiring practices.

The commitment to providing all employees with a work environment that embodies excellence and acknowledges and honors 

the diversity of its employees remained a priority for the FDIC. To continue advancing diversity and inclusion efforts, the FDIC 

engaged in the following activities in 2018:

 Participated in the WRP and hired five interns.

 Continued its Mentoring Program, closing the year with 84 pairs.

 FDIC management continued to strongly support the Expressions of Interest (EOI) Program, allowing employees to 

participate in detail opportunities that provide cross-functional learning experiences.

 OMWI and the FDIC’s Corporate University continued their collaboration on administering new manager and supervisor 

training on equal employment opportunity and diversity and inclusion, to include unconscious bias and reasonable 

accommodation, highlighting new requirements established by the Equal Employment Opportunity Commission 

(EEOC). 

 OMWI and FDIC senior management held recurring meetings with the FDIC’s Corporate Advocacy Network for 

Disability Opportunities (CAN DO) Employee Resource Group (ERG), resulting in several action items to enhance 

workplace inclusion for persons with disabilities.

Executive Summary Page 1
 FDIC / FY 2018 / Page 5 

 Met agency-wide Diversity and Inclusion performance goal through delivering the Diversity 101 training course to the 

workforce. 

 OMWI sponsored 10 special observance events through its Diversity and Inclusion Education Series Program. 

 The Chairman’s Diversity Advisory Councils (CDACs) hosted diversity and inclusion events at headquarters and 

regional, area, and field office locations to promote cultural awareness, as well as awareness of the FDIC’s current 

ERGs and the ERG program.

 Approved the establishment of two new ERGs: (1) Networking Inclusion and Advancement for African AmericanWomen: African American Women with a Purpose; and (2) Association of African American Professionals. This 

increased the number of FDIC ERGs to eight (CAN DO, Emerging Leaders, Hispanic Organization for Leadership and 

Advancement, Partnership of Women in the Workplace, PRIDE, and Veterans).

 Continued addressing national diversity and inclusion issues raised by employees through a collaborative effort 

between OMWI, the CDACs, the Workplace Excellence (WE) Steering Committee, and the D&I EAC.

 OMWI continued its open dialogue with FDIC divisions and offices regarding the strengths and weaknesses of their 

respective D&I plans, and the revision of strategies and action items where warranted.

 The FDIC continued to develop and implement the WDP initiatives designed to address comprehensive succession 

planning needs and workforce development challenges and opportunities.

 OMWI continued collaboration with the Division of Administration, Human Resources Branch, in enhancing awareness 

about special appointment authorities available to hire persons with disabilities.

The FDIC also issued its revised two-year 2018-2019 Disability Employment Program Strategic Plan in August 2018. The Plan 

builds on the initial strategies that align with the agency’s efforts to be a model employer of persons with disabilities and assist 

in achieving an increase of persons with targeted-disabilities employed at the FDIC. The plan outlines goals that address 

recruitment and hiring practices, career development programs, partnerships with outside organizations, and training for 

management and staff. The FDIC also will continue to assess its disability program support and ensure compliance with 

applicable laws and statutes.

In addition to the plans and annual FDIC performance goals designed to promote engagement in FDIC diversity and inclusion 

initiatives, under provisions of the Dodd-Frank Wall Street Reform and Consumer Protection Act, Section 342, the FDIC submits 

to Congress an annual report regarding the actions taken toward increasing diversity in the workforce and increasing the 

participation of minority- and women-owned businesses in all business activities. The FDIC continues to enhance its longstanding commitment to promote diversity and inclusion in employment opportunities and all business areas of the agency. 

The 2017 Report to Congress issued in March 2018 outlines both successes and challenges in hiring as the FDIC works to 

ensure its commitment is reflected in carrying out its mission. Together, these plans, goals, and reports help the FDIC achieve 

and sustain the essential elements of model Title VII and Rehabilitation Act programs: demonstrated commitment from agency 

leadership; integration of EEO into the agency’s strategic mission; management and program accountability; proactive 

prevention of unlawful discrimination; efficiency; and, responsiveness and legal compliance.

Summary of FDIC’s Annual Self-Assessment

The FDIC conducted a self-assessment against the MD-715 “Essential Elements” for the reporting period. An overall review 

continues to reveal that the Chairman’s and senior management’s strong commitment to and avid support for diversity and 

inclusion and equal opportunity is a major strength for the FDIC. It also reflects that the FDIC is actively engaged in advancing 

proactive measures to sustain a diverse and inclusive workplace that affords all employees the opportunity to reach their full 

potential. The FDIC’s various diversity and inclusion councils, committees, and working groups remained engaged and 

continued to work collaboratively on various initiatives relating to recruitment to increase diversity in applicant pools, enhance 

career development, provide cross-functional learning opportunities, optimize rewards and recognition, expand platforms that 

support employee engagement, and enhance communication. In addition, improving diversity and inclusion remained 

integrated into the FDIC’s strategic mission and is a key agency-wide performance goal. 

The FDIC continued to engage in many activities to establish a path to achieving a “Model EEO Program,” to include monitoring 

the implementation of activities that addressed previously identified weaknesses, such as ensuring new employees received a 

copy of the OMWI New Employee Orientation booklet, which contains a copy of the Chairman’s annual EEO Policy Statement, 

Reasonable Accommodation procedures, the No FEAR Act Annual Notice, and other information regarding employees’ rights 

and related administrative processes. The FDIC will continue to assess and explore

possibilities to strengthen its diversity and inclusion and equal employment opportunity program.

In addition, the assessment reflected the FDIC was strongest in relation to Essential Element A: “Demonstrated Commitment 

from Agency Leadership,” Essential Element E: “Efficiency,” and Essential Element F: “Responsiveness and Legal Compliance.”

There were noted weaknesses in the assessment for Essential Element B: “Integration of EEO into the Agency’s Strategic 

Mission,” Essential Element C: “Management and Program Accountability,” and Essential Element D: “Proactive Prevention.” 

The majority of the program deficiencies identified are under Essential Element C: “Management and Program Accountability.” 

The Agency EEO Plans to Attain the Essential Elements of a Model EEO Program (Part H) to address the identified deficiencies 

are included in this report.

Executive Summary Page 2
 FDIC / FY 2018 / Page 6 

The FDIC continued to maintain an efficient and effective EEO dispute resolution process. Pre-complaint data reflected that 98 

percent of counseling sessions conducted closed within the regulatory time frames. Also, the FDIC offered mediation 100 

percent of the time, during the pre-complaint process, where applicable. In addition, the FDIC completed 96.4 percent of 

investigations timely and issued 96 percent of all final agency actions within the regulatory time frames.

The FDIC will continue to monitor and participate in the implementation of corrective actions and will report progress to senior 

leaders via the D&I EAC.

Summary of Analysis of Workforce Profiles

As of September 30, 2018, the FDIC had a total workforce of 6,035, a decrease of 201 employees (a net change of -3.22 

percent) from the end of FY 2017. Likewise, the number of temporary employees in the FDIC decreased from 598 in FY 2017 

to 430 at the end of FY 2018 (a decrease of 168). This reflects the continued decrease in staffing needed to address a reduced 

number of bank closures.

Agency-wide, women comprised 44.84 percent of the FDIC workforce, which was 3.30 percent below the Civilian Labor Force 

(CLF), the same as in FY 2017. Women also remained below their overall workforce participation rate at the senior grade 

levels (Executive Manager (EM), Corporate Manager (CM), and Corporate Grade (CG) 13-15). Overall, minority representation 

at the FDIC increased from 28.53 percent in FY 2017 to 29.69 percent in FY 2018, remaining above the national combined CLF 

for minorities of 27.64 percent. However, the percentage of minorities at the EM, CM, and CG 14-15 grade levels fell below the 

overall workforce rate. At the CG-13 grade level, the percentage of minorities was slightly above the overall workforce 

representation. As with most federal agencies, the FDIC continues to have low representation of Hispanics at various grade 

levels and occupations compared to CLF benchmarks. However, the FDIC is making incremental progress in this area. Overall, 

Hispanic representation increased slightly from 3.88 percent in FY 2017 to 4.18 in FY 2018.

While there were slight increases and decreases in individual groups, representation remained relatively close to FY 2017. 

Continuing a trend from FY 2017, the percentage of both Hispanic men and women in the FDIC workforce increased slightly in 

FY 2018. The percentage of White men and women decreased slightly compared to FY 2017. The representation of White men 

remained above the CLF benchmark, while the representation of White women remained below. The representation of Black 

men and women increased slightly, standing above the CLF benchmarks. The representation of Asian men and women 

increased slightly compared to FY 2017; both remained above the CLF benchmarks. The representation of Native Hawaiian and 

Other Pacific Islander and American Indian or Alaska Native men increased slightly or stayed the same, while the 

representation for women decreased slightly. Representation for these two groups was at near the CLF benchmarks. 

Representation for men and women of two or more races increased compared to FY 2017.

There is no clear trend based on net change percentages over the past several fiscal years that warrants further agency action. 

As the attached Table A1 shows, few groups experienced net change decreases greater than that of the net change decrease 

for the total workforce (-3.22 percent). Most were not significantly different, and small numbers resulted in large percentages 

for some groups. Groups that had a higher net change decrease than the total workforce during the reporting period included 

White men (-4.30 percent) and women (-5.59 percent), Native Hawaiian or Other Pacific Islander women (-20.00 percent), and 

American Indian or Alaska Native women (-13.33 percent). Groups with no change or change 

decreases lower than that for the total workforce were Hispanic men (0.00 percent), Black men (-2.05 percent) and women (-

3.07 percent), and Native Hawaiian or Other Pacific Islander men (0.00 percent). There were a number of groups that 

experienced a net change increase. These groups include Hispanic women (10.31 percent), Asian men (3.01 percent) and 

women (9.32 percent), American Indian or Alaska Native men (11.11 percent), as well as men (13.64) and women (22.22) of 

two or more races. As in the case of decreases in some groups, small numbers resulted in large percentages.

The bank examiner occupational series (0570, Financial Institution Examiner) is the most populous and mission essential 

position within the FDIC. Among permanent employees within this occupational series, the representation of women remained 

below the occupational CLF (OCLF) in FY 2018. All groups of women, where there was an expected participation rate, were 

below the individual OCLF benchmarks. The rate of representation among women in this occupational series increased 

marginally from FY 2017. Minority representation among permanent employees in the examiner occupational

series also remained below the OCLF benchmark, but increased slightly from FY 2017. Individual groups with representation 

below the OCLF included Hispanic men and women, White women, Black women, Asian men and women, American Indian or 

Alaska Native women, and women of two or more races. The difference for Hispanic men, White

women, American Indian or Alaska Native women, and women of two or more races was less than one percent. Groups with 

representation above their OCLF benchmark were White men, Black men, Native Hawaiian or Other Pacific Islander men and 

women, American Indian or Alaska Native men, and men of two or more races. The FDIC monitors statistics regarding this 

occupational series on an ongoing basis and takes action through the Corporate Employee Recruitment Program to attract and 

recruit a diverse examiner workforce representative of the labor pool.

Of new employees hired in FY 2018, the following groups were above the CLF benchmark: Women overall, White men, Black 

women, Asian men and women, and Native Hawaiian or other Pacific Islander men. Hispanic men and women, White women, 

Black men, and women of two or more races were hired at rates below the CLF benchmarks. The difference for Hispanic 

women, Black men, and women of two or more races was less than one percent. There were no new hires of Native Hawaiian 

or Other Pacific Islander women, American Indian or Alaska Native men and women, and men of two or more races. The 

largest differences below the CLF were just over two percent: Hispanic males (2.54 percent below the CLF); and White females 

(2.29 percent below the CLF).

Executive Summary Page 3
 FDIC / FY 2018 / Page 7 

Hispanic men and women, Black women, Asian men and women, American Indian or Alaska Native men and women, and men 

of two or more races separated at rates below their workforce representation (including both voluntary and involuntary 

separations). However, African American women had a notable percentage of involuntary departures compared to their 

representation in the workforce (22.73 percent involuntary departure rate vs an onboard representation rate of 12.01 percent).

There was a small number (5) of involuntary separations resulting in the 22.73 percent.

Men overall, including White men, Black men, and Native Hawaiian or Other Pacific Islander men separated at rates slightly 

above their workforce representation. White women, Native Hawaiian or other Pacific Islander women, and women of two or 

more races also separated at rates slightly above their workforce representation. Most of these differences were below one 

percent, with the exception of a 1.42 percent difference for Black men.

The FDIC continued to see an increase in the representation of persons with disabilities and persons with targeted disabilities in 

its workforce during FY 2018. The percentage of individuals with disabilities increased from 9.01 percent in FY 2017 to 11.57 

percent, which is marginally below the 12 percent federal goal. For persons with targeted disabilities, there was an increase 

from 2.15 percent in FY 2017 to and 2.25 in FY 2018, maintaining the percentage above the 2 percent federal goal. These 

increases are mostly attributable to the semiannual resurvey of the FDIC workforce to encourage employees to identify a 

disability, as well as the inclusion of disabled veterans with 30 percent or more service-connected disability who did not 

otherwise self-identify. Disabled veterans with 30 percent or more service-connected disability were included in accordance 

with EEOC’s amendment to 29 CFR 1614.203, clarifying Section 501 of the Rehabilitation Act of 1973, which states an 

employee may also be classified as an individual with a disability or an individual with a targeted disability on the basis of 

records relating to the individual’s appointment under a hiring authority that takes disability into account.

Barrier Analysis: During FY 2018, the FDIC continued work on the barrier analysis initiated in FY 2017 to determine if any 

barriers exist for women and minorities at the most senior level, Executive Manager (EM). The analysis began in FY 2017 by 

reviewing workforce data for the previous five years (FY 2012 to FY 2016) to identify any triggers and notable trends in the 

permanent workforce in the CG 13-15, CM-01, CM-02, and EM levels. The most prevalent triggers and trends noted over the 

past years continued into FY 2018. 

 Women overall, on average, consistently fell below their workforce rate at the CG 13-15, CM-01, CM-02, and EM 

levels;

 Black women, on average, consistently had the highest rate below their workforce rate at the CG 14, CG 15, CM-01, 

CM-02, and EM levels, although they were represented at rates well above their expected CLF rate in the overall 

workforce; and

 There was continued absence of:

o Native Hawaiian or Pacific Islander men and women, American Indian or Alaska Native women, and men and 

women of two or more races at the EM level;

o Native Hawaiian or Pacific Islander women, American Indian or Alaska Native men and women at the CM-02 level;

and

o Native Hawaiian or Pacific Islander women at the CG-15 and CM-01 levels.

The FDIC had representation across all race groups over the past five years, but there were consistently very few Native 

Hawaiian or Pacific Islander men and women. This contributed to the lower rates for their respective group throughout various 

segments of the FDIC’s workforce. A Part I, Agency EEO Plan to Eliminate Identified Barrier, to address the identified triggers 

and trends is included in this report. It is anticipated that the planned activities may also address other triggers identified in 

the FDIC’s workforce data. During the FY 2018 reporting period, the FDIC reviewed the following:

 Discrimination complaints data;

 Executive Manager workforce data, including new hires and promotions;

 Internal selections for senior level positions;

 Pipeline (CG-13-15 and CM-01-CM-02) separations;

 Leadership Program selection rates;

 Expression of Interest (internal details) selections; and

 Federal Employee Viewpoint Survey (FEVS) diversity dimensions and inclusion quotient results.

Preliminary results indicate further review is necessary regarding selection processes. As a result, a next step in the barrier 

analysis process includes review and analysis of policies, practices, and procedures in recruitment, training, career 

development, and promotions with regard to those groups with low representation at senior levels.

FDIC Strategy

Corporate Employee Program (CEP): The FDIC continued to promote its commitment to a diverse workforce using a wide 

variety of methods aimed at attracting, recruiting, and hiring high-performing individuals reflecting all segments of society. 

The recruitment of examiners, the FDIC’s largest occupational group, is conducted primarily through the CEP. The CEP trains 

the FDIC’s workforce of Financial Institution Specialists (FISs), beginning examiners-in-training, in a variety of areas. To reach 

a broad available audience, in 2018 the FDIC’s Corporate Recruitment Program continued to maintain relationships with a wide 

range of colleges and universities as well as a number of professional organizations to target a diverse talent 

Executive Summary Page 4
 FDIC / FY 2018 / Page 8 

pool for the CEP. This included over 100 institutions designated as Hispanic Serving Institutions, Historically Black Colleges and 

Universities (HBCUs), and other minority-serving institutions, tribal colleges and universities, and institutions with significant 

student populations of women, and minorities.

OMWI continued monitoring the representation and attrition rates for CEP employees based on race, ethnicity, and gender, in an 

effort to help with the targeted recruitment. In 2018, OMWI reported on every incoming class of CEP hires, including the total 

CEP employees from the inception of the program, FISs currently onboard, and attrition. At the outset of the CEP in 2004, 

several racial, ethnic, and gender groups had very low representation rates in the FDIC’s examiner workforce. The FDIC 

continually engaged in proactive recruiting efforts and enhanced recruitment strategies that have been successful in addressing 

the low representation rates of many racial, ethnic, and gender groups. That progress is especially apparent with respect to the

overall percentage of women in the permanent examiner workforce, which has consistently increased since FY 2004, from 32.6

percent to 38.7 percent as of September 30, 2018. The CEP recruitment efforts may also have contributed to the percentages 

being above the OCLF for Black men, Native Hawaiian or Pacific Islander men and women, American Indian or Alaska Native 

men, and men of two or more races in the permanent examiner workforce. Representation was also quite close to the OCLF for 

White Women (0.02 percent difference from OCLF), Hispanic men (0.56 percent difference from OCLF), and American Indian or 

Alaska Native women (0.01 percent difference from OCLF). In addition, the CEP hiring rates in 2018 were at or above the OCLF 

percentages for Asian women, Black men, White women, and men and women of two or more races, but were below the OCLF 

for American Indian or Alaska Native women and men, Asian men, Black women, Hispanic men and women, and White men. 

The hiring rate for in 2018 was above the OCLF for women overall. Continued targeted recruitment efforts are underway to 

reach diverse applicants for the CEP.

A key challenge that remains in diversifying senior management levels at the FDIC is attracting and retaining minorities and 

women in the bank examiner permanent workforce. As previously mentioned, the examiner occupation represents the largest 

occupational group at the FDIC and accounts for 43.0 percent (2,595) of the total workforce (6,035). Employees who began 

their FDIC careers as examiners tend to occupy a significant percentage of executive and managerial leadership positions, as 

well as other non-examiner positions throughout the FDIC. Thus, participation rates within the examiner workforce are vital to 

achieving satisfactory representation rates within the broader FDIC workforce and senior levels. Despite the overall success of 

the CEP in increasing the percentage of women and minorities in the permanent examiner workforce, percentages fall below the 

OCLF for women overall, Hispanic men and women, White women, Black women, Asian men and women, American Indian or 

Alaska Native women, and women of two or more races.

Recruitment (Outreach): In addition to recruiting for the CEP, FDIC recruiters maintained ongoing partnerships with a variety of 

colleges and universities during FY 2018, as well as a number of professional organizations for minorities, women, veterans, and 

persons with disabilities. FDIC corporate recruiters participated in college career fairs, information sessions, and other 

recruitment-related campus activities throughout the United States to brand the FDIC and attract the best-qualified candidates. 

FDIC recruiters also attended national diversity outreach events and 6 regional outreach events to increase awareness of the 

FDIC as an employer of choice to professionals. Additionally, the FDIC met with key leaders in Hispanic American, Black 

American, Asian American, women’s, and veterans’ organizations as well as organizations representing people with disabilities to 

create awareness of FDIC careers and identify opportunities to expand outreach to their members.

Student/Intern Programs: The FDIC continues to help minority and women students, and students with disabilities, prepare for 

careers in business and finance. During FY 2018, the FDIC recruited student interns through traditional and non-traditional 

mediums, to include its Diversity Outreach Student Intern Program (DOSIP) and the WRP. The FDIC has continued to use the 

WRP as a source for student interns with disabilities for the past several years. In FY 2018, the FDIC provided student intern 

opportunities to five students through the WRP and one student through DOSIP.

Persons with Targeted Disabilities: The total number of employees with targeted disabilities increased from 134 in FY 2017 to 

136 in FY 2018. In FY 2018, the FDIC continued its disability self-identification resurvey campaign to encourage FDIC employees

to report disabilities. The initial campaign in FY 2017 included the new targeted disabilities (codes 2, 3, 40, and 93) and resulted 

in a substantial increase. Since numerous employees updated their self-identification last year, the increase in the percentage of 

persons with targeted disabilities was modest in FY 2018. The percentage of permanent employees with targeted disabilities 

below the Grade 11 pay cluster fell slightly from 3.47 percent in 2017 to 3.10 percent in FY 2018; however, this is still above the 

2 percent federal goal. The percentage of permanent employees with targeted disabilities at or above the Grade 11 pay cluster

increased from 1.94 percent in FY 2017 to 2.21 percent in FY 2018. The percentage of new hires who are persons with targeted 

disabilities decreased from 0.49 percent in FY 2017 to 0.24 percent in FY 2018. The FDIC will continue its strategic approach to 

align with the established grade-level cluster goals to continue to meet or exceed the participation rate of 2 percent for persons

with targeted disabilities in the permanent workforce at the comparable CG 1-10 and CG 11-EM levels. OMWI will also continue 

to work with the FDIC’s Division of Administration, Human Resources Branch, and other divisions and offices throughout the 

agency to develop and implement new strategies and programs to accomplish this goal.

Succession Planning: With increased retirements being likely in the near future, and gaps noted in the succession pipeline, the 

FDIC recognizes the importance of identifying and preparing future leaders now to fulfill roles in the years to come, while 

concurrently seizing the opportunity to continue to mold the diversity of the FDIC.

The FDIC expanded its succession planning efforts approach to include a survey of 4,000 non-supervisory employees occupying 

positions that could populate the agency’s longer term pipeline for management positions. The survey was designed to identify 

the workforce’s aspiration to higher level and management roles, their perceptions of readiness for these opportunities, and 

actions they have taken to prepare themselves. In 2018, the FDIC analyzed the results, finding that nearly two-thirds of midlevel non-supervisor respondents reported that they were interested in seeking higher-level

Executive Summary Page 5
 FDIC / FY 2018 / Page 9 

positions at the FDIC. Of these, over three-fourths believe they have the talents and skills for higher level positions and plan to 

apply for promotions and details over the next five years, demonstrating their ongoing interest in career development. The FDIC 

also learned that less than half of respondents have discussed their career interests and plans with a manager. 

Workforce development remains a key element in advancing the FDIC’s human capital and D&I programs. In 2019, the FDIC will 

continue to develop and implement the strategies and programs to support the goal of meeting its long-term workforce needs. 

OMWI will continue to monitor and track participation in WDP programs by race/ethnicity and gender, where possible.

In summary, the FDIC will continue to oversee the implementation of current and newly developed initiatives to preserve its 

commitment to diversity and inclusion, affirmative employment, and equal employment opportunity.

Executive Summary Page 6
 FDIC / FY 2018 / Page 10

EEOC FORM

715-01

PART F

U.S. Equal Employment Opportunity Commission

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

Federal Deposit Insurance Corporation

CERTIFICATION of ESTABLISHMENT of CONTINUING EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS

I, Saul Schwartz, Director (Executive Manager), Office of Minority and Women Inclusion, am the Principal EEO Director/Official 

for the Federal Deposit Insurance Corporation.

The agency has conducted an annual self-assessment of Section 717 and Section 501 programs against the essential elements 

as prescribed by EEO MD-715. If an essential element was not fully compliant with the standards of EEO MD-715, a further 

evaluation was conducted and, as appropriate, EEO Plans for Attaining the Essential Elements of a Model EEO Program, are 

included with this Federal Agency Annual EEO Program Status Report.

The agency has also analyzed its workforce profiles and conducted barrier analyses aimed at detecting whether any 

management or personnel policy, procedure or practice is operating to disadvantage any group based on race, national origin, 

gender or disability. EEO Plans to Eliminate Identified Barriers, as appropriate, are included with this Federal Agency Annual 

EEO Program Status Report.

I certify that proper documentation of this assessment is in place and is being maintained for EEOC review upon request.

May 31, 2019

Signature of Principal EEO Director/Official

Certifies that this Federal Agency Annual EEO Program Status Report is in compliance with EEO MD-715. Date

May 31, 2019

Signature of Agency Head or Agency Head Designee Date

Saul Schwartz /s/

Arleas Upton Kea /s/
 FDIC / FY 2018 / Page 11

MD-715 - PART G

Agency Self-Assessment Checklist

Essential Element A: Demonstrated Commitment From agency Leadership

This element requires the agency head to communicate a commitment to equal employment opportunity and a discrimination-free workplace.

Compliance 

Indicator

Measures

A.1 - The agency issues an effective, up-to-date EEO policy statement. Measure Met?

(Yes/No/NA)

Comments

A.1.a Does the agency annually issue a signed and dated EEO policy statement on 

agency letterhead that clearly communicates the agency's commitment to EEO 

for all employees and applicants? If "yes", please provide the annual issuance 

date in the comments column. [see MD-715, II(A)]

Yes August 7, 2018

A.1.b Does the EEO policy statement address all protected bases (age, color, 

disability, sex (including pregnancy, sexual orientation and gender identity), 

genetic information, national origin, race, religion, and reprisal) contained in the 

laws EEOC enforces? [see 29 CFR § 1614.101(a)]

Yes

Compliance 

Indicator

Measures

A.2 - The agency has communicated EEO policies and procedures to all 

employees.

Measure Met?

(Yes/No/NA)

Comments

A.2.a Does the agency disseminate the following policies and procedures to all 

employees:

A.2.a.1 Anti-harassment policy? [see MD 715, II(A)] Yes

A.2.a.2 Reasonable accommodation procedures? [see 29 C.F.R § 1614.203(d)(3)] Yes
 FDIC / FY 2018 / Page 12

A.2.b Does the agency prominently post the following information throughout the 

workplace and on its public website:

A.2.b.1 The business contact information for its EEO Counselors, EEO Officers, 

Special Emphasis Program Managers, and EEO Director? [see 29 C.F.R § 

1614.102(b)(7)]

Yes

A.2.b.2 Written materials concerning the EEO program, laws, policy statements, and 

the operation of the EEO complaint process? [see 29 C.F.R § 1614.102(b)(5)]

Yes

A.2.b.3 Reasonable accommodation procedures? [see 29 C.F.R. § 1614.203(d)(3)(i)] If 

so, please provide the internet address in the comments column.

Yes

https://www.fdic.gov/about/diversity/pdf/27105.pdf

A.2.c Does the agency inform its employees about the following topics:

A.2.c.1 EEO complaint process? [see 29 CFR §§ 1614.102(a)(12) and 1614.102(b)(5)] 

If "yes", please provide how often.

Yes Information is communicated throughout the year during:

(1) bi-weekly New Employee Orientation; (2) biennial EEO

and Diversity training for managers and supervisors; and

(3) biennial No FEAR Act training.

A.2.c.2 ADR process? [see MD-110, Ch. 3(II)(C)] If "yes", please provide how often. Yes Information is communicated throughout the year during: 

(1) biennial EEO and Diversity training for managers and

supervisors and (2) biennial No FEAR Act training.

A.2.c.3 Reasonable accommodation program? [see 29 CFR § 1614.203(d)(7)(ii)(C)] If 

"yes", please provide how often.

Yes Information is communicated throughout the year during: 

(1) bi-weekly New Employee Orientation; (2) biennial EEO

and Diversity training for managers and supervisors; and

(3) biennial No FEAR Act training.

A.2.c.4 Anti-harassment program? [see EEOC Enforcement Guidance on Vicarious 

Employer Liability for Unlawful Harassment by Supervisors (1999), § V.C.1] If 

"yes", please provide how often.

Yes Information is communicated throughout the year during: 

(1) biennial EEO and Diversity training for managers and 

supervisors; and (2) biennial No FEAR Act training.

A.2.c.5 Behaviors that are inappropriate in the workplace and could result in 

disciplinary action? [5 CFR § 2635.101(b)] If "yes", please provide how often.

Yes Information is communicated throughout the year during: 

(1) biennial EEO and Diversity training for managers and

supervisors; and (2) biennial No FEAR Act training.

Compliance 

Indicator

Measures

A.3 - The agency assesses and ensures EEO principles are part of its

culture.

Measure Met?

(Yes/No/NA)

Comments
 FDIC / FY 2018 / Page 13

A.3.a Does the agency provide recognition to employees, supervisors, managers, 

and units demonstrating superior accomplishment in equal employment 

opportunity? [see 29 CFR § 1614.102(a) (9)] If "yes", provide one or two 

examples in the comments section.

Yes FDIC Circular 2420.1 Rewards and Recognition Program

Annie D. Moore EEO and Diversity Award: Established 

to recognize employees who demonstrate a similar 

dedication, recognizing outstanding achievement in 

extending equal opportunity to individuals and extraordinary 

efforts honoring diversity within the Corporation through 

leadership, skill, imagination, innovation, and perseverance. 

A.3.b Does the agency utilize the Federal Employee Viewpoint Survey or other 

climate assessment tools to monitor the perception of EEO principles within the 

workforce? [see 5 CFR Part 250]

Yes

Essential Element B: Integration of EEO into the agency's Strategic Mission

This element requires that the agency's EEO programs are structured to maintain a workplace that is free from discrimination and support the agency's 

strategic mission.

Compliance 

Indicator

Measures

B.1 - The reporting structure for the EEO program provides the principal 

EEO official with appropriate authority and resources to effectively carry 

out a successful EEO program.

Measure Met?

(Yes/No/NA)

Comments

B.1.a Is the agency head the immediate supervisor of the person ("EEO Director") 

who has day-to-day control over the EEO office? [see 29 CFR §1614.102(b)(4)]

Yes

B.1.a.1 If the EEO Director does not report to the agency head, does the EEO Director 

report to the same agency head designee as the mission-related programmatic 

offices? If "yes," please provide the title of the agency head designee in the 

comments.

N/A

B.1.a.2 Does the agency's organizational chart clearly define the reporting structure for 

the EEO office? [see 29 CFR §1614.102(b)(4)]

Yes

B.1.b Does the EEO Director have a regular and effective means of advising the 

agency head and other senior management officials of the effectiveness, 

efficiency and legal compliance of the agency's EEO program? [see 29 CFR 

§1614.102(c)(1); MD-715 Instructions, Sec. I]

Yes

B.1.c During this reporting period, did the EEO Director present to the head of the 

agency, and other senior management officials, the "State of the agency" 

No Beginning after the submission of the FY 2018 MD-715 

report, the OMWI Director will present to the head of the 
 FDIC / FY 2018 / Page 14

briefing covering the six essential elements of the model EEO program and the 

status of the barrier analysis process? [see MD-715 Instructions, Sec. I)] If 

"yes", please provide the date of the briefing in the comments column.

agency, and other senior management officials, the "State 

of the agency" briefing covering the six essential elements 

of the model EEO program and the status of the barrier 

analysis process. (See Part H – Plan 1)

B.1.d Does the EEO Director regularly participate in senior-level staff meetings 

concerning personnel, budget, technology, and other workforce issues? [see 

MD-715, II(B)]

Yes

Compliance 

Indicator

Measures

B.2 - The EEO Director controls all aspects of the EEO program. Measure Met?

(Yes/No/NA)

Comments

B.2.a Is the EEO Director responsible for the implementation of a continuing 

affirmative employment program to promote EEO and to identify and eliminate 

discriminatory policies, procedures, and practices? [see MD-110, Ch. 1(III)(A); 

29 CFR §1614.102(c)]

Yes

B.2.b Is the EEO Director responsible for overseeing the completion of EEO 

counseling [see 29 CFR §1614.102(c)(4)]

Yes

B.2.c Is the EEO Director responsible for overseeing the fair and thorough 

investigation of EEO complaints? [see 29 CFR §1614.102(c)(5)] [This question 

may not be applicable for certain subordinate level components.]

Yes

B.2.d Is the EEO Director responsible for overseeing the timely issuing final agency 

decisions? [see 29 CFR §1614.102(c)(5)] [This question may not be applicable 

for certain subordinate level components.]

Yes

B.2.e Is the EEO Director responsible for ensuring compliance with EEOC orders? 

[see 29 CFR §§ 1614.102(e); 1614.502]

Yes

B.2.f Is the EEO Director responsible for periodically evaluating the entire EEO 

program and providing recommendations for improvement to the agency head? 

[see 29 CFR §1614.102(c)(2)]

Yes

B.2.g If the agency has subordinate level components, does the EEO Director 

provide effective guidance and coordination for the components? [see 29 CFR 

N/A The FDIC does not have subordinate level components.
 FDIC / FY 2018 / Page 15

§§ 1614.102(c)(2) and (c)(3)]

Compliance 

Indicator

Measures

B.3 - The EEO Director and other EEO professional staff are involved in, 

and consulted on, management/personnel actions.

Measure Met?

(Yes/No/NA)

Comments

B.3.a Do EEO program officials participate in agency meetings regarding workforce 

changes that might impact EEO issues, including strategic planning, 

recruitment strategies, vacancy projections, succession planning, and 

selections for training/career development opportunities? [see MD-715, II(B)]

Yes

B.3.b Does the agency's current strategic plan reference EEO / diversity and 

inclusion principles? [see MD-715, II(B)] If "yes", please identify the EEO 

principles in the strategic plan in the comments column.

Yes The FDIC’s 2018-2022 strategic plan references FDIC’s 

commitment to “develop and implement strategies over the 

next several years to recruit, train, develop, and maintain a 

highly skilled and engaged workforce drawn from all 

segments of U.S. society that embodies at all levels the 

principles of diversity, inclusion, and workplace excellence.” 

The FDIC strategic plan also references the agency’s

Diversity and Inclusion Strategic Plan that guides its efforts 

in this area.

Compliance 

Indicator

Measures

B.4 - The agency has sufficient budget and staffing to support the 

success of its EEO program.

Measure Met?

(Yes/No/NA)

Comments

B.4.a Pursuant to 29 CFR §1614.102(a)(1), has the agency allocated sufficient 

funding and qualified staffing to successfully implement the EEO program, for 

the following areas:

B.4.a.1 to conduct a self-assessment of the agency for possible program deficiencies? 

[see MD-715, II(D)]

Yes

B.4.a.2 to enable the agency to conduct a thorough barrier analysis of its workforce? 

[see MD-715, II(B)]

Yes
 FDIC / FY 2018 / Page 16

B.4.a.3 to timely, thoroughly, and fairly process EEO complaints, including EEO 

counseling, investigations, final agency decisions, and legal sufficiency 

reviews? [see 29 CFR § 1614.102(c)(5) & 1614.105(b) - (f); MD-110, Ch. 

1(IV)(D) & 5(IV); MD-715, II(E)]

Yes

B.4.a.4 to provide all supervisors and employees with training on the EEO program, 

including but not limited to retaliation, harassment, religious accommodations, 

disability accommodations, the EEO complaint process, and ADR? [see MD715, II(B) and III(C)] If not, please identify the type(s) of training with insufficient 

funding in the comments column.

Yes

B.4.a.5 to conduct thorough, accurate, and effective field audits of the EEO programs 

in components and the field offices, if applicable? [see 29 CFR 

§1614.102(c)(2)]

Yes

B.4.a.6 to publish and distribute EEO materials (e.g. harassment policies, EEO posters, 

reasonable accommodations procedures)? [see MD-715, II(B)]

Yes

B.4.a.7 to maintain accurate data collection and tracking systems for the following 

types of data: complaint tracking, workforce demographics, and applicant flow 

data? [see MD-715, II(E)]. If not, please identify the systems with insufficient 

funding in the comments section.

Yes

B.4.a.8 to effectively administer its special emphasis programs (such as, Federal 

Women's Program, Hispanic Employment Program, and People with 

Disabilities Program Manager)? [5 USC § 7201; 38 USC § 4214; 5 CFR § 

720.204; 5 CFR § 213.3102(t) and (u); 5 CFR § 315.709]

Yes

B.4.a.9 to effectively manage its anti-harassment program? [see MD-715 Instructions, 

Sec. I); EEOC Enforcement Guidance on Vicarious Employer Liability for 

Unlawful Harassment by Supervisors (1999), § V.C.1]

Yes

B.4.a.10 to effectively manage its reasonable accommodation program? [see 29 CFR § 

1614.203(d)(4)(ii)]

Yes

B.4.a.11 to ensure timely and complete compliance with EEOC orders? [see MD-715, 

II(E)]

Yes

B.4.b Does the EEO office have a budget that is separate from other offices within 

the agency? [see 29 CFR § 1614.102(a)(1)]

Yes

B.4.c Are the duties and responsibilities of EEO officials clearly defined? [see MDYes
 FDIC / FY 2018 / Page 17

110, Ch. 1(III)(A), 2(III), & 6(III)]

B.4.d Does the agency ensure that all new counselors and investigators, including 

contractors and collateral duty employees, receive the required 32 hours of 

training, pursuant to Ch. 2(II)(A) of MD-110?

Yes

B.4.e Does the agency ensure that all experienced counselors and investigators, 

including contractors and collateral duty employees, receive the required 8 

hours of annual refresher training, pursuant to Ch. 2(II)(C) of MD-110?

Yes

Compliance 

Indicator

Measures

B.5 - The agency recruits, hires, develops, and retains supervisors and 

managers who have effective managerial, communications, and 

interpersonal skills.

Measure Met?

(Yes/No/NA)

Comments

B.5.a Pursuant to 29 CFR § 1614.102(a)(5), have all managers and supervisors 

received training on their responsibilities under the following areas under the 

agency EEO program:

B.5.a.1 EEO Complaint Process? [see MD-715(II)(B)] Yes

B.5.a.2 Reasonable Accommodation Procedures? [see 29 C.F.R. § 1614.102(d)(3)] Yes

B.5.a.3 Anti-Harassment Policy? [see MD-715(II)(B)] Yes

B.5.a.4 Supervisory, managerial, communication, and interpersonal skills in order to 

supervise most effectively in a workplace with diverse employees and avoid

disputes arising from ineffective communications? [see MD-715, II(B)]

Yes

B.5.a.5 ADR, with emphasis on the federal government's interest in encouraging 

mutual resolution of disputes and the benefits associated with utilizing ADR? 

[see MD-715(II)(E)]

Yes

Compliance 

Indicator

B.6 - The agency involves managers in the implementation of its EEO 

program.

Measure Met?

(Yes/No/NA)

Comments
 FDIC / FY 2018 / Page 18

Measures

B.6.a Are senior managers involved in the implementation of Special Emphasis 

Programs? [see MD-715 Instructions, Sec. I]

Yes

B.6.b Do senior managers participate in the barrier analysis process? [see MD-715 

Instructions, Sec. I]

Yes

B.6.c When barriers are identified, do senior managers assist in developing agency 

EEO action plans (Part I, Part J, or the Executive Summary)? [see MD-715 

Instructions, Sec. I]

Yes

B.6.d Do senior managers successfully implement EEO Action Plans and incorporate 

the EEO Action Plan Objectives into agency strategic plans? [29 CFR § 

1614.102(a)(5)]

Yes

Essential Element C: Management and Program Accountability

This element requires the agency head to hold all managers, supervisors, and EEO officials responsible for the effective implementation of the agency's EEO 

Program and Plan.

Compliance 

Indicator

Measures

C.1 - The agency conducts regular internal audits of its component and 

field offices.

Measure Met?

(Yes/No/NA)

Comments

C.1.a Does the agency regularly assess its component and field offices for possible 

EEO program deficiencies? [see 29 CFR §1614.102(c)(2)] If "yes", please 

provide the schedule for conducting audits in the comments section.

No See, Part H, Plan 2.

C.1.b Does the agency regularly assess its component and field offices on their 

efforts to remove barriers from the workplace? [see 29 CFR §1614.102(c)(2)] If 

"yes", please provide the schedule for conducting audits in the comments 

section.

No See, Part H, Plan 3.

C.1.c Do the component and field offices make reasonable efforts to comply with the 

recommendations of the field audit? [see MD-715, II(C)]

N/A There were no field audits conducted during this reporting 

period. The FDIC plans to initiate component and field 

audits during the next FY.
 FDIC / FY 2018 / Page 19

Compliance 

Indicator

Measures

C.2 - The agency has established procedures to prevent all forms of EEO 

discrimination.

Measure Met?

(Yes/No/NA)

Comments

C.2.a Has the agency established comprehensive anti-harassment policy and 

procedures that comply with EEOC's enforcement guidance? [see MD-715, 

II(C); Enforcement Guidance on Vicarious Employer Liability for Unlawful 

Harassment by Supervisors (Enforcement Guidance), EEOC No. 915.002, § 

V.C.1 (June 18, 1999)]

Yes

C.2.a.1 Does the anti-harassment policy require corrective action to prevent or 

eliminate conduct before it rises to the level of unlawful harassment? [see 

EEOC Enforcement Guidance on Vicarious Employer Liability for Unlawful 

Harassment by Supervisors (1999), § V.C.1]

Yes

C.2.a.2 Has the agency established a firewall between the Anti-Harassment 

Coordinator and the EEO Director? [see EEOC Report, Model EEO Program 

Must Have an Effective Anti-Harassment Program (2006]

Yes The FDIC plans to revisit its Anti-Harassment policy in FY 

2019 and expects to make some revisions.

C.2.a.3 Does the agency have a separate procedure (outside the EEO complaint 

process) to address harassment allegations? [see Enforcement Guidance on 

Vicarious Employer Liability for Unlawful Harassment by Supervisors 

(Enforcement Guidance), EEOC No. 915.002, § V.C.1 (June 18, 1999)]

Yes

C.2.a.4 Does the agency ensure that the EEO office informs the anti-harassment 

program of all EEO counseling activity alleging harassment? [see Enforcement 

Guidance, V.C.]

Yes

C.2.a.5 Does the agency conduct a prompt inquiry (beginning within 10 days of 

notification) of all harassment allegations, including those initially raised in the 

EEO complaint process? [see Complainant v. Dep't of Veterans Affairs, EEOC 

Appeal No. 0120123232 (May 21, 2015); Complainant v. Dep't of Defense 

(Defense Commissary Agency), EEOC Appeal No. 0120130331 (May 29, 

2015)] If "no", please provide the percentage of timely-processed inquiries in 

the comments column.

Yes

C.2.a.6 Do the agency's training materials on its anti-harassment policy include 

examples of disability-based harassment? [see 29 CFR 1614.203(d)(2)]

Yes
 FDIC / FY 2018 / Page 20

C.2.b Has the agency established disability reasonable accommodation procedures 

that comply with EEOC's regulations and guidance? [see 29 CFR 

1614.203(d)(3)]

Yes

C.2.b.1 Is there a designated agency official or other mechanism in place to coordinate 

or assist with processing requests for disability accommodations throughout the 

agency? [see 29 CFR 1614.203(d)(3)(D)]

Yes

C.2.b.2 Has the agency established a firewall between the Reasonable 

Accommodation Program Manager and the EEO Director? [see MD-110, Ch. 

1(IV)(A)]

Yes

C.2.b.3 Does the agency ensure that job applicants can request and receive 

reasonable accommodations during the application and placement processes? 

[see 29 CFR 1614.203(d)(1)(ii)(B)]

Yes

C.2.b.4 Do the reasonable accommodation procedures clearly state that the agency 

should process the request within a maximum amount of time (e.g., 20 

business days), as established by the agency in its affirmative action plan? [see 

29 CFR 1614.203(d)(3)(i)(M)]

Yes

C.2.b.5 Does the agency process all accommodation requests within the time frame set 

forth in its reasonable accommodation procedures? [see MD-715, II(C)] If "no", 

please provide the percentage of timely-processed requests in the comments 

column.

Yes Of the 135 accommodation requests, 113 (83.7%) 

employees received a final decision within the time frame 

set forth in FDIC procedures for reasonable 

accommodation, and 22 (16.3%) did not. However, the 

FDIC approved interim accommodations in 13 of the 22 

decisions, (9) of which fell outside of the response timeline. 

When taking the interim accommodations into 

consideration, the FDIC issued 93.3% of all 

accommodations within the reasonable accommodation 

response timeline. The 9 requests for which the FDIC did 

not meet the established time frame, and an interim 

accommodation could not be issued, involved unique and 

uncommon situations that required additional consideration, 

such as: full-time telework; adjustments to testing or 

commissioning schedules for Examiners; or relocation.

C.2.c Has the agency established procedures for processing requests for personal 

assistance services that comply with EEOC's regulations, enforcement 

guidance, and other applicable executive orders, guidance, and standards? 

[see 29 CFR 1614.203(d)(6)]

No The Personal Assistance Services (PAS) policy has been 

drafted and is awaiting final issuance of the updated 

reasonable accommodation procedures, which will apply to 

PAS requests. Current PAS requests are processed in 

accordance with existing reasonable accommodation 

procedures. (See Part H – Plan 4).

C.2.c.1 Does the agency post its procedures for processing requests for Personal 

Assistance Services on its public website? [see 29 CFR § 1614.203(d)(5)(v)] If 

No Once the updated reasonable accommodation procedures 

are approved, which will apply to PAS requests, the FDIC 

will issue and post the PAS policy on its public website.

(See Part H – Plan 5).
 FDIC / FY 2018 / Page 21

"yes", please provide the internet address in the comments column.

Compliance 

Indicator

Measures

C.3 - The agency evaluates managers and supervisors on their efforts to 

ensure equal employment opportunity.

Measure Met?

(Yes/No/NA)

Comments

C.3.a Pursuant to 29 CFR §1614.102(a)(5), do all managers and supervisors have an 

element in their performance appraisal that evaluates their commitment to 

agency EEO policies and principles and their participation in the EEO program?

No The agency intends to include an EEO element in the 

performance appraisals of managers and supervisors. 

(See Part H – Plan 6).

C.3.b Does the agency require rating officials to evaluate the performance of 

managers and supervisors based on the following activities:

Note: The following highlighted measures are not included 

as performance elements in the managers and supervisors 

LPMR and, therefore, cannot be evaluated. See, Part H, 

Plan 6, which should address these measures.

C.3.b.1 Resolve EEO problems/disagreements/conflicts, including the participation in 

ADR proceedings? [see MD-110, Ch. 3.I]

C.3.b.2 Ensure full cooperation of employees under his/her supervision with EEO 

officials, such as counselors and investigators? [see 29 CFR §1614.102(b)(6)]

C.3.b.3 Ensure a workplace that is free from all forms of discrimination, including 

harassment and retaliation? [see MD-715, II(C)]

C.3.b.4 Ensure that subordinate supervisors have effective managerial, 

communication, and interpersonal skills to supervise in a workplace with 

diverse employees? [see MD-715 Instructions, Sec. I]

C.3.b.5 Provide religious accommodations when such accommodations do not cause 

an undue hardship? [see 29 CFR §1614.102(a)(7)]

C.3.b.6 Provide disability accommodations when such accommodations do not cause 

an undue hardship? [ see 29 CFR §1614.102(a)(8)]

C.3.b.7 Support the EEO program in identifying and removing barriers to equal 

opportunity. [see MD-715, II(C)]

C.3.b.8 Support the anti-harassment program in investigating and correcting harassing 
 FDIC / FY 2018 / Page 22

conduct. [see Enforcement Guidance, V.C.2]

C.3.b.9 Comply with settlement agreements and orders issued by the agency, EEOC, 

and EEO-related cases from the Merit Systems Protection Board, labor 

arbitrators, and the Federal Labor Relations Authority? [see MD-715, II(C)]

C.3.c Does the EEO Director recommend to the agency head improvements or 

corrections, including remedial or disciplinary actions, for managers and 

supervisors who have failed in their EEO responsibilities? [see 29 CFR 

§1614.102(c)(2)]

Yes

C.3.d When the EEO Director recommends remedial or disciplinary actions, are the 

recommendations regularly implemented by the agency? [see 29 CFR 

§1614.102(c)(2)]

Yes

Compliance

Indicator

Measures

C.4 - The agency ensures effective coordination between its EEO 

programs and Human Resources (HR) program.

Measure Met?

(Yes/No/NA)

Comments

C.4.a Do the HR Director and the EEO Director meet regularly to assess whether 

personnel programs, policies, and procedures conform to EEOC laws, 

instructions, and management directives? [see 29 CFR §1614.102(a)(2)]

No The HR and OMWI Directors do not meet regularly to 

assess whether personnel programs, policies, and 

procedures conform to EEOC laws, instructions, and 

management directives. See, Part H, Plan 7.

C.4.b Has the agency established timetables/schedules to review at regular intervals 

its merit promotion program, employee recognition awards program, employee 

development/training programs, and management/personnel policies, 

procedures, and practices for systemic barriers that may be impeding full 

participation in the program by all EEO groups? [see MD-715 Instructions, Sec. 

I]

No See, Part H, Plan 8.

C.4.c Does the EEO office have timely access to accurate and complete data (e.g., 

demographic data for workforce, applicants, training programs, etc.) required to 

prepare the MD-715 workforce data tables? [see 29 CFR §1614.601(a)]

Yes

C.4.d Does the HR office timely provide the EEO office have timely access to other 

data (e.g., exit interview data, climate assessment surveys, and grievance 

data), upon request? [see MD-715, II(C)]

Yes
 FDIC / FY 2018 / Page 23

C.4.e Pursuant to Section II(C) of MD-715, does the EEO office collaborate with the 

HR office to:

C.4.e.1 Implement the Affirmative Action Plan for Individuals with Disabilities? [see 29 

CFR §1614.203(d); MD-715, II(C)]

Yes

C.4.e.2 Develop and/or conduct outreach and recruiting initiatives? [see MD-715, II(C)] Yes

C.4.e.3 Develop and/or provide training for managers and employees? [see MD-715, 

II(C)]

Yes

C.4.e.4 Identify and remove barriers to equal opportunity in the workplace? [see MD715, II(C)]

Yes

C.4.e.5 Assist in preparing the MD-715 report? [see MD-715, II(C)] Yes

Compliance 

Indicator

Measures

C.5 - Following a finding of discrimination, the agency explores whether it 

should take a disciplinary action.

Measure Met?

(Yes/No/NA)

Comments

C.5.a Does the agency have a disciplinary policy and/or table of penalties that covers 

discriminatory conduct? 29 CFR § 1614.102(a)(6); see also Douglas v. 

Veterans Administration, 5 MSPR 280 (1981)

Yes

C.5.b When appropriate, does the agency discipline or sanction managers and 

employees for discriminatory conduct? [see 29 CFR §1614.102(a)(6)] If "yes", 

please state the number of disciplined/sanctioned individuals during this 

reporting period in the comments.

Yes Two employees were disciplined/sanctioned during this 

reporting period.

C.5.c If the agency has a finding of discrimination (or settles cases in which a finding 

was likely), does the agency inform managers and supervisors about the 

discriminatory conduct? [see MD-715, II(C)]

Yes

Compliance 

C.6 - The EEO office advises managers/supervisors on EEO matters. Measure Met?

(Yes/No/NA)

Comments
 FDIC / FY 2018 / Page 24

Indicator

Measures

C.6.a Does the EEO office provide management/supervisory officials with regular 

EEO updates on at least an annual basis, including EEO complaints, workforce 

demographics and data summaries, legal updates, barrier analysis plans, and 

special emphasis updates? [see MD-715 Instructions, Sec. I] If "yes", please 

identify the frequency of the EEO updates in the comments column.

Yes The OMWI provides senior officials with regular EEO 

updates several times a year during Diversity and Inclusion 

Executive Advisory Council meetings, EEO and Diversity 

training for managers and supervisors, and other updates 

to senior management.

C.6.b Are EEO officials readily available to answer managers' and supervisors' 

questions or concerns? [see MD-715 Instructions, Sec. I]

Yes

Essential Element D: Proactive Prevention

This element requires that the agency head make early efforts to prevent discrimination and to identify and eliminate barriers to equal employment 

opportunity.

Compliance 

Indicator

Measures

D.1 - The agency conducts a reasonable assessment to monitor progress 

towards achieving equal employment opportunity throughout the year.

Measure Met?

(Yes/No/NA)

Comments

D.1.a Does the agency have a process for identifying triggers in the workplace? [see 

MD-715 Instructions, Sec. I]

Yes

D.1.b Does the agency regularly use the following sources of information for trigger 

identification: workforce data; complaint/grievance data; exit surveys; employee 

climate surveys; focus groups; affinity groups; union; program evaluations; 

special emphasis programs; reasonable accommodation program; antiharassment program; and/or external special interest groups? [see MD-715 

Instructions, Sec. I]

Yes

D.1.c Does the agency conduct exit interviews or surveys that include questions on 

how the agency could improve the recruitment, hiring, inclusion, retention and 

advancement of individuals with disabilities? [see 29 CFR 

1614.203(d)(1)(iii)(C)]

No (See Part H – Plan 9)
 FDIC / FY 2018 / Page 25

Compliance 

Indicator

Measures

D.2 - The agency identifies areas where barriers may exclude EEO groups 

(reasonable basis to act.)

Measure Met?

(Yes/No/NA)

Comments

D.2.a Does the agency have a process for analyzing the identified triggers to find 

possible barriers? [see MD-715, (II)(B)]

Yes

D.2.b Does the agency regularly examine the impact of management/personnel 

policies, procedures, and practices by race, national origin, sex, and disability? 

[see 29 CFR §1614.102(a)(3)]

Yes

D.2.c Does the agency consider whether any group of employees or applicants might 

be negatively impacted prior to making human resource decisions, such as reorganizations and realignments? [see 29 CFR §1614.102(a)(3)]

Yes

D.2.d Does the agency regularly review the following sources of information to find 

barriers: complaint/grievance data, exit surveys, employee climate surveys, 

focus groups, affinity groups, union, program evaluations, anti-harassment 

program, special emphasis programs, reasonable accommodation program; 

anti-harassment program; and/or external special interest groups? [see MD715 Instructions, Sec. I] If "yes", please identify the data sources in the 

comments column.

Yes The FDIC uses the following sources to find barriers: 

Federal Employee Viewpoint Survey (FEVS); Employee 

Resource Groups; special emphasis programs; Chairman's 

Diversity Advisory Councils; anti-harassment program; and 

reasonable accommodation program.

Compliance 

Indicator

Measures

D.3 - The agency establishes appropriate action plans to remove 

identified barriers.

Measure Met?

(Yes/No/NA)

Comments

D.3.a. Does the agency effectively tailor action plans to address the identified barriers, 

in particular policies, procedures, or practices? [see 29 CFR §1614.102(a)(3)]

N/A The FDIC is currently engaged in the barrier analysis 

process.

D.3.b If the agency identified one or more barriers during the reporting period, did the 

agency implement a plan in Part I, including meeting the target dates for the 

planned activities? [see MD-715, II(D)]

N/A The FDIC is currently engaged in the barrier analysis 

process.
 FDIC / FY 2018 / Page 26

D.3.c Does the agency periodically review the effectiveness of the plans? [see MD715, II(D)]

N/A The FDIC is currently engaged in the barrier analysis 

process.

Compliance 

Indicator

Measures

D.4 - The agency has an affirmative action plan for people with 

disabilities, including those with targeted disabilities

Measure Met?

(Yes/No/NA)

Comments

D.4.a Does the agency post its affirmative action plan on its public website? [see 29 

CFR 1614.203(d)(4)] Please provide the internet address in the comments.

Yes https://www.fdic.gov/about/diversity/715fy2017/fy2017md715.pdf

D.4.b

Does the agency take specific steps to ensure qualified people with disabilities 

are aware of and encouraged to apply for job vacancies? [see 29 CFR 

1614.203(d)(1)(i)]

Yes

D.4.c Does the agency ensure that disability-related questions from members of the 

public are answered promptly and correctly? [see 29 CFR 1614.203(d)(1)(ii)(A)]

Yes

D.4.d

Has the agency taken specific steps that are reasonably designed to increase 

the number of persons with disabilities or targeted disabilities employed at the 

agency until it meets the goals? [see 29 CFR 1614.203(d)(7)(ii)]

Yes

Essential Element E: Efficiency

This element requires the agency head to ensure that there are effective systems for evaluating the impact and effectiveness of the agency's EEO programs 

and an efficient and fair dispute resolution process.

Compliance 

Indicator

E.1 - The agency maintains an efficient, fair, and impartial complaint 

resolution process.

Measure Met?

(Yes/No/NA)

Comments

Measures
 FDIC / FY 2018 / Page 27

E.1.a Does the agency timely provide EEO counseling, pursuant to 29 CFR 

§1614.105?

Yes

E.1.b Does the agency provide written notification of rights and responsibilities in the 

EEO process during the initial counseling session, pursuant to 29 CFR 

§1614.105(b)(1)?

Yes

E.1.c Does the agency issue acknowledgment letters immediately upon receipt of a 

formal complaint, pursuant to MD-110, Ch. 5(I)?

Yes

E.1.d Does the agency issue acceptance letters/dismissal decisions within a 

reasonable time (e.g., 60 days) after receipt of the written EEO Counselor 

report, pursuant to MD-110, Ch. 5(I)? If so, please provide the average 

processing time in the comments.

Yes The average processing time is 36 days.

E.1.e Does the agency ensure all employees fully cooperate with EEO counselors 

and EEO personnel in the EEO process, including granting routine access to 

personnel records related to an investigation, pursuant to 29 CFR 

§1614.102(b)(6)?

Yes

E.1.f Does the agency timely complete investigations, pursuant to 29 CFR 

§1614.108?

Yes

E.1.g If the agency does not timely complete investigations, does the agency notify 

complainants of the date by which the investigation will be completed and of 

their right to request a hearing or file a lawsuit, pursuant to 29 CFR 

§1614.108(g)?

Yes

E.1.h When the complainant does not request a hearing, does the agency timely 

issue the final agency decision, pursuant to 29 CFR §1614.110(b)?

Yes

E.1.i Does the agency timely issue final actions following receipt of the hearing file 

and the administrative judge's decision, pursuant to 29 CFR §1614.110(a)?

Yes

E.1.j If the agency uses contractors to implement any stage of the EEO complaint 

process, does the agency hold them accountable for poor work product and/or 

delays? [See MD-110, Ch. 5(V)(A)] If "yes", please describe how in the 

comments column.

Yes Contractors are required to address and correct all noted 

investigative deficiencies prior to the issuance of Reports of 

Investigation and payment for services.

E.1.k If the agency uses employees to implement any stage of the EEO complaint 

process, does the agency hold them accountable for poor work product and/or

delays during performance review? [See MD-110, Ch. 5(V)(A)]

Yes
 FDIC / FY 2018 / Page 28

E.1.l Does the agency submit complaint files and other documents in the proper 

format to EEOC through the Federal Sector EEO Portal (FedSEP)? [See 29 

CFR § 1614.403(g)]

Yes

Compliance 

Indicator

Measures

E.2 - The agency has a neutral EEO process. Measure Met?

(Yes/No/NA)

Comments

E.2.a Has the agency established a clear separation between its EEO complaint 

program and its defensive function? [see MD-110, Ch. 1(IV)(D)]

Yes

E.2.b When seeking legal sufficiency reviews, does the EEO office have access to 

sufficient legal resources separate from the agency representative? [see MD110, Ch. 1(IV)(D)] If "yes", please identify the source/location of the attorney 

who conducts the legal sufficiency review in the comments column.

N/A OMWI does not seek legal sufficiency reviews from other 

FDIC divisions/offices.

E.2.c If the EEO office relies on the agency's defensive function to conduct the legal 

sufficiency review, is there a firewall between the reviewing attorney and the 

agency representative? [see MD-110, Ch. 1(IV)(D)]

N/A

E.2.d Does the agency ensure that its agency representative does not intrude upon 

EEO counseling, investigations, and final agency decisions? [see MD-110, Ch. 

1(IV)(D)]

Yes

E.2.e If applicable, are processing time frames incorporated for the legal counsel's 

sufficiency review for timely processing of complaints? EEOC Report, Attaining 

a Model Agency Program: Efficiency (Dec. 1, 2004)

N/A

Compliance 

Indicator

Measures

E.3 - The agency has established and encouraged the widespread use of 

a fair alternative dispute resolution (ADR) program.

Measure Met?

(Yes/No/NA)

Comments
 FDIC / FY 2018 / Page 29

E.3.a Has the agency established an ADR program for use during both the precomplaint and formal complaint stages of the EEO process? [see 29 CFR 

§1614.102(b)(2)]

Yes

E.3.b Does the agency require managers and supervisors to participate in ADR once 

it has been offered? [see MD-715, II(A)(1)]

Yes

E.3.c Does the agency encourage all employees to use ADR, where ADR is 

appropriate? [see MD-110, Ch. 3(IV)(C)]

Yes

E.3.d Does the agency ensure a management official with settlement authority is 

accessible during the dispute resolution process? [see MD-110, Ch. 3(III)(A)(9)]

Yes

E.3.e Does the agency prohibit the responsible management official named in the 

dispute from having settlement authority? [see MD-110, Ch. 3(I)]

Yes

E.3.f Does the agency annually evaluate the effectiveness of its ADR program? [see 

MD-110, Ch. 3(II)(D)]

Yes

Compliance 

Indicator

Measures

E.4 - The agency has effective and accurate data collection systems in 

place to evaluate its EEO program.

Measure Met?

(Yes/No/NA)

Comments

E.4.a Does the agency have systems in place to accurately collect, monitor, and 

analyze the following data:

E.4.a.1 Complaint activity, including the issues and bases of the complaints, the 

aggrieved individuals/complainants, and the involved management official? 

[see MD-715, II(E)]

Yes

E.4.a.2 The race, national origin, sex, and disability status of agency employees? [see 

29 CFR §1614.601(a)]

Yes

E.4.a.3 Recruitment activities? [see MD-715, II(E)] Yes

E.4.a.4 External and internal applicant flow data concerning the applicants' race, Yes
 FDIC / FY 2018 / Page 30

national origin, sex, and disability status? [see MD-715, II(E)]

E.4.a.5 The processing of requests for reasonable accommodation? [29 CFR § 

1614.203(d)(4)]

Yes

E.4.a.6 The processing of complaints for the anti-harassment program? [see EEOC 

Enforcement Guidance on Vicarious Employer Liability for Unlawful 

Harassment by Supervisors (1999), § V.C.2]

Yes

E.4.b Does the agency have a system in place to re-survey the workforce on a 

regular basis? [MD-715 Instructions, Sec. I]

Yes

Compliance 

Indicator

Measures

E.5 - The agency identifies and disseminates significant trends and best 

practices in its EEO program.

Measure Met?

(Yes/No/NA)

Comments

E.5.a Does the agency monitor trends in its EEO program to determine whether the 

agency is meeting its obligations under the statutes EEOC enforces? [see MD715, II(E)] If "yes", provide an example in the comments.

Yes An example under the MD-715, II (E) guideline to maintain 

a system that collects and maintains accurate information 

on the race, national origin, sex and disability status of 

agency employees is the FDIC’s Diversity and Inclusion

analytics dashboard. This dashboard provides actionable 

data to senior leadership on various aspects of the FDIC 

workforce, allowing FDIC senior leaders to support diversity 

and inclusion efforts in hiring, promotion and retention, and 

to identify ways to make improvements over time.

E.5.b Does the agency review other agencies' best practices and adopt them, where 

appropriate, to improve the effectiveness of its EEO program? [see MD-715, 

II(E)] If "yes", provide an example in the comments.

Yes FDIC shares best practices with the Federal Housing 

Finance Agency in processing conflict cases. Also, FDIC 

management and EEO staff attend conferences and

training, to include EXCEL and Federal Dispute Resolution,

and ongoing meetings with other agencies to stay abreast 

of, and implement as needed, best and effective practices.

E.5.c Does the agency compare its performance in the EEO process to other federal 

agencies of similar size? [see MD-715, II(E)]

Yes

Essential Element F: Responsiveness and Legal Compliance

This element requires federal agencies to comply with EEO statutes and EEOC regulations, policy guidance, and other written instructions.
 FDIC / FY 2018 / Page 31

Compliance 

Indicator

Measures

F.1 - The agency has processes in place to ensure timely and full 

compliance with EEOC Orders and settlement agreements.

Measure Met?

(Yes/No/NA)

Comments

F.1.a Does the agency have a system of management controls to ensure that its 

officials timely comply with EEOC orders/directives and final agency actions? 

[see 29 CFR §1614.102(e); MD-715, II(F)]

Yes

F.1.b Does the agency have a system of management controls to ensure the timely, 

accurate, and complete compliance with resolutions/settlement agreements? 

[see MD-715, II(F)]

Yes

F.1.c Are there procedures in place to ensure the timely and predictable processing 

of ordered monetary relief? [see MD-715, II(F)]

Yes

F.1.d Are procedures in place to process other forms of ordered relief promptly? [see 

MD-715, II(F)]

Yes

F.1.e When EEOC issues an order requiring compliance by the agency, does the 

agency hold its compliance officer(s) accountable for poor work product and/or 

delays during performance review? [see MD-110, Ch. 9(IX)(H)]

Yes

Compliance 

Indicator

Measures

F.2 - The agency complies with the law, including EEOC regulations, 

management directives, orders, and other written instructions.

Measure Met?

(Yes/No/NA)

Comments

F.2.a Does the agency timely respond and fully comply with EEOC orders? [see 29 

CFR §1614.502; MD-715, II(E)]

Yes

F.2.a.1 When a complainant requests a hearing, does the agency timely forward the 

investigative file to the appropriate EEOC hearing office? [see 29 CFR 

§1614.108(g)]

Yes
 FDIC / FY 2018 / Page 32

F.2.a.2 When there is a finding of discrimination that is not the subject of an appeal by 

the agency, does the agency ensure timely compliance with the orders of 

relief? [see 29 CFR §1614.501]

Yes

F.2.a.3 When a complainant files an appeal, does the agency timely forward the 

investigative file to EEOC's Office of Federal Operations? [see 29 CFR 

§1614.403(e)]

Yes

F.2.a.4 Pursuant to 29 CFR §1614.502, does the agency promptly provide EEOC with 

the required documentation for completing compliance?

Yes

Compliance 

Indicator

Measures

F.3 - The agency reports to EEOC its program efforts and 

accomplishments.

Measure 

Met?

(Yes/No/NA)

Comments

F.3.a Does the agency timely submit to EEOC an accurate and complete No 

FEAR Act report? [Public Law 107-174 (May 15, 2002), §203(a)]

Yes

F.3.b Does the agency timely post on its public webpage its quarterly No FEAR 

Act data? [see 29 CFR §1614.703(d)]

Yes
 FDIC / FY 2018 / Page 33

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 1 

Type of Program 

Deficiency Brief Description of Program Deficiency – B.1.c

B – Integration of EEO into 

the agency's Strategic 

Mission

The EEO Director presented to senior management officials, the "State of the 

agency" briefing covering the six essential elements of the model EEO program 

but the status of the barrier analysis process was not covered.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

06/07/2019

Present to the head of the agency, and other 

senior management officials, the "State of the 

agency" briefing covering the six essential 

elements of the model EEO program and the 

status of the barrier analysis process.

09/30/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No
 FDIC / FY 2018 / Page 34

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or 

No)

Modified Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

06/07/2019

Prepare "State of the Agency" presentation to 

include the assessment of the agency's EEO 

program against the six essential elements and 

the status of the barrier analysis process.

Y

06/30/2019

Present to the head of the agency, and other 

senior management officials, the "State of the 

agency" briefing covering the six essential 

elements of the model EEO program and the 

status of the barrier analysis process.

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 35

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 2 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.1.a

C – Management and 

Program Accountability

The agency does not regularly assess its components and field offices for possible 

EEO program deficiencies.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date(mm/dd/yyyy)

Modified 

Date

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

07/01/2019

Regularly assess the FDIC’s headquarters, regions, 

and field offices for possible EEO program 

deficiencies. 

06/29/2020

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No

Branch Chief, Complaints Processing 

(OMWI)

Michael Moran No

Assistant Director, Facilities Operations, 

Division of Administration (DOA)

Brian Yellin No

Regional Manager – San Francisco (DOA) Joyce Yamasaki No

Regional Manager – Chicago (DOA) Dian Fier No

Regional Manager – Dallas (DOA) Mark Buck No

Deputy Director, Strategic and Regional 

Coordination (DOA)

Julie Goodall No
 FDIC / FY 2018 / Page 36

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Deputy Assistant Inspector General for 

Management, Office of Inspector General 

(OIG)

Trina Petty

No

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or No)

Modified 

Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

07/01/2019

Coordinate meeting with agency 

stakeholders/responsible agency officials to 

discuss assessment requirement.

Y

08/16/2019

Develop draft assessment criteria to evaluate 

FDIC headquarters, regional, and field office 

locations to determine if potential EEO Program 

deficiencies exist.

Y

09/13/2019

Disseminate draft assessment criteria to 

stakeholders/responsible agency officials for 

review and input.

Y

09/30/2019 Finalize assessment criteria and obtain final 

approval. Y

10/31/2019

Coordinate meeting with agency 

stakeholders/responsible agency officials to 

discuss and establish a schedule to evaluate 

FDIC headquarters, regional, and field office 

locations.

Y

06/01/2020

Implement assessments of FDIC headquarters,

regional, and field office locations to determine if 

potential EEO Program deficiencies exist.

Y

12/31/2020

Develop a report of assessment results for the 

FDIC Chairman with recommendations for 

improvement, corrections, and remedial actions, if 

needed (managers, supervisors, or other 

employees who have failed in their EEO 

responsibilities).

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 37

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 3 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.1.b

C – Management and 

Program Accountability

The agency does not regularly assess its components and field offices on efforts 

to remove barriers from the workplace.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

08/01/2019

Regularly access FDIC headquarters, regional, and 

field offices on efforts to remove barriers from the 

workplace.

06/29/2020

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No

Branch Chief, Complaints Processing 

(OMWI)

Michael Moran No

Assistant Director, Facilities Operations, 

Division of Administration (DOA)

Brian Yellin No

Regional Manager – San Francisco (DOA) Joyce Yamasaki No

Regional Manager – Chicago (DOA) Dian Fier No

Regional Manager – Dallas (DOA) Mark Buck No

Deputy Director, Strategic and Regional 

Coordination (DOA)

Julie Goodall No
 FDIC / FY 2018 / Page 38

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Deputy Assistant Inspector General for 

Management (OIG)

Trina Petty No

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or 

No)

Modified Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

08/01/2019

Develop draft assessment criteria to evaluate 

FDIC headquarters, regional, and field office 

locations to determine if barriers exist.

Y

09/13/2019

Disseminate draft assessment criteria to 

stakeholders/responsible agency officials for 

review and input.

Y

09/30/2019 Finalize assessment criteria and obtain final 

approval. Y

10/31/2019

Coordinate meeting with agency 

stakeholders/responsible agency officials to 

discuss and establish schedule to evaluate FDIC 

headquarters, regional, and field office locations.

Y

06/01/2020

Implement assessments of FDIC headquarters, 

regional, and field office locations to determine if 

any barriers exist in the workplace.

Y

12/31/2020

Develop a report of assessment results for the 

FDIC Chairman with recommendations for 

improvement, corrections, and remedial actions, if 

needed (managers, supervisors, or other 

employees who have failed in their EEO 

responsibilities).

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 39

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 4 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.2.c

C – Management and 

Program Accountability

The agency had not finalized procedures for processing requests for Personal 

Assistance Services that comply with EEOC's regulations, enforcement guidance, 

and other applicable executive orders, guidance, and standards by the end of FY 

2018.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

03/03/2017

Finalize procedure for processing requests for 

Personal Assistance Services that comply with 

EEOC's regulations, enforcement guidance, and 

other applicable executive orders, guidance, and 

standards.

04/04/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No

Disability Program Manager, Office of 

Minority and Women Inclusion (OMWI)

Monica Flint No
 FDIC / FY 2018 / Page 40

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or 

No)

Modified Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

09/30/2018 Update reasonable accommodation procedures 

to incorporate PAS requests.

Y 04/04/2019

Report of Accomplishments 

Fiscal Year Accomplishments

2019 FDIC’s updated reasonable accommodation procedures, which applies to PAS 

requests was finalized on March 29, 2019 and issued in April 2019. 
 FDIC / FY 2018 / Page 41

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 5 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.2.c.1

C – Management and 

Program Accountability

The agency had not posted its procedures for processing requests for Personal 

Assistance Services on its public website by the end of FY 2018.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

03/03/17

Post procedures for processing requests for 

Personal Assistance Services on the agency’s

public website.

04/04/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No

Disability Program Manager, Office of 

Minority and Women Inclusion (OMWI)

Monica Flint No
 FDIC / FY 2018 / Page 42

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or 

No)

Modified Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

12/31/2018

Post procedures for processing requests for 

Personal Assistance Services on the agency’s 

public website.

Y 04/04/2019

Report of Accomplishments 

Fiscal Year Accomplishments

2019

FDIC’s updated reasonable accommodation procedures, which applies to PAS 

requests was finalized March 29, 2019 and issued and posted on the public website 

in April 2019. 
 FDIC / FY 2018 / Page 43

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 6 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.3.a

C – Management and 

Program Accountability

Managers and supervisors do not have an element in their appraisal that 

evaluates their commitment to agency EEO policies and principles and their 

participation in the EEO program.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

07/01/2019

Establish a performance element for managers and 

supervisors that evaluate their commitment to 

agency EEO policies and principles and their 

participation in the EEO program.

10/01/2020

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Deputy Director, Human Resources Branch 

(DOA)

Ira Kitmacher No

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Chief, Corporate HR, Performance 

Management and Compensation (DOA)

Nancy Green No

Deputy Assistant Inspector General for 

Management (OIG)

Trina Petty No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No
 FDIC / FY 2018 / Page 44

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Branch Chief, Complaints Processing 

(OMWI)

Michael Moran No

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or No)

Modified 

Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

07/01/2019

Coordinate meeting with agency 

stakeholders/responsible agency officials to 

discuss managers/supervisors EEO performance 

element requirement.

Y

07/26/2019

Develop draft EEO performance element in 

accordance with MD-715, Section I (III) Element C 

(c)(2).

Y

08/28/2019

Disseminate draft EEO performance element(s) to 

stakeholders/responsible agency officials for 

review and input.

Y

10/31/2019 Finalize EEO performance element and obtain 

final approval. Y

12/06/2019

Develop a plan to notify all managers and 

supervisors of the new EEO performance 

element.

Y

02/14/2020 Implement notification plan. Y

08/28/2020 Revise managers’ and supervisors’ LPMR to 

include the EEO performance element. Y

10/01/2020

Implement evaluating managers and supervisors 

on their commitment to agency EEO policies and 

principles and their participation in the EEO 

program.

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 45

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 7 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.4.a

C – Management and 

Program Accountability

The HR and OMWI Director do not meet regularly to assess whether personnel 

programs, policies, and procedures conform to EEOC laws, instructions, and 

management directives

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

07/01/2019

Establish and implement a regular meeting between 

the HR and EEO Director to assess whether 

personnel programs, policies, and procedures 

conform to EEOC laws, instructions, and

management directives.

08/30/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Deputy Director, Human Resources Branch 

(DOA)

Ira Kitmacher No

Deputy Assistant Inspector General for 

Management (OIG)

Trina Petty No
 FDIC / FY 2018 / Page 46

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or No)

Modified 

Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

07/01/2019

Schedule meeting with responsible agency 

officials to discuss and establish coordination 

between OMWI, Human Resources Branch, and 

the OIG HR programs.

Y

07/01/2019

Establish a recurring meeting for the purpose of 

assessing whether FDIC personnel programs, 

policies, and procedures conform to EEOC laws,

instructions, and management directives.

Y

08/30/2019

Implement recurring meetings with OMWI/EEO, 

FDIC HR branch, and the OIG HR programs 

officials.

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 47

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 8 

Type of Program 

Deficiency Brief Description of Program Deficiency – C.4.a

C – Management and 

Program Accountability

The agency has not established timetables to review its merit promotion program, 

employee recognition awards program, and employee development/training 

program for systemic barriers.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

07/21/2019

Establish timetables to review the FDIC’s merit 

promotion program, employee recognition awards 

program, and employee development/training 

program for systemic barriers.

12/31/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Deputy Director, Human Resources Branch 

(DOA)

Ira Kitmacher No

Chief, Corporate HR, Performance 

Management and Compensation (DOA)

Nancy Green No

Deputy Director, Corporate University (CU) Steve Miller No

Deputy Assistant Inspector General for 

Management (OIG)

Trina Petty No
 FDIC / FY 2018 / Page 48

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or No)

Modified 

Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

07/21/2019

Schedule and meet with responsible agency 

officials to discuss the requirement to review the 

FDIC’s merit promotion program, employee 

recognition awards program, and employee 

development/training program for potential 

barriers.

Y

07/21/2019 Identify HR Points-of-Contact for each program 

area.

Y

08/16/2019 Establish a review timetable for each program 

area.

Y

03/31/2020

Implement the review timetable for the FDIC’s 

merit promotion, employee recognition awards, 

and employee development/training programs for 

systemic barriers.

Y

07/30/2020

Analyze results and prepare a report of the 

review, and make recommendations for 

improvement, corrections, and remedial actions, if 

needed (managers, supervisors, or other 

employees who have failed in their EEO 

responsibilities).

Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 49

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

MD-715 – Part H 

 Agency EEO Plan to Attain the Essential Elements of a Model EEO Program 

Please describe the status of each plan that the agency has implemented to correct deficiencies in the EEO 

program. 

 If the agency did not address any deficiencies during the reporting period, please check the box. 

Statement of Model Program Essential Element Deficiency for Plan - 9 

Type of Program 

Deficiency Brief Description of Program Deficiency – D.1.c

D – Proactive Prevention The agency’s exit survey does not include questions on how the FDIC could 

improve the recruitment, hiring, inclusion, retention, and advancement of 

individuals with disabilities.

Objective(s) and Dates for EEO Plan 

Date Initiated 

(mm/dd/yyyy) Objective Target Date (mm/dd/yyyy)

Modified 

Date 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

07/01/2019

Revise the FDIC’s exit survey to include questions 

on how the FDIC could improve the recruitment, 

hiring, inclusion, retention and advancement of 

individuals with disabilities.

12/31/2019

Responsible Official(s) 

Title Name

Performance 

Standards Address 

the Plan?

(Yes or No)

Deputy Director, Human Resources Branch 

(DOA)

Ira Kitmacher No

Director, Office of Minority and Women 

Inclusion (OMWI)

Saul Schwartz No

Chief, Corporate HR, Performance 

Management and Compensation (DOA)

Nancy Green No

Deputy Assistant Inspector General for 

Management, Office of Inspector General

Trina Petty No

Branch Chief, Diversity and Affirmative 

Employment (OMWI)

Anthony Pagano No
 FDIC / FY 2018 / Page 50

Planned Activities Toward Completion of Objective 

Target Date 

(mm/dd/yyyy) Planned Activities

Sufficient 

Funding & 

Staffing? 

(Yes or No)

Modified 

Date 

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

07/01/2019

Meet with responsible agency officials to discuss 

the requirement to include questions on the exit 

survey questions on how the FDIC could improve 

the recruitment, hiring, inclusion, retention, and 

advancement of individuals with disabilities.

Y

09/02/2019

Revise the FDIC’s exit survey to include questions 

on how the FDIC could improve the recruitment, 

hiring, inclusion, retention, and advancement of 

individuals with disabilities.

Y

09/02/2019 Implement the FDIC’s revised exit survey. Y

04/30/2020 Analyze exit survey results and revise the 

Affirmative Action Plan where appropriate. Y

Report of Accomplishments 

Fiscal Year Accomplishments
 FDIC / FY 2018 / Page 51

EEOC FORM

715-01 

PART I

EEOC Form

U.S. Equal Employment Opportunity Commission

FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

MD-715 - Part I

Agency EEO Plan to Eliminate Identified Barrier

Federal Deposit Insurance Corporation

FY 2018

Please describe the status of each plan that the agency implemented to identify possible barriers in policies,

procedures, or practices for employees and applicants by race, ethnicity, and gender.

□ If the agency did not conduct barrier analysis during the reporting period, please check the box.

Statement of Condition That Was a Trigger for a Potential Barrier

Source of the Trigger Specific Workforce Data Table Narrative Description of Trigger

Five-year trend in participation rates for 

women and minorities at the Executive 

Manager (EM) Level.

FY 2012–FY 2016 Table A1 – Total 

Workforce by Race/Ethnicity and Sex 

and Table A4 – Participation Rates for 

FDIC Corporate Grades (13-15, 

Corporate Manager Grades CM-01 and 

CM-02 and the EM level) by 

Race/Ethnicity and Sex (Permanent)

FY 2012–FY 2016 Table A1 –

Permanent Workforce by Race/Ethnicity 

and Sex; Table A4 – Participation Rates 

for FDIC Corporate Grades (13-15, 

Corporate Manager Grades CM-01 and 

CM-02 and the EM level) by 

Race/Ethnicity and Sex (Permanent); 

and Table A5- Participation Rates for 

Wage Grades by Race/Ethnicity and 

Sex (Permanent)

Women overall, on average, 

consistently fell below their workforce 

rates at in grades 13-15 and at the 

CM-01, CM-02, and EM levels. Black 

women, on average, consistently had 

the highest rate below their workforce 

rates in grades 14-15 and at the CM01, CM-02, and EM levels, although 

they were represented at rates well 

above their expected CLF rate in the 

overall workforce; and there was a 

consistent absence of: Asian women, 

Native Hawaiian or Pacific Islander 

men and women, American Indian or 

Alaska Native women, and men and 

women of two or more races at the 

EM level; Native Hawaiian or Pacific 

Islander men and women, American 

Indian or Alaska Native men and 

women, and men of two or more 

races at the CM-02 level; Native 

Hawaiian or Pacific Islander women

CG-15 and CM-01 – CM-02 levels.

EEO Group(s) Affected by Trigger:

All Men

All Women X

Hispanic or Latino Men X

Hispanic or Latino Women X

White Men

White Women X

Black or African American Men

Black or African American Women X

Asian Men X
 FDIC / FY 2018 / Page 52

Asian Women X

Native Hawaiian or Other Pacific Islander Men X

Native Hawaiian or Other Pacific Islander Women X

American Indian or Alaska Native Men

American Indian or Alaska Native Women X

Two or More Races Men X

Two or More Races Women X

Barrier Analysis Process

Sources of Data Source Reviewed? (Yes or No) Identify Information Collected

Workforce Data Tables Yes MD-715 Reports for FY 2012 – FY 

2016 and FY 2017 - 2018

Complaint Data (Trends) Yes Annual 462 reports for FY 2012 – FY 

2016 and FY 2017 - 2018

Grievance Data (Trends) No N/A

Findings from Decisions (e.g., EEO, 

Grievance, MSPB, Anti-Harassment 

Processes)

Yes FY 2012 – FY 2016 and FY 2017 -

2018

Climate Assessment Survey (e.g., FEVS) Yes (began reviewing FEVS) FEVS for FY 2014–FY 2018

Exit Interview Data No N/A

Focus Groups No N/A

Interviews No N/A

Reports (e.g., Congress, EEOC, MSPB, GAO, 

OPM)

No N/A

Other (Please Describe) N/A N/A

Status of Barrier Analysis Process

Barrier Analysis Process Completed? (Yes or No) Barrier(s) Identified? (Yes or No)

No No (barrier analysis ongoing)

Statement of Identified Barrier(s)

Description of Policy, Procedure, or Practice

(Barrier analysis ongoing)

Objective(s) and Dates for EEO Plan
 FDIC / FY 2018 / Page 53

Objective Date Initiated 

(mm/dd/yyyy)

Target Date 

(mm/dd/yyyy)

Sufficient 

Funding & 

Staffing?

(Yes or No)

Modified Date 

(mm/dd/yyyy)

Date Completed 

(mm/dd/yyyy)

Increase the 

participation rate of 

women and minorities 

within the FDIC 

workforce at the EM 

level.

09/30/2017 09/30/2022 Yes N/A Ongoing

Responsible Official(s)

Title Name Performance Standards Address 

the Plan? (Yes or No)

Corporate Employee Program Director A. Mercedes Johnson No

Deputy Director, Corporate University Steven Cooper No

Assistant Director, Corporate Human 

Resource Performance & Compensation

Nancy Green No

Equal Employment Specialist/Special 

Emphasis Program Manager

Netosha Washington No

Planned Activities Toward Completion of Objective

Target Date 

(mm/dd/yyyy)

Planned Activities Modified Date 

(mm/dd/yyyy)

Completion Date 

(mm/dd/yyyy)

08/31/2018 Complete review and analysis of 

FY 2012-2016 Annual 462 

Reports.

N/A 12/20/2018

08/31/2018 Complete review and analysis FY 

2012-2016 FEVS results.

N/A 10/23/2018

08/31/2018 Review and analyze FY 2012-

2016 promotions, new hires and 

separations data.

N/A 12/12/2018

10/31/2018 Review and analyze succession 

planning initiatives.

N/A 09/28/2018

12/31/18 Review and analyze Grievance 

data.

06/30/2019

03/29/2019 Review and analyze policies, 

practices, and procedures in 

recruitment, training and career 

development, and promotions.

03/31/2020

Report of Accomplishments

Fiscal Year Accomplishments

FY 2018 During this reporting period, the FDIC: 

 Reviewed and analyzed discrimination complaints data for the periods of FY 2012-FY 

2016 and FY 2017-FY 2018 regarding promotion, performance, pay, and training. 

 Reviewed and analyzed Executive Managers (EM) workforce data:
 FDIC / FY 2018 / Page 54 

o FY 2017 – FY 2018 participation rates.

o “New Hires” at the EM level.

o Promotions to the EM level.

 Reviewed and analyzed internal selections for senior level positions (CM-02, CX, EM 

and EX) for the periods of FY 2012-FY 2016 and FY 2017-FY 2018.

 Reviewed and analyzed “pipeline” (CG-13-CG-15; and CM-01) separations for the 

periods of FY 2012-FY 2016 and FY 2017-FY 2018.

 Reviewed and analyzed the External Leadership Development Program selection rates 

for the period of 2014-2018.

 Reviewed and analyzed Expressions of Interest (internal details) selections for the 

period of 2016-2018.

 Reviewed and analyzed the FDIC’s FEVS diversity dimensions and inclusion quotient 

results for the period covering 2014-2018.

 Met with Human Resources stakeholders to discuss initial workforce data triggers 

identified and next steps in the barrier analysis process.
 FDIC / FY 2018 / Page 55

EEOC FORM

715-01 

PART J

U.S. Equal Employment Opportunity Commission

FY 2018 – FFEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

Special Program Plan for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities

FY 2018

To capture agencies’ affirmative action plan for persons with disabilities (PWD) and persons with targeted disabilities (PWTD), EEOC 

regulations (29 C.F.R. § 1614.203(e)) and MD-715 require agencies to describe how their plan will improve the recruitment, hiring, 

advancement, and retention of applicants and employees with disabilities. All agencies, regardless of size, must complete this Part of the 

MD-715 report.

Section I: Efforts to Reach Regulatory Goals

EEOC regulations (29 C.F.R. § 1614.203(d)(7)) require agencies to establish specific numerical goals for increasing the participation of 

persons with reportable and targeted disabilities in the federal government.

Section I 1. Using the goal of 12% as the benchmark, does your agency have a trigger involving PWD by grade level 

cluster in the permanent workforce? If yes, describe the trigger(s) in the text box.

a. Cluster GS-1 to GS-10 (PWD) Yes 0 No X

b. Cluster GS-11 to SES (PWD) Yes 0 No X

Of the 452 permanent employees who fall within the GS-1 to GS-10 pay cluster, 14.82% (67) identified as 

having a disability, and of the 5,153 permanent employees who fall within the GS-11 to SES pay cluster, 11.24% 

(579) identified as having a disability. The rate for individuals with disabilities within the GS-1 to GS-10 pay 

cluster was above the 12 percent federal benchmark. The rate for individuals above the GS-10 pay level cluster 

was close to benchmark of 12% and represents an increase from 9.96% in FY 2017. The increase is due to the 

inclusion of 30 percent or more service-connected disabled veterans who otherwise did not identify as having a 

disability as well as semiannual resurveying efforts.

2. Using the goal of 2% as the benchmark, does your agency have a trigger involving PWTD by grade level 

cluster in the permanent workforce? If yes, describe the trigger(s) in the text box.

a. Cluster GS-1 to GS-10 (PWTD) Yes 0 No X

b. Cluster GS-11 to SES (PWTD) Yes 0 No X

Of the 452 permanent employees who fall within the GS-1 to GS-10 pay cluster, 3.10% (14) identified as having 

a targeted disability, and of the 5,153 permanent employees who fall within the GS-11 to SES pay cluster, 

2.21% (114) identified as having a targeted disability. The benchmark of 2% was met for persons with targeted 

disabilities both above and at/below the GS-10 pay level cluster.

3. Describe how the agency has communicated the numerical goals to the hiring managers and/or recruiters.

The numeric goals are identified in the Introduction of the 2017 Disability Employment Program Strategic Plan 

(Plan) and in the update of the Plan which is now a two-year plan spanning 2018 and 2019. The Plan continues 

to focus on the employment and retention of individuals with disabilities. FDIC Chairman Jelena McWilliams 

announced the Plan in a message to all employees in August 2018, and discussed the primary objective to be a 

model employer of individuals with disabilities. Additionally, in September 2018, all managers and supervisors 

received a message supporting the strategic objectives of the Plan and goals for the recruitment, hiring, and 

retention of individuals with disabilities.

Section II: Model Disability Program

Pursuant to 29 C.F.R. §1614.203(d)(1), agencies must ensure sufficient staff, training and resources to recruit and hire persons with 

disabilities and persons with targeted disabilities, administer the reasonable accommodation program and special emphasis program, and 

oversee any other disability hiring and advancement program the agency has in place.

Section II

A. Plan to provide 

Sufficient and 

Competent 

Staffing for the 

1. Has the agency designated sufficient qualified personnel to implement its disability program during the 

reporting period? If no, describe the agency’s plan to improve the staffing for the upcoming year.

Yes X No 0
 FDIC / FY 2018 / Page 56

Disability Program 2. Identify all staff responsible for implementing the agency’s disability employment program by the office, staff 

employment status, and responsible official.

Disability Program Task

# of FTE Staff by Employment 

Status

Responsible Official

(Name, Title, 

Office, Email)

Full 

Time

Part 

Time

Collateral 

Duty

Processing applications from PWD and PWTD 35 Human Resources 

Specialist, Human 

Resources Branch, 

Division of 

Administration (DOA)

Answering questions from the public about 

hiring authorities that take disability into 

account

1 Richard Ellis, 

Selective Placement 

Coordinator, Human 

Resources Branch, 

DOA, riellis@fdic.gov

Processing reasonable accommodation requests 

from applicants and employees

1 Monica Flint, 

Disability Program 

Manager, Office of 

Minority and Women 

Inclusion (OMWI), 

mflint@fdic.gov

Section 508 Compliance 2 Earl McJett, Sr. 

Information 

Management 

Analyst/Section 508 

Coordinator, OMWI, 

emcjett@fdic.gov

Architectural Barriers Act Compliance 1 Gwenn Marley, Chief, 

Space Planning Unit, 

DOA, 

gmarley@fdic.gov 

Special Emphasis Program for PWD and PWTD 1 Monica Flint, 

Disability Program 

Manager, OMWI, 

mflint@fdic.ogv

3. Has the agency provided disability program staff with sufficient training to carry out their responsibilities 

during the reporting period? If yes, describe the training that disability program staff has received. If no, 

describe the training planned for the upcoming year. 

Yes X No 0

The Disability Program Manager (DPM) and Section 508 Compliance Coordinator attended the California State 

University Network Assistive Technology Conference in March 2018, and the DPM attended the National 

Employment Law Institute ADA & FMLA Compliance update in April 2018, and the Regional ADA Conference in 

September 2018. Additionally, training in the use of the Schedule A authority for persons with disabilities was 

provided to 48 Human Resources staff, including Selective Placement Coordinator, via classroom and virtual 

training. Chief of the Space Planning Unit attended EEO and Diversity and Inclusion training for managers and 

supervisors which addressed barriers in the workplace.

Section II

B. Plan To Ensure 

Sufficient Funding 

for the Disability 

Has the agency provided sufficient funding and other resources to successfully implement the disability program 

during the reporting period? If no, describe the agency’s plan to ensure all aspects of the disability program have 

sufficient funding and other resources.

Yes X No 0
 FDIC / FY 2018 / Page 57

Program

Section III: Plan to Recruit and Hire Individuals with Disabilities

Pursuant to 29 C.F.R. § 1614.203(d)(1)(i) and (ii), agencies must establish a plan to increase the recruitment and hiring of individuals 

with disabilities. The questions below are designed to identify outcomes of the agency’s recruitment program plan for PWD and PWTD.

Section III

A. Plan to Identify 

Job Applicants 

with Disabilities

1. Describe the programs and resources the agency uses to identify job applicants with disabilities, including 

individuals with targeted disabilities. 

The FDIC uses the Workforce Recruitment Program (WRP). In addition to using USAJobs to advertise 

employment opportunities, the FDIC has more than 250 mission critical employees who serve as Corporate 

Recruiters. In 2018, they visited many colleges and universities with high population of Veterans with 

Disabilities. In 2018, the FDIC placed a one-half page advertisement in U.S. Veterans magazine highlighting 

employment opportunities with the agency. U.S. Veterans is a DiversityComm publication that targets active 

duty military and Veterans for employment and procurement opportunities. In October 2018, the FDIC 

participated in the MBA Veterans Career Conference, and the UNDERGRADUVETS & CADETS conference, where 

we shared information on the CEP and other FDIC career opportunities. The FDIC continued to expand its 

branding and outreach to Veterans, to include updating recruitment materials such as FDIC Hires Veterans 

tabletop displays and literature on Schedule A disability hiring to attract Veterans at outreach events.

Corporate Recruiters are also encouraged to reach out to organizations on campuses for students with disabilities 

to establish relationships and share FDIC career opportunities. The Selective Placement Coordinator (SPC) 

regularly checks the OPM Shared List of People with Disabilities and the WRP database to locate applicants with 

needed skill sets for a particular position. FDIC plans to participate in Virtual Career fairs offered by Bender 

Consulting to expand our field of search to identify qualified candidates.

2. Pursuant to 29 C.F.R. § 1614.203(a)(3), describe the agency’s use of hiring authorities that take disability 

into account (e.g., Schedule A) to recruit PWD and PWTD for positions in the permanent workforce. 

The FDIC utilizes Schedule A hiring authority 5 CFR 213.3102 (u) for people with intellectual disabilities, severe 

physical disabilities or psychiatric disabilities. All vacancy announcements state that the agency is an equal 

opportunity employer and encourages candidates with disabilities to apply. FDIC vacancy announcements and 

job postings have been widely distributed to attendees of the 2018 CAREERS & the disABLED Magazine's Career 

Expo and Rochester Institute of Technology National Technical Institute for the Deaf (RIT/NTID) Career 

Fair. Prospective applicants were provided with contact information for the SPC in order to follow up with job 

announcements that they wish to apply for and qualified applicants were encouraged to apply for our Corporate 

Employee Program (CEP) and Financial Management Scholars Program (FMSP).

3. When individuals apply for a position under a hiring authority that takes disability into account (e.g., Schedule 

A), explain how the agency (1) determines if the individual is eligible for appointment under such authority and 

(2) forwards the individual's application to the relevant hiring officials with an explanation of how and when the 

individual may be appointed. 

Schedule A applicants are encouraged to contact the SPC to ensure that their Schedule A letter is completed 

accurately before the applicant uploads it to the USAjobs.gov database. Once their application is received by the 

Human Resources Specialist, it is reviewed for eligibility under Schedule A authority 5 CFR 213.3102 (u) for 

people with intellectual disabilities, severe physical disabilities or psychiatric disabilities. Upon meeting the 

qualification standards for a particular position, the applicant’s information is supplied to the hiring official with 

an explanation of how and when the individual may be appointed, if selected for the position. 

4. Has the agency provided training to all hiring managers on the use of hiring authorities that take disability 

into account (e.g., Schedule A)? If yes, describe the type(s) of training and frequency. If no, describe the 

agency’s plan to provide this training.

Yes X No 0 N/A 0

Every two years, all managers and supervisors are required to attend the mandatory EEO and Diversity 

Workshop that discusses diversity and inclusion issues, reasonable accommodation requests, the 2018 – 2019 

Disability Employment Program Strategic Plan, and the Schedule A hiring authority and various special hiring 

authorities for Veterans. The current training cycle covers 2018 through 2019. Guidance on Schedule A and 

other special hiring authorities is provided to all managers on an ongoing basis during the recruitment and hiring 

process.

Section III Describe the agency’s efforts to establish and maintain contacts with organizations that assist PWD, including 

PWTD, in securing and maintaining employment.
 FDIC / FY 2018 / Page 58

B. Plan to 

Establish Contacts 

with Disability 

Employment 

Organizations

The DPM and SPC continue to network with organizations involved with PWD and PWTD such as the Virginia 

Department for the Blind and Vision Impaired, Virginia Department for Aging and Rehabilitative Services, District 

of Columbia Department of Disability Services, and Maryland State Department of Education, Division of 

Rehabilitation Services. As previously mentioned, the 250 Corporate Recruiters are encouraged to build and 

maintain networks with organizations that assist persons with disabilities for job seeking purposes. FDIC 

employees with disabilities participate in outreach and recruitment events, such as career fairs at Gallaudet 

University and Rochester Institute of Technology/National Technical Institution for the Deaf.

Section III

C. Progression 

Towards Goals 

(Recruitment and 

Hiring)

1. Using the goals of 12% for PWD and 2% for PWTD as the benchmarks, do triggers exist for PWD and/or PWTD 

among the new hires in the permanent workforce? If yes, please describe the triggers below.

a. New Hires for Permanent Workforce (PWD) Yes X No 0

b. New Hires for Permanent Workforce (PWTD) Yes X No 0

The percentage of new hires of PWD increased from 3.44% in FY 2017 to 3.82% in FY 2018. However, the 

percentage of new hires of PWTD decreased from 0.49% in FY 2017 to 0.24% in FY 2018. While the fiscal year 

data shows FDIC below the benchmarks, there is continued improvement regarding new hires of PWD. Further 

analysis will be conducted.

2. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the new 

hires for any of the mission-critical occupations (MCO)? If yes, please describe the triggers below.

a. New Hires for MCO (PWD) Yes 0 No X

b. New Hires for MCO (PWTD) Yes 0 No X

The new hire data based on persons with disabilities and targeted disabilities, broken out by the mission-critical 

occupations, was not available in the current data tables. 

3. Using the relevant applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the 

qualified internal applicants for any of the mission-critical occupations (MCO)? If yes, please describe the triggers 

below.

a. Qualified Applicants for MCO (PWD) Yes 0 No X

b. Qualified Applicants for MCO (PWTD) Yes 0 No X

The “Relevant Applicant Pool” could not be computed using the data available to the FDIC.

4. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among 

employees promoted to any of the mission-critical occupations (MCO)? If yes, please describe the triggers below.

a. Promotions for MCO (PWD) Yes 0 No X

b. Promotions for MCO (PWTD) Yes 0 No X

Table B9 lists major occupations. Of the major occupations, the following are critical to the agency’s mission: 

Economist (0110), General Business and Industry (1101), and Financial Institution Examining (0570). In FY 

2018, there were no applications or selections for internal competitive promotions for the Economist (0110) 

occupational series. The General Business and Industry (1101) occupational series had a selection rate of 

4.35% for PWD and 0% for PWTD. PWD selections were higher than the percentage of applicants in the 

qualified applicant pool, but lower for PWTD (there was only one applicant at the qualified stage). The 

percentage of selections of PWD and PWTD in the Financial Institution Examining series (0570) was below the 

percentage of qualified applicants; however, the difference is less than one percent. The FDIC will continue to 

monitor all MCO selection rates, and where trends continue and for PWD or PWTD where MCO selection rates fail 

to meet the benchmarks, a barrier analysis will be performed.

Section IV: Plan to Ensure Advancement Opportunities for Employees with Disabilities 

Pursuant to 29 C.F.R §1614.203(d)(1)(iii), agencies are required to provide sufficient advancement opportunities for employees with 

disabilities. Such activities might include specialized training and mentoring programs, career development opportunities, awards 

programs, promotions, and similar programs that address advancement. In this section, agencies should identify, and provide data on 

programs designed to ensure advancement opportunities for employees with disabilities.

Section IV

A. Advancement 

Program Plan

Describe the agency’s plan to ensure PWD, including PWTD, have sufficient opportunities for advancement.

The FDIC 2018-2019 Disability Employment Program Strategic Plan (Plan) outlines specific goals and strategies 

to identify and eliminate barriers to the employment and advancement of qualified persons with disabilities at all 
 FDIC / FY 2018 / Page 59

levels and in all occupations. Additionally, the FDIC provides guidance to managers and recruiters on trends in 

the recruiting, hiring, advancement, and retention of persons with disabilities, and progress in implementing the 

FDIC and Division and Office diversity strategies targeted at persons with disabilities. A two-hour module, which 

focuses on the Plan, is included in mandatory training for managers.

Section IV

B. Career 

Development 

Opportunities

1. Please describe the career development opportunities that the agency provides to its employees.

The FDIC encourages employees with disabilities to participate in available formal mentoring, career 

development, leadership and management programs, detail opportunities, and tracks representation. 

Information about available programs is distributed FDIC-wide through a variety of methods. Additional 

reminders and notifications are sent to the Employee Resource Group (ERG) for people with disabilities, CAN DO, 

and the Veterans ERG.

2. In the table below, please provide the data for career development opportunities that require competition 

and/or supervisory recommendation/approval to participate. [Collection begins with the FY 2018 MD-715 report, 

which is due on February 28, 2019.]

Career 

Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees 

(#)

Applicants 

(%)

Selectees 

(%)

Applicants 

(%)

Selectee

s

(%)

Internship 

Programs

Fellowship 

Programs

Mentoring 

Programs

Coaching 

Programs

Training Programs

Detail Programs

Other Career 

Development 

Programs

3. Do triggers exist for PWD among the applicants and/or selectees for any of the career development programs? 

(The appropriate benchmarks are the relevant applicant pool for the applicants and the applicant pool for 

selectees.) If yes, describe the trigger(s) in the text box.

a. Applicants (PWD) Yes 0 No 0 N/A X

b. Selections (PWD) Yes 0 No 0 N/A X

EEOC instructed the FDIC that the definition of career development program/opportunities is the same in Part J 

as in Table 12, requiring competition to participate in training that would qualify employees for a promotion. The 

FDIC has no career development programs as defined in the instructions to MD-715 and as confirmed by EEOC. 

While the FDIC does not have career development programs that, upon completion, necessarily “qualify a 

participant for a promotion,” all Financial Institution Examiners (Series 0570) are required to attend and 

complete four core training programs as a part of the commissioning process. The completion of the core 

training programs and the commissioning process will not qualify a participant for a promotion but may enhance 

an Examiner’s promotion potential. Attendance in the core programs is required of all Examiners regardless of 

race, ethnicity, sex, or disability.

4. Do triggers exist for PWTD among the applicants and/or selectees for any of the career development 

programs identified? (The appropriate benchmarks are the relevant applicant pool for applicants and the 
 FDIC / FY 2018 / Page 60

applicant pool for selectees.) If yes, describe the trigger(s) in the text box.

a. Applicants (PWTD) Yes 0 No 0 N/A X

b. Selections (PWTD) Yes 0 No 0 N/A X

Please see response to question 3 above.

Section IV

C. Awards

1. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for 

any level of the time-off awards, bonuses, or other incentives? If yes, please describe the trigger(s) in the text 

box.

a. Awards, Bonuses, & Incentives (PWD) Yes X No 0

b. Awards, Bonuses, & Incentives (PWTD) Yes X No 0

The inclusion rate using tables B1 and B13, indicates a trigger for cash awards of $500+. For this category, the 

rate of awards to individuals with disabilities is 49.1% compared to 55.3% for individuals without disabilities. 

The rate for individuals with targeted disabilities is 39.7% compared to 54.9% for individuals without targeted 

disabilities. When the FDIC compared unique individuals receiving awards to the workforce (accounting for table 

B13’s count of awards rather than individuals receiving awards at each level), there is a smaller disparity at this 

award level, a difference of 3.8% for individuals with disabilities and 10.0% for individuals for targeted 

disabilities. The gap between individuals with disabilities and targeted disabilities compared to those without 

disabilities or targeted disabilities has increased since FY 2017.

2. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for 

quality step increases or performance-based pay increases? If yes, please describe the trigger(s) in the text box. 

a. Pay Increases (PWD) Yes 0 No X

b. Pay Increases (PWTD) Yes 0 No X

The FDIC does not have traditional grades/steps as found in the GS scale. Consequently, the FDIC does not 

award QSIs.

3. If the agency has other types of employee recognition programs, are PWD and/or PWTD recognized 

disproportionately less than employees without disabilities? (The appropriate benchmark is the inclusion rate.) If 

yes, describe the employee recognition program and relevant data in the text box.

a. Other Types of Recognition (PWD) Yes 0 No 0 N/A X

b. Other Types of Recognition (PWTD) Yes 0 No 0 N/A X

N/A

Section IV

D. Promotions

1. Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for 

promotions to the senior grade levels? (The appropriate benchmarks are the relevant applicant pool for qualified 

internal applicants and the qualified applicant pool for selectees.) For non-GS pay plans, please use the 

approximate senior grade levels. If yes, describe the trigger(s) in the text box.

a. SES

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

c. Grade GS-14 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

d. Grade GS-13 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

The “Relevant Applicant Pool” could not be computed using the data available to the FDIC.

2. Does your agency have a trigger involving PWTD among the qualified internal applicants and/or selectees for 

promotions to the senior grade levels? (The appropriate benchmarks are the relevant applicant pool for qualified 

internal applicants and the qualified applicant pool for selectees.) For non-GS pay plans, please use the 

approximate senior grade levels. If yes, describe the trigger(s) in the text box.
 FDIC / FY 2018 / Page 61

a. SES

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

c. Grade GS-14 

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

d. Grade GS-13 

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

The “Relevant Applicant Pool” could not be computed using the data available to the FDIC.

3. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among 

the new hires to the senior grade levels? For non-GS pay plans, please use the approximate senior grade levels. 

If yes, describe the trigger(s) in the text box.

a. New Hires to SES (PWD) Yes 0 No X

b. New Hires to GS-15 (PWD) Yes 0 No X

c. New Hires to GS-14 (PWD) Yes 0 No X

d. New Hires to GS-13 (PWD) Yes 0 No X

There are no associated data tables for new hires to the senior grade levels. 

4. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among 

the new hires to the senior grade levels? For non-GS pay plans, please use the approximate senior grade levels. 

If yes, describe the trigger(s) in the text box.

a. New Hires to SES (PWTD) Yes 0 No X

b. New Hires to GS-15 (PWTD) Yes 0 No X

c. New Hires to GS-14 (PWTD) Yes 0 No X

d. New Hires to GS-13 (PWTD) Yes 0 No X

There are no associated data tables for new hires to the senior grade levels.

5. Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for 

promotions to supervisory positions? (The appropriate benchmarks are the relevant applicant pool for qualified 

internal applicants and the qualified applicant pool for selectees.) If yes, describe the trigger(s) in the text box.

a. Executives

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

b. Managers

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

c. Supervisors 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

The “Relevant Applicant Pool” could not be computed using the data available to the FDIC.

6. Does your agency have a trigger involving PWTD among the qualified internal applicants and/or selectees for 

promotions to supervisory positions? (The appropriate benchmarks are the relevant applicant pool for qualified 

internal applicants and the qualified applicant pool for selectees.) If yes, describe the trigger(s) in the text box. 

a. Executives

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

b. Managers

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

c. Supervisors 

i. Qualified Internal Applicants (PWTD) Yes 0 No X
 FDIC / FY 2018 / Page 62

ii. Internal Selections (PWTD) Yes 0 No X

The “Relevant Applicant Pool” could not be computed using the data available to the FDIC.

7. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among 

the selectees for new hires to supervisory positions? If yes, describe the trigger(s) in the text box. 

a. New Hires for Executives (PWD) Yes 0 No X

b. New Hires for Managers (PWD) Yes 0 No X

c. New Hires for Supervisors (PWD) Yes 0 No X

There are no associated data tables for new hires to the senior grade levels.

8. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among 

the selectees for new hires to supervisory positions? If yes, describe the trigger(s) in the text box. 

a. New Hires for Executives (PWTD) Yes 0 No X

b. New Hires for Managers (PWTD) Yes 0 No X

c. New Hires for Supervisors (PWTD) Yes 0 No X

There are no associated data tables for new hires to the senior grade levels.

Section V: Plan to Improve Retention of Persons with Disabilities

To be a model employer for persons with disabilities, agencies must have policies and programs in place to retain employees with 

disabilities. In this section, agencies should: (1) analyze workforce separation data to identify barriers retaining employees with 

disabilities; (2) describe efforts to ensure accessibility of technology and facilities; and (3) provide information on the reasonable 

accommodation program and workplace personal assistance services.

Section V

A. Voluntary and

Involuntary 

Separations

1. In this reporting period, did the agency convert all eligible Schedule A employees with a disability into the 

competitive service after two years of satisfactory service (5 C.F.R. § 213.3102(u)(6)(i))? If no, please explain 

why the agency did not convert all eligible Schedule A employees.

Yes 0 No X N/A 0

One Schedule A employee was converted to the competitive service in 2018. Two other Schedule A employees 

whose probationary periods expired in 2018 are in the process of being converted in 2019.

2. Using the inclusion rate as the benchmark, did the percentage of PWD among voluntary and involuntary 

separations exceed that of persons without disabilities? If yes, describe the trigger below.

a. Voluntary Separations (PWD) Yes 0 No X

b. Involuntary Separations (PWD) Yes 0 No X

There were 66 employees with disabilities who voluntarily separated from the FDIC in FY 2018. Using the 

number of PWD who voluntarily separated, divided by the total number of PWD onboard (698), the inclusion rate 

for voluntary separations for PWD is 9.46%. This rate is lower than the inclusion rate of individuals who 

separated without disabilities at 9.93%. There were 8 persons with disabilities who involuntarily separated in FY 

2018. The inclusion rate of 1.15%% for involuntary separations for PWD was greater than rate for individuals 

without disabilities who involuntarily separated at 0.26%. However, the gap between inclusion rate for PWD and 

individuals without a disability for involuntary separations remains small.

3. Using the inclusion rate as the benchmark, did the percentage of PWTD among voluntary and involuntary 

separations exceed that of persons without targeted disabilities? If yes, describe the trigger below.

a. Voluntary Separations (PWTD) Yes 0 No X

b. Involuntary Separations (PWTD) Yes 0 No X

There were 14 employees with targeted disabilities who voluntarily separated from the FDIC in FY 2018. Using 

the number of PWTD who voluntarily separated, divided by the total number of PWTD onboard (136), the 

inclusion rate for voluntary separations for PWD is 10.29%. This rate is slightly higher than the inclusion rate of 

individuals who voluntarily separated without targeted disabilities at 9.87%. The inclusion rate for involuntary 

separations for PWTD was also higher than the rate for individuals without disabilities at 1.47% and 0.34% 
 FDIC / FY 2018 / Page 63

respectively. While the inclusion rate is slightly higher for PWTD compared to employees without targeted 

disabilities, the differences are small. The FDIC will monitor to see whether the trend continues and the gap 

widens.

4. If a trigger exists involving the separation rate of PWD and/or PWTD, please explain why they left the agency 

using exit interview results and other data sources.

N/A

Section V

B. Accessibility of 

Technology and 

Facilities

Pursuant to 29 C.F.R. § 1614.203(d)(4), federal agencies are required to inform applicants and employees of 

their rights under Section 508 of the Rehabilitation Act of 1973 (29 U.S.C. § 794(b), concerning the accessibility 

of agency technology, and the Architectural Barriers Act of 1968 (42 U.S.C. § 4151-4157), concerning the 

accessibility of agency facilities. In addition, agencies are required to inform individuals where to file complaints 

if other agencies are responsible for a violation.

1. Please provide the internet address on the agency’s public website for its notice explaining employees’ and 

applicants’ rights under Section 508 of the Rehabilitation Act, including a description of how to file a complaint. 

Section 508 Statement: https://www.fdic.gov/about/diversity/fdicaccessibilitystatement.html

2. Please provide the internet address on the agency’s public website for its notice explaining employees’ and 

applicants’ rights under the Architectural Barriers Act, including a description of how to file a complaint.

Architectural Barriers Act Statement: https://www.fdic.gov/about/diversity/fdicaccessibilitystatement.html

3. Describe any programs, policies, or practices that the agency has undertaken, or plans on undertaking over 

the next fiscal year, designed to improve accessibility of agency facilities and/or technology.

The FDIC will publish an updated Section 508 policy directive which implements the new Technical Standards, 

and transfers the Section 508 program from OMWI to the Chief Information Officer Organization

(CIOO). Pursuant to the new Technical Standards, the FDIC is revising the Section 508-related procurement 

clauses and forms. Additionally, the FDIC is taking steps to identify and hire a full-time Section 508 program 

manager who will report to the Chief Information Officer and chair the FDIC’s Section 508 Center of 

Excellence. The move of the program from OMWI to the CIOO and the appointment of a full-time coordinator 

will provide a more streamlined approach to satisfying Section 508 requirements. The FDIC is also preparing to 

recertify its Certified Trusted Testers through the Department of Homeland Security’s revised Unified Testing for 

Accessibility Program once the courses are made available.

Section V

C. Reasonable

Accommodation 

Program

Pursuant to 29 C.F.R. § 1614.203(d)(3), agencies must adopt, post on their public website, and make available 

to all job applicants and employees, reasonable accommodation procedures.

1. Please provide the average time frame for processing initial requests for reasonable accommodations during 

the reporting period. (Please do not include previously approved requests with repetitive accommodations, such 

as interpreting services.)

During FY 2018, the FDIC averaged 16 days to issue a final decision for reasonable accommodation requests 

once all pertinent documentation, such as supporting medical documentation from the employee or a response 

from the Federal Occupational Health Service, was received. 

2. Describe the effectiveness of the policies, procedures, or practices to implement the agency’s reasonable 

accommodation program. Some examples of an effective program include timely processing requests, timely 

providing approved accommodations, conducting training for managers and supervisors, and monitoring 

accommodation requests for trends.

The current policies and procedures have been effective in encouraging the interactive process and have allowed 

for the processing of 167 reasonable accommodation requests initiated in FY 2018, with a decision reached in 

135 cases by the end of FY 2018. Of the 135 accommodation requests processed in FY 2018, 113 (83.7%) 

employees received a final decision within the time frame set forth in FDIC procedures for reasonable 

accommodation, and 22 (16.3%) did not. However, the FDIC approved interim accommodations in 13 of the 22 

decisions, (9) of which fell outside of the response timeline. When taking the interim accommodations into 

consideration, the FDIC issued 93.3% of all accommodations within the reasonable accommodation response 
 FDIC / FY 2018 / Page 64

timeline. The 9 requests for which the FDIC did not meet the established time frame, and an interim 

accommodation could not be issued, involved unique and uncommon situations that required additional 

consideration, such as: full-time telework; adjustments to testing or commissioning schedules for Examiners; or 

relocation. During FY 2018, OMWI included response time frames and recommendations for interim 

accommodations when corresponding with managers and deciding officials to continue to hold decision-makers 

accountable for adhering to the timelines set forth in the policy. 

Section V

D. Personal 

Assistance 

Services Allowing 

Employees to 

Participate in the 

Workplace

Pursuant to 29 C.F.R. § 1614.203(d)(5), federal agencies, as an aspect of affirmative action, are required to 

provide personal assistance services (PAS) to employees who need them because of a targeted disability, unless 

doing so would impose an undue hardship on the agency.

Describe the effectiveness of the policies, procedures, or practices to implement the PAS requirement. Some 

examples of an effective program include timely processing requests for PAS, timely providing approved 

services, conducting training for managers and supervisors, and monitoring PAS requests for trends.

The FDIC will issue a PAS policy memo that outlines the proper procedures for employees with targeted 

disabilities for requesting and processing a PAS. The policy memo will be issued in conjunction with the issuance 

of the finalized updated reasonable accommodation directive. Once PAS requests are received the effectiveness 

of the program will be evaluated.

Section VI: EEO Complaint and Findings Data

Section VI

A. EEO Complaint 

Data Involving 

Harassment

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging harassment, 

as compared to the government-wide average? 

Yes X No 0 N/A 0

2. During the last fiscal year, did any complaints alleging harassment based on disability status result in a 

finding of discrimination or a settlement agreement?

Yes 0 No X N/A 0

3. If the agency had one or more findings of discrimination alleging harassment based on disability status during 

the last fiscal year, please describe the corrective measures taken by the agency.

N/A

Section VI

B. EEO Complaint

Data Involving 

Reasonable

Accommodation

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging failure to 

provide a reasonable accommodation, as compared to the government-wide average? 

Yes X No 0 N/A 0

2. During the last fiscal year, did any complaints alleging failure to provide reasonable accommodation result in a 

finding of discrimination or a settlement agreement?

Yes 0 No X N/A 0

3. If the agency had one or more findings of discrimination involving the failure to provide a reasonable 

accommodation during the last fiscal year, please describe the corrective measures taken by the agency.

N/A

Section VII: Identification and Removal of Barriers

Element D of MD-715 requires agencies to conduct a barrier analysis when a trigger suggests that a policy, procedure, or practice may 

be impeding the employment opportunities of a protected EEO group.

Section VII 1. Has the agency identified any barriers (policies, procedures, and/or practices) that affect employment 

opportunities for PWD and/or PWTD? 

Yes 0 No X

2. Has the agency established a plan to correct the barrier(s) involving PWD and/or PWTD? 

Yes 0 No 0 N/A X
 FDIC / FY 2018 / Page 65

3. Identify each trigger and plan to remove the barrier(s), including the identified barrier(s), objective(s), 

responsible official(s), planned activities, and, where applicable, accomplishments.

Trigger 1 The FDIC identified a trigger for PWD and PWTD regarding cash awards of $501+.

Barrier(s) None yet identified

Objective(s) FDIC will review the trigger identified based on MD-715 workforce data tables and 

will conduct further analysis to identify where there may be a barrier.

Responsible Official(s) Performance Standards Address the 

Plan?

(Yes or No)

Nancy Green, Assistant Director, Corporate Human Resources

Performance & Compensation, DOA

No

Monica Flint, Disability Program Manager, OMWI No

Karen, Rigby, Program Analyst, OMWI No

Barrier Analysis Process Completed?

(Yes or No)

Barrier(s) Identified?

(Yes or No)

No No

Sources of Data Sources Reviewed?

(Yes or No)

Identify Information 

Collected

Workforce Data Tables X

Complaint Data (Trends)

Grievance Data (Trends)

Findings from Decisions (e.g., EEO, 

Grievance, MSPB, Anti-Harassment 

Processes) 

Climate Assessment Survey (e.g., 

FEVS)

Exit Interview Data

Focus Groups

Interviews

Reports (e.g., Congress, EEOC, MSPB, 

GAO, OPM)

Other (Please Describe)

Target Date

(mm/dd/yyyy)

Planned Activities Sufficient 

Staffing & 

Funding

(Yes or No)

Modified Date

(mm/dd/yyyy)

Completion 

Date

(mm/dd/yyyy)

9/30/2020 Begin review of other Yes
 FDIC / FY 2018 / Page 66

sources of data to 

gain additional 

insights relative to 

trigger identified.

Fiscal Year Accomplishments

2018 N/A

Trigger 2 The FDIC identified a trigger for PWD and PWTD among new hires in the permanent 

workforce.

Barrier(s) None yet identified

Objective(s) FDIC will review the trigger identified based on MD-715 workforce data tables and 

will conduct further analysis to identify where there may be a barrier.

Responsible Official(s) Performance Standards Address the 

Plan?

(Yes or No)

Cathy Grossman, Assistant Director, HR Service Center, DOA No

Alyssa Asonye, Chief, Staffing Policy, Recruiting and Corporate 

Employee Program Operations, DOA No

Richard Ellis, Selective Placement Coordinator, DOA No

Monica Flint, Disability Program Manager, OMWI No

Karen Rigby, Program Analyst, OMWI No

Barrier Analysis Process Completed? (Yes or No) Barrier(s) Identified?

(Yes or No)

No No

Sources of Data Sources Reviewed?

(Yes or No) Identify Information Collected

Workforce Data Tables X

Complaint Data (Trends)

Grievance Data (Trends)

Findings from Decisions (e.g., EEO, 

Grievance, MSPB, Anti-Harassment 

Processes) 

Climate Assessment Survey (e.g., 

FEVS)

Exit Interview Data

Focus Groups

Interviews
 FDIC / FY 2018 / Page 67

Reports (e.g., Congress, EEOC, MSPB, 

GAO, OPM)

Other (Please Describe)

Target Date 

(mm/dd/yyyy)

Planned Activities Sufficient 

Staffing & 

Funding

(Yes or No)

Modified Date

(mm/dd/yyyy)

Completion Date

(mm/dd/yyyy)

9/30/2020

Begin review of

other sources of data 

to gain additional 

insights relative to 

trigger identified.

Yes

Fiscal Year Accomplishments

2018 N/A

4. Please explain the factor(s) that prevented the agency from timely completing any of the planned activities.

The FDIC has not identified any barriers that affect employment opportunities for PWD and/or PWTD, but will 

review the identified triggers and will conduct further analysis to identify the possible existence of a barrier.

5. For the planned activities that were completed, please describe the actual impact of those activities toward 

eliminating the barrier(s).

The FDIC has not identified any barriers that affect employment opportunities for PWD and/or PWTD, but will 

review the identified triggers and will conduct further analysis to identify the possible existence of a barrier.

6. If the planned activities did not correct the trigger(s) and/or barrier(s), please describe how the agency 

intends to improve the plan for the next fiscal year.

The FDIC has not identified any barriers that affect employment opportunities for PWD and/or PWTD, but will 

review the identified triggers and will conduct further analysis to identify the possible existence of a barrier.
 FDIC / FY 2018 / Page 68

U.S. Equal Employment Opportunity Commission

FY 2018 – FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT A

FDIC Workforce Data Tables
 FDIC / FY 2018 / Page 69

Table A1: Total Workforce - Distribution by Race/Ethnicity and Sex 

Employment 

Tenure 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or Alaska 

Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Total

Prior FY

# 6236 3440 2796 145 97 2723 1734 341 748 166 161 3 5 18 15 44 36

% 100.00 55.16 44.84 2.33 1.56 43.67 27.81 5.47 11.99 2.66 2.58 0.05 0.08 0.29 0.24 0.71 0.58

Current FY

# 6035 3329 2706 145 107 2606 1637 334 725 171 176 3 4 20 13 50 44

% 100.00 55.16 44.84 2.40 1.77 43.18 27.13 5.53 12.01 2.83 2.92 0.05 0.07 0.33 0.22 0.83 0.73

CLF % (2010) 100 51.86 48.14 5.17 4.79 38.33 34.03 5.38 6.41 1.83 1.78 0.07 0.07 0.32 0.32 0.75 0.75

Difference # -201 -111 -90 0 10 -117 -97 -7 -23 5 15 0 -1 2 -2 6 8

Ratio 

Change % 0.00 0.00 0.00 0.08 0.22 -0.48 -0.68 0.07 0.02 0.17 0.33 0.00 -0.01 0.04 -0.03 0.12 0.15

Net Change % -3.22 -3.23 -3.22 0.00 10.31 -4.30 -5.59 -2.05 -3.07 3.01 9.32 0.00 -20.00 11.11 -13.33 13.64 22.22

Permanent

Prior FY

# 126 74 52 2 2 57 32 8 16 5 2 0 0 1 0 1 0

% 100.00 58.73 41.27 1.59 1.59 45.24 25.40 6.35 12.70 3.97 1.59 0.00 0.00 0.79 0.00 0.79 0.00

Current FY

# 126 72 54 2 1 55 34 7 16 6 3 0 0 1 0 1 0

% 100.00 57.14 42.86 1.59 0.79 43.65 26.98 5.56 12.70 4.76 2.38 0.00 0.00 0.79 0.00 0.79 0.00

Difference # 0 -2 2 0 -1 -2 2 -1 0 1 1 0 0 0 0 0 0

Ratio 

Change % 0.00 -1.59 1.59 0.00 -0.79 -1.59 1.59 -0.79 0.00 0.79 0.79 0.00 0.00 0.00 0.00 0.00 0.00

Net Change % 0.00 -2.70 3.85 0.00 -50.00 -3.51 6.25 -12.50 0.00 20.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00

Temporary

Prior FY

# 7 2 5 0 1 2 3 0 1 0 0 0 0 0 0 0 0

% 100.00 28.57 71.43 0.00 14.29 28.57 42.86 0.00 14.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Current FY

# 6 2 4 0 0 2 3 0 1 0 0 0 0 0 0 0 0

% 100.00 33.33 66.67 0.00 0.00 33.33 50.00 0.00 16.67 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Difference # -1 0 -1 0 -1 0 0 0 0 0 0 0 0 0 0 0 0

Ratio 

Change % 0.00 4.76 -4.76 0.00 -14.29 4.76 7.14 0.00 2.38 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Net Change % -14.29 0.00 -20.00 0.00 -100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 70

Table A1: Total Workforce - Distribution by Race/Ethnicity and Sex 

Employment 

Tenure 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or Alaska 

Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Non-Appropriated

Prior FY

# 6103 3364 2739 143 94 2664 1699 333 731 161 159 3 5 17 15 43 36

% 100.00 55.12 44.88 2.34 1.54 43.65 27.84 5.46 11.98 2.64 2.61 0.05 0.08 0.28 0.25 0.70 0.59

Current FY

# 5903 3255 2648 143 106 2549 1600 327 708 165 173 3 4 19 13 49 44

% 100.00 55.14 44.86 2.42 1.80 43.18 27.10 5.54 11.99 2.80 2.93 0.05 0.07 0.32 0.22 0.83 0.75

Difference # -200 -109 -91 0 12 -115 -99 -6 -23 4 14 0 -1 2 -2 6 8

Ratio 

Change % 0.00 0.02 -0.02 0.08 0.26 -0.47 -0.73 0.08 0.02 0.16 0.33 0.00 -0.01 0.04 -0.03 0.13 0.16

Net Change % -3.28 -3.24 -3.32 0.00 12.77 -4.32 -5.83 -1.80 -3.15 2.48 8.81 0.00 -20.00 11.76 -13.33 13.95 22.22
 FDIC / FY 2018 / Page 71

Table A2: Total Workforce by Component - Distribution by Race/Ethnicity and Sex 

Employment Tenure 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Current FY

# 6035 3329 2706 145 107 2606 1637 334 725 171 176 3 4 20 13 50 44

% 100.00 55.16 44.84 2.40 1.77 43.18 27.13 5.53 12.01 2.83 2.92 0.05 0.07 0.33 0.22 0.83 0.73

CLF (2010) % 100 51.86 48.14 5.17 4.79 38.33 34.03 5.38 6.41 1.83 1.78 0.07 0.07 0.32 0.32 0.75 0.75

Atlanta Region

# 500 288 212 13 6 206 112 59 85 4 5 0 1 3 0 3 3

% 100.00 57.60 42.40 2.60 1.20 41.20 22.40 11.80 17.00 0.80 1.00 0.00 0.20 0.60 0.00 0.60 0.60

Chicago Region

# 533 296 237 6 4 266 189 16 40 5 3 1 0 0 0 2 1

% 100.00 55.53 44.47 1.13 0.75 49.91 35.46 3.00 7.50 0.94 0.56 0.19 0.00 0.00 0.00 0.38 0.19

Dallas Region

# 817 477 340 44 16 362 219 51 89 11 7 0 2 5 1 4 6

% 100.00 58.38 41.62 5.39 1.96 44.31 26.81 6.24 10.89 1.35 0.86 0.00 0.24 0.61 0.12 0.49 0.73

Kansas City 

Region

# 510 324 186 5 3 307 174 5 7 1 0 0 0 2 1 4 1

% 100.00 63.53 36.47 0.98 0.59 60.20 34.12 0.98 1.37 0.20 0.00 0.00 0.00 0.39 0.20 0.78 0.20

New York Region

# 616 340 276 17 21 284 204 17 36 16 11 0 0 1 1 5 3

% 100.00 55.19 44.81 2.76 3.41 46.10 33.12 2.76 5.84 2.60 1.79 0.00 0.00 0.16 0.16 0.81 0.49

San Francisco 

Region

# 476 299 177 17 10 244 113 7 11 25 37 0 0 2 3 4 3

% 100.00 62.82 37.18 3.57 2.10 51.26 23.74 1.47 2.31 5.25 7.77 0.00 0.00 0.42 0.63 0.84 0.63

Headquarters 

Offices

# 2583 1305 1278 43 47 937 626 179 457 109 113 2 1 7 7 28 27

% 100.00 50.52 49.48 1.66 1.82 36.28 24.24 6.93 17.69 4.22 4.37 0.08 0.04 0.27 0.27 1.08 1.05
 FDIC / FY 2018 / Page 72

Table A3-1: Occupational Categories - Distribution by Race/Ethnicity and Sex 

Occupational Category

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian 

Native Hawaiian or 

Other Pacific 

Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1. Officials and Managers -

Executive/Senior Level (Grades 

CM-02, CX, EM) 

# 352 217 135 4 4 180 105 18 15 11 10 1 0 1 0 2 1

% 100.00 61.65 38.35 1.14 1.14 51.14 29.83 5.11 4.26 3.13 2.84 0.28 0.00 0.28 0.00 0.57 0.28

- Mid-Level (Grades 13-15, 

CM-01) 

# 478 295 183 14 7 228 137 37 33 9 5 0 0 4 0 3 1

% 100.00 61.72 38.28 2.93 1.46 47.70 28.66 7.74 6.90 1.88 1.05 0.00 0.00 0.84 0.00 0.63 0.21

- First-Level (Grades 12 and 

Below) 

# 2 1 1 0 0 1 0 0 1 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 50.00 0.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

- Other 

# 3905 2212 1693 98 65 1783 1047 193 428 94 108 2 3 12 10 30 32

% 100.00 56.65 43.35 2.51 1.66 45.66 26.81 4.94 10.96 2.41 2.77 0.05 0.08 0.31 0.26 0.77 0.82

Officials and Managers TOTAL 

# 4737 2725 2012 116 76 2192 1289 248 477 114 123 3 3 17 10 35 34

% 100.00 57.53 42.47 2.45 1.60 46.27 27.21 5.24 10.07 2.41 2.60 0.06 0.06 0.36 0.21 0.74 0.72

2. Professionals 

# 842 496 346 17 6 363 207 51 86 54 40 0 1 2 2 9 4

% 100.00 58.91 41.09 2.02 0.71 43.11 24.58 6.06 10.21 6.41 4.75 0.00 0.12 0.24 0.24 1.07 0.48

3. Technicians 

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

4. Sales Workers 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

5. Administrative Support 

Workers 

# 407 70 337 10 24 23 135 29 158 2 13 0 0 1 1 5 6

% 100.00 17.20 82.80 2.46 5.90 5.65 33.17 7.13 38.82 0.49 3.19 0.00 0.00 0.25 0.25 1.23 1.47

6. Craft Workers 

# 4 4 0 0 0 0 0 4 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

7. Operatives 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

8. Laborers and Helpers 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

9. Service Workers 

# 44 34 10 2 1 28 6 2 3 1 0 0 0 0 0 1 0

% 100.00 77.27 22.73 4.55 2.27 63.64 13.64 4.55 6.82 2.27 0.00 0.00 0.00 0.00 0.00 2.27 0.00
 FDIC / FY 2018 / Page 73

Table A3-2: Occupational Categories - Distribution by Race/Ethnicity and Sex 

Occupational Category

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian 

Native Hawaiian or 

Other Pacific 

Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1. Officials and Managers -

Executive/Senior Level 

(Grades CM-02, CX, EM) 

# 352 217 135 4 4 180 105 18 15 11 10 1 0 1 0 2 1

% 100.00 61.65 38.35 1.14 1.14 51.14 29.83 5.11 4.26 3.13 2.84 0.28 0.00 0.28 0.00 0.57 0.28

- Mid-Level (Grades 13-15, 

CM-01) 

# 478 295 183 14 7 228 137 37 33 9 5 0 0 4 0 3 1

% 100.00 61.72 38.28 2.93 1.46 47.70 28.66 7.74 6.90 1.88 1.05 0.00 0.00 0.84 0.00 0.63 0.21

- First-Level (Grades 12 and 

Below) 

# 2 1 1 0 0 1 0 0 1 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 50.00 0.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

- Other 

# 3905 2212 1693 98 65 1783 1047 193 428 94 108 2 3 12 10 30 32

% 100.00 56.65 43.35 2.51 1.66 45.66 26.81 4.94 10.96 2.41 2.77 0.05 0.08 0.31 0.26 0.77 0.82

Officials and Managers 

TOTAL 

# 4737 2725 2012 116 76 2192 1289 248 477 114 123 3 3 17 10 35 34

% 100.00 57.53 42.47 2.45 1.60 46.27 27.21 5.24 10.07 2.41 2.60 0.06 0.06 0.36 0.21 0.74 0.72

2. Professionals 

# 842 496 346 17 6 363 207 51 86 54 40 0 1 2 2 9 4

% 100.00 58.91 41.09 2.02 0.71 43.11 24.58 6.06 10.21 6.41 4.75 0.00 0.12 0.24 0.24 1.07 0.48

3. Technicians 

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

4. Sales Workers 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

5. Administrative Support 

Workers 

# 407 70 337 10 24 23 135 29 158 2 13 0 0 1 1 5 6

% 100.00 17.20 82.80 2.46 5.90 5.65 33.17 7.13 38.82 0.49 3.19 0.00 0.00 0.25 0.25 1.23 1.47

6. Craft Workers 

# 4 4 0 0 0 0 0 4 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

7. Operatives 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

8. Laborers and Helpers 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

9. Service Workers 

# 44 34 10 2 1 28 6 2 3 1 0 0 0 0 0 1 0

% 100.00 77.27 22.73 4.55 2.27 63.64 13.64 4.55 6.82 2.27 0.00 0.00 0.00 0.00 0.00 2.27 0.00
 FDIC / FY 2018 / Page 74

Table A4-1P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03 

# 3 1 2 0 0 0 0 1 1 0 1 0 0 0 0 0 0

% 100.00 33.33 66.67 0.00 0.00 0.00 0.00 33.33 33.33 0.00 33.33 0.00 0.00 0.00 0.00 0.00 0.00

CG-04 

# 45 26 19 0 1 23 11 2 4 1 0 0 0 0 0 0 3

% 100.00 57.78 42.22 0.00 2.22 51.11 24.44 4.44 8.89 2.22 0.00 0.00 0.00 0.00 0.00 0.00 6.67

CG-05 

# 29 8 21 0 1 3 4 4 16 0 0 0 0 1 0 0 0

% 100.00 27.59 72.41 0.00 3.45 10.34 13.79 13.79 55.17 0.00 0.00 0.00 0.00 3.45 0.00 0.00 0.00

CG-06 

# 127 16 111 3 8 4 65 7 32 1 5 0 0 0 0 1 1

% 100.00 12.60 87.40 2.36 6.30 3.15 51.18 5.51 25.20 0.79 3.94 0.00 0.00 0.00 0.00 0.79 0.79

CG-07 

# 237 99 138 3 9 69 65 16 47 6 11 0 1 0 1 5 4

% 100.00 41.77 58.23 1.27 3.80 29.11 27.43 6.75 19.83 2.53 4.64 0.00 0.42 0.00 0.42 2.11 1.69

CG-08 

# 74 9 65 2 5 2 18 3 39 0 2 0 0 1 0 1 1

% 100.00 12.16 87.84 2.70 6.76 2.70 24.32 4.05 52.70 0.00 2.70 0.00 0.00 1.35 0.00 1.35 1.35

CG-09 

# 235 111 124 4 6 86 50 16 57 1 7 0 1 0 1 4 2

% 100.00 47.23 52.77 1.70 2.55 36.60 21.28 6.81 24.26 0.43 2.98 0.00 0.43 0.00 0.43 1.70 0.85

CG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11 

# 284 146 138 15 6 98 78 19 43 10 8 0 0 1 0 3 3

% 100.00 51.41 48.59 5.28 2.11 34.51 27.46 6.69 15.14 3.52 2.82 0.00 0.00 0.35 0.00 1.06 1.06

CG-12 

# 1036 551 485 30 15 423 311 56 130 29 17 1 0 3 2 9 10

% 100.00 53.19 46.81 2.90 1.45 40.83 30.02 5.41 12.55 2.80 1.64 0.10 0.00 0.29 0.19 0.87 0.97

CG-13 

# 925 521 404 21 13 414 238 57 128 20 16 0 1 4 2 5 6

% 100.00 56.32 43.68 2.27 1.41 44.76 25.73 6.16 13.84 2.16 1.73 0.00 0.11 0.43 0.22 0.54 0.65
 FDIC / FY 2018 / Page 75

Table A4-1P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-14 

# 1186 717 469 23 18 570 293 61 103 49 45 1 1 5 5 8 4

% 100.00 60.46 39.54 1.94 1.52 48.06 24.70 5.14 8.68 4.13 3.79 0.08 0.08 0.42 0.42 0.67 0.34

CG-15 

# 625 391 234 15 4 326 157 17 37 26 32 0 0 2 1 5 3

% 100.00 62.56 37.44 2.40 0.64 52.16 25.12 2.72 5.92 4.16 5.12 0.00 0.00 0.32 0.16 0.80 0.48

AL 

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01 

# 447 283 164 13 7 223 123 34 28 9 5 0 0 2 0 2 1

% 100.00 63.31 36.69 2.91 1.57 49.89 27.52 7.61 6.26 2.01 1.12 0.00 0.00 0.45 0.00 0.45 0.22

CM-02

# 203 120 83 2 3 99 64 9 8 8 7 1 0 0 0 1 1

% 100.00 59.11 40.89 0.99 1.48 48.77 31.53 4.43 3.94 3.94 3.45 0.49 0.00 0.00 0.00 0.49 0.49

CX

# 9 8 1 0 0 7 1 0 0 1 0 0 0 0 0 0 0

% 100.00 88.89 11.11 0.00 0.00 77.78 11.11 0.00 0.00 11.11 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM

# 134 84 50 2 1 70 40 9 7 2 2 0 0 1 0 0 0

% 100.00 62.69 37.31 1.49 0.75 52.24 29.85 6.72 5.22 1.49 1.49 0.00 0.00 0.75 0.00 0.00 0.00

Total

# 5601 3093 2508 133 97 2419 1518 311 680 163 158 3 4 20 12 44 39

% 100.00 55.22 44.78 2.37 1.73 43.19 27.10 5.55 12.14 2.91 2.82 0.05 0.07 0.36 0.21 0.79 0.70
 FDIC / FY 2018 / Page 76

Table A4-1T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03 

# 2 1 1 0 0 0 0 0 1 1 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 0.00 0.00 0.00 50.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04 

# 114 51 63 4 6 36 34 7 14 1 7 0 0 0 0 3 2

% 100.00 44.74 55.26 3.51 5.26 31.58 29.82 6.14 12.28 0.88 6.14 0.00 0.00 0.00 0.00 2.63 1.75

CG-05 

# 11 3 8 0 0 3 4 0 4 0 0 0 0 0 0 0 0

% 100.00 27.27 72.73 0.00 0.00 27.27 36.36 0.00 36.36 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06 

# 8 2 6 0 1 1 3 1 2 0 0 0 0 0 0 0 0

% 100.00 25.00 75.00 0.00 12.50 12.50 37.50 12.50 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-07 

# 129 75 54 2 3 67 34 4 9 1 6 0 0 0 0 1 2

% 100.00 58.14 41.86 1.55 2.33 51.94 26.36 3.10 6.98 0.78 4.65 0.00 0.00 0.00 0.00 0.78 1.55

CG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-09 

# 77 44 33 2 0 39 25 2 5 1 1 0 0 0 1 0 1

% 100.00 57.14 42.86 2.60 0.00 50.65 32.47 2.60 6.49 1.30 1.30 0.00 0.00 0.00 1.30 0.00 1.30

CG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11 

# 26 17 9 1 0 12 6 3 3 1 0 0 0 0 0 0 0

% 100.00 65.38 34.62 3.85 0.00 46.15 23.08 11.54 11.54 3.85 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-12 

# 6 3 3 1 0 2 2 0 0 0 1 0 0 0 0 0 0

% 100.00 50.00 50.00 16.67 0.00 33.33 33.33 0.00 0.00 0.00 16.67 0.00 0.00 0.00 0.00 0.00 0.00

CG-13 

# 29 19 10 2 0 12 4 2 4 2 2 0 0 0 0 1 0

% 100.00 65.52 34.48 6.90 0.00 41.38 13.79 6.90 13.79 6.90 6.90 0.00 0.00 0.00 0.00 3.45 0.00
 FDIC / FY 2018 / Page 77

Table A4-1T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Race/Ethnicity and Sex

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-14 

# 15 7 8 0 0 6 5 0 3 1 0 0 0 0 0 0 0

% 100.00 46.67 53.33 0.00 0.00 40.00 33.33 0.00 20.00 6.67 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-15 

# 5 4 1 0 0 4 1 0 0 0 0 0 0 0 0 0 0

% 100.00 80.00 20.00 0.00 0.00 80.00 20.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

AL 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 50.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-02

# 2 2 0 0 0 1 0 0 0 0 0 0 0 0 0 1 0

% 100.00 100.00 0.00 0.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 50.00 0.00

CX 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 4 3 1 0 0 3 0 0 0 0 1 0 0 0 0 0 0

% 100.00 75.00 25.00 0.00 0.00 75.00 0.00 0.00 0.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00

Total 

# 430 232 198 12 10 187 119 19 45 8 18 0 0 0 1 6 5

% 100.00 53.95 46.05 2.79 2.33 43.49 27.67 4.42 10.47 1.86 4.19 0.00 0.00 0.00 0.23 1.40 1.16
 FDIC / FY 2018 / Page 78

Table A4-2P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03 

# 3 1 2 0 0 0 0 1 1 0 1 0 0 0 0 0 0

% 0.05 0.03 0.08 0.00 0.00 0.00 0.00 0.32 0.15 0.00 0.63 0.00 0.00 0.00 0.00 0.00 0.00

CG-04 

# 45 26 19 0 1 23 11 2 4 1 0 0 0 0 0 0 3

% 0.80 0.84 0.76 0.00 1.03 0.95 0.72 0.64 0.59 0.61 0.00 0.00 0.00 0.00 0.00 0.00 7.69

CG-05 

# 29 8 21 0 1 3 4 4 16 0 0 0 0 1 0 0 0

% 0.52 0.26 0.84 0.00 1.03 0.12 0.26 1.29 2.35 0.00 0.00 0.00 0.00 5.00 0.00 0.00 0.00

CG-06 

# 127 16 111 3 8 4 65 7 32 1 5 0 0 0 0 1 1

% 2.27 0.52 4.43 2.26 8.25 0.17 4.28 2.25 4.71 0.61 3.16 0.00 0.00 0.00 0.00 2.27 2.56

CG-07 

# 237 99 138 3 9 69 65 16 47 6 11 0 1 0 1 5 4

% 4.23 3.20 5.50 2.26 9.28 2.85 4.28 5.14 6.91 3.68 6.96 0.00 25.00 0.00 8.33 11.36 10.26

CG-08 

# 74 9 65 2 5 2 18 3 39 0 2 0 0 1 0 1 1

% 1.32 0.29 2.59 1.50 5.15 0.08 1.19 0.96 5.74 0.00 1.27 0.00 0.00 5.00 0.00 2.27 2.56

CG-09 

# 235 111 124 4 6 86 50 16 57 1 7 0 1 0 1 4 2

% 4.20 3.59 4.94 3.01 6.19 3.56 3.29 5.14 8.38 0.61 4.43 0.00 25.00 0.00 8.33 9.09 5.13

CG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11 

# 284 146 138 15 6 98 78 19 43 10 8 0 0 1 0 3 3

% 5.07 4.72 5.50 11.28 6.19 4.05 5.14 6.11 6.32 6.13 5.06 0.00 0.00 5.00 0.00 6.82 7.69

CG-12 

# 1036 551 485 30 15 423 311 56 130 29 17 1 0 3 2 9 10

% 18.50 17.81 19.34 22.56 15.46 17.49 20.49 18.01 19.12 17.79 10.76 33.33 0.00 15.00 16.67 20.45 25.64

CG-13 

# 925 521 404 21 13 414 238 57 128 20 16 0 1 4 2 5 6

% 16.51 16.84 16.11 15.79 13.40 17.11 15.68 18.33 18.82 12.27 10.13 0.00 25.00 20.00 16.67 11.36 15.38
 FDIC / FY 2018 / Page 79

Table A4-2P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-14 

# 1186 717 469 23 18 570 293 61 103 49 45 1 1 5 5 8 4

% 21.17 23.18 18.70 17.29 18.56 23.56 19.30 19.61 15.15 30.06 28.48 33.33 25.00 25.00 41.67 18.18 10.26

CG-15 

# 625 391 234 15 4 326 157 17 37 26 32 0 0 2 1 5 3

% 11.16 12.64 9.33 11.28 4.12 13.48 10.34 5.47 5.44 15.95 20.25 0.00 0.00 10.00 8.33 11.36 7.69

AL 

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 0.04 0.06 0.00 0.00 0.00 0.08 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 447 283 164 13 7 223 123 34 28 9 5 0 0 2 0 2 1

% 7.98 9.15 6.54 9.77 7.22 9.22 8.10 10.93 4.12 5.52 3.16 0.00 0.00 10.00 0.00 4.55 2.56

CM-02

# 203 120 83 2 3 99 64 9 8 8 7 1 0 0 0 1 1

% 3.62 3.88 3.31 1.50 3.09 4.09 4.22 2.89 1.18 4.91 4.43 33.33 0.00 0.00 0.00 2.27 2.56

CX 

# 9 8 1 0 0 7 1 0 0 1 0 0 0 0 0 0 0

% 0.16 0.26 0.04 0.00 0.00 0.29 0.07 0.00 0.00 0.61 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 134 84 50 2 1 70 40 9 7 2 2 0 0 1 0 0 0

% 2.39 2.72 1.99 1.50 1.03 2.89 2.64 2.89 1.03 1.23 1.27 0.00 0.00 5.00 0.00 0.00 0.00

Total 

# 5601 3093 2508 133 97 2419 1518 311 680 163 158 3 4 20 12 44 39

% 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00
 FDIC / FY 2018 / Page 80

Table A4-2T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03 

# 2 1 1 0 0 0 0 0 1 1 0 0 0 0 0 0 0

% 0.47 0.43 0.51 0.00 0.00 0.00 0.00 0.00 2.22 12.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04 

# 114 51 63 4 6 36 34 7 14 1 7 0 0 0 0 3 2

% 26.51 21.98 31.82 33.33 60.00 19.25 28.57 36.84 31.11 12.50 38.89 0.00 0.00 0.00 0.00 50.00 40.00

CG-05 

# 11 3 8 0 0 3 4 0 4 0 0 0 0 0 0 0 0

% 2.56 1.29 4.04 0.00 0.00 1.60 3.36 0.00 8.89 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06 

# 8 2 6 0 1 1 3 1 2 0 0 0 0 0 0 0 0

% 1.86 0.86 3.03 0.00 10.00 0.53 2.52 5.26 4.44 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-07 

# 129 75 54 2 3 67 34 4 9 1 6 0 0 0 0 1 2

% 30.00 32.33 27.27 16.67 30.00 35.83 28.57 21.05 20.00 12.50 33.33 0.00 0.00 0.00 0.00 16.67 40.00

CG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-09 

# 77 44 33 2 0 39 25 2 5 1 1 0 0 0 1 0 1

% 17.91 18.97 16.67 16.67 0.00 20.86 21.01 10.53 11.11 12.50 5.56 0.00 0.00 0.00 100.00 0.00 20.00

CG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11 

# 26 17 9 1 0 12 6 3 3 1 0 0 0 0 0 0 0

% 6.05 7.33 4.55 8.33 0.00 6.42 5.04 15.79 6.67 12.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-12 

# 6 3 3 1 0 2 2 0 0 0 1 0 0 0 0 0 0

% 1.40 1.29 1.52 8.33 0.00 1.07 1.68 0.00 0.00 0.00 5.56 0.00 0.00 0.00 0.00 0.00 0.00

CG-13 

# 29 19 10 2 0 12 4 2 4 2 2 0 0 0 0 1 0

% 6.74 8.19 5.05 16.67 0.00 6.42 3.36 10.53 8.89 25.00 11.11 0.00 0.00 0.00 0.00 16.67 0.00
 FDIC / FY 2018 / Page 81

Table A4-2T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Race/Ethnicity and Sex 

GS/GM, SES, and 

Related Grade 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

CG-14 

# 15 7 8 0 0 6 5 0 3 1 0 0 0 0 0 0 0

% 3.49 3.02 4.04 0.00 0.00 3.21 4.20 0.00 6.67 12.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-15 

# 5 4 1 0 0 4 1 0 0 0 0 0 0 0 0 0 0

% 1.16 1.72 0.51 0.00 0.00 2.14 0.84 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

AL 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-I 

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 0.47 0.43 0.51 0.00 0.00 0.53 0.84 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-II 

# 2 2 0 0 0 1 0 0 0 0 0 0 0 0 0 1 0

% 0.47 0.86 0.00 0.00 0.00 0.53 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 16.67 0.00

CX 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 4 3 1 0 0 3 0 0 0 0 1 0 0 0 0 0 0

% 0.93 1.29 0.51 0.00 0.00 1.60 0.00 0.00 0.00 0.00 5.56 0.00 0.00 0.00 0.00 0.00 0.00

Total 

# 430 232 198 12 10 187 119 19 45 8 18 0 0 0 1 6 5

% 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 0.00 0.00 0.00 100.00 100.00 100.00
 FDIC / FY 2018 / Page 82

Table A5-1P: Participation Rates for Wage Grades - Permanent - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 3 3 0 0 0 0 0 3 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 83

Table A5-1P: Participation Rates for Wage Grades - Permanent - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Other Wage 

Grades 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG 

# 4 4 0 0 0 0 0 4 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 84

Table A5-1T: Participation Rates for Wages Grades - Temporary - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & Other 

Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

 
 FDIC / FY 2018 / Page 85

Table A5-1T: Participation Rates for Wages Grades - Temporary - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & Other 

Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Other Wage Grades 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 86

Table A5-2P: Participation Rates for Wage Grades - Permanent - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0

% 25.00 25.00 0.00 0.00 0.00 0.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 3 3 0 0 0 0 0 3 0 0 0 0 0 0 0 0 0

% 75.00 75.00 0.00 0.00 0.00 0.00 0.00 75.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 87

Table A5-2P: Participation Rates for Wage Grades - Permanent - by Race/Ethnicity and Sex 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Other Wage 

Grades 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG 

# 4 4 0 0 0 0 0 4 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 88

Table A5-2T: Participation Rates for Wage Grades - Temporary - by Race/Ethnicity and Sex 

 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 89

Table A5-2T: Participation Rates for Wage Grades - Temporary - by Race/Ethnicity and Sex 

 

WD/WG, WL/WS, & 

Other Wage Grades 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Other Wage 

Grades 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 90

Table A6P: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex 

Job Title/Series Agency Rate 

Occupational CLF 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Economist (0110)

# 65 44 21 2 0 37 13 1 2 4 6 0 0 0 0 0 0

% 100.00 67.69 32.31 3.08 0.00 56.92 20.00 1.54 3.08 6.15 9.23 0.00 0.00 0.00 0.00 0.00 0.00

Economist CLF % 100 67.07 32.93 3.34 1.85 55.79 25.2 2.84 2.66 4.4 2.66 0 0.05 0.16 0.1 0.55 0.41

Administration and 

Program (0301) 

# 592 253 339 11 11 169 171 53 126 14 23 0 0 3 1 3 7

% 100.00 42.74 57.26 1.86 1.86 28.55 28.89 8.95 21.28 2.36 3.89 0.00 0.00 0.51 0.17 0.51 1.18

Administration and 

Program CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Financial Administration 

and Program (0501) 

# 165 90 75 3 2 67 28 13 37 6 7 0 0 0 1 1 0

% 100.00 54.55 45.45 1.82 1.21 40.61 16.97 7.88 22.42 3.64 4.24 0.00 0.00 0.00 0.61 0.61 0.00

Financial Administration 

and Program CLF % 100 43.75 56.25 4.04 5.78 32.5 38.61 4.66 7.51 1.68 2.96 0 0.06 0.25 0.35 0.62 0.98

Accountants and Auditors 

(0510/0511) 

# 91 42 49 0 0 31 22 6 19 3 8 0 0 0 0 2 0

% 100.00 46.15 53.85 0.00 0.00 34.07 24.18 6.59 20.88 3.30 8.79 0.00 0.00 0.00 0.00 2.20 0.00

Accountants and Auditors 

CLF % 100 39.91 60.09 2.19 3.93 31.79 44.23 2.44 5.57 2.92 5.3 0.02 0.06 0.1 0.27 0.44 0.73

Financial Institution 

Examining (0570) 

# 2595 1590 1005 65 39 1344 735 99 162 50 47 2 3 11 5 19 14

% 100.00 61.27 38.73 2.50 1.50 51.79 28.32 3.82 6.24 1.93 1.81 0.08 0.12 0.42 0.19 0.73 0.54

Financial Institution 

Examining CLF % 100 54.75 45.25 3.06 3.65 44.11 28.34 3.41 8.4 3.53 3.69 0 0 0.08 0.2 0.55 0.98

Attorney (0905) 

# 321 185 136 7 2 160 108 10 15 4 10 0 0 1 1 3 0

% 100.00 57.63 42.37 2.18 0.62 49.84 33.64 3.12 4.67 1.25 3.12 0.00 0.00 0.31 0.31 0.93 0.00

Attorney CLF % 100 66.7 33.3 2.52 1.85 59.68 26.68 2.08 2.52 1.63 1.56 0.02 0.01 0.13 0.13 0.63 0.55

General Business & 

Industry (1101) 

# 275 181 94 9 2 142 63 15 19 11 8 0 0 1 0 3 2

% 100.00 65.82 34.18 3.27 0.73 51.64 22.91 5.45 6.91 4.00 2.91 0.00 0.00 0.36 0.00 1.09 0.73

General Business & 

Industry CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Computer Specialist 

(2210) 

# 361 247 114 10 4 160 60 30 33 43 13 1 1 0 1 3 2

% 100.00 68.42 31.58 2.77 1.11 44.32 16.62 8.31 9.14 11.91 3.60 0.28 0.28 0.00 0.28 0.83 0.55

Computer Specialist CLF % 100 63.31 36.69 3.22 1.81 48.41 26.35 4.69 4.38 5.91 3.42 0.05 0.05 0.17 0.11 0.88 0.58
 FDIC / FY 2018 / Page 91

Table A6T: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex 

Job Title/Series Agency Rate 

Occupational CLF 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Economist (0110)

# 12 8 4 0 0 6 2 1 1 1 1 0 0 0 0 0 0

% 100.00 66.67 33.33 0.00 0.00 50.00 16.67 8.33 8.33 8.33 8.33 0.00 0.00 0.00 0.00 0.00 0.00

Economist CLF % 100 67.07 32.93 3.34 1.85 55.79 25.2 2.84 2.66 4.4 2.66 0 0.05 0.16 0.1 0.55 0.41

Administration and 

Program (0301) 

# 11 6 5 0 0 6 2 0 0 0 3 0 0 0 0 0 0

% 100.00 54.55 45.45 0.00 0.00 54.55 18.18 0.00 0.00 0.00 27.27 0.00 0.00 0.00 0.00 0.00 0.00

Administration and 

Program CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Financial 

Administration and 

Program (0501) 

# 8 5 3 1 0 3 3 0 0 1 0 0 0 0 0 0 0

% 100.00 62.50 37.50 12.50 0.00 37.50 37.50 0.00 0.00 12.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Financial 

Administration and 

Program CLF 

% 100 43.75 56.25 4.04 5.78 32.5 38.61 4.66 7.51 1.68 2.96 0 0.06 0.25 0.35 0.62 0.98

Accountants and 

Auditors (0510/0511) 

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 50.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Accountants and 

Auditors CLF % 100 39.91 60.09 2.19 3.93 31.79 44.23 2.44 5.57 2.92 5.3 0.02 0.06 0.1 0.27 0.44 0.73

Financial Institution 

Examining (0570) 

# 184 106 78 4 2 97 55 3 12 1 5 0 0 0 1 1 3

% 100.00 57.61 42.39 2.17 1.09 52.72 29.89 1.63 6.52 0.54 2.72 0.00 0.00 0.00 0.54 0.54 1.63

Financial Institution 

Examining CLF % 100 54.75 45.25 3.06 3.65 44.11 28.34 3.41 8.4 3.53 3.69 0 0 0.08 0.2 0.55 0.98

Attorney (0905) 

# 10 6 4 0 0 6 3 0 1 0 0 0 0 0 0 0 0

% 100.00 60.00 40.00 0.00 0.00 60.00 30.00 0.00 10.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Attorney CLF % 100 66.7 33.3 2.52 1.85 59.68 26.68 2.08 2.52 1.63 1.56 0.02 0.01 0.13 0.13 0.63 0.55

General Business & 

Industry (1101) 

# 21 16 5 1 0 12 2 0 3 2 0 0 0 0 0 1 0

% 100.00 76.19 23.81 4.76 0.00 57.14 9.52 0.00 14.29 9.52 0.00 0.00 0.00 0.00 0.00 4.76 0.00

General Business & 

Industry CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Computer Specialist 

(2210) 

# 12 9 3 1 0 4 1 2 1 1 1 0 0 0 0 1 0

% 100.00 75.00 25.00 8.33 0.00 33.33 8.33 16.67 8.33 8.33 8.33 0.00 0.00 0.00 0.00 8.33 0.00

Computer Specialist 

CLF % 100 63.31 36.69 3.22 1.81 48.41 26.35 4.69 4.38 5.91 3.42 0.05 0.05 0.17 0.11 0.88 0.58
 FDIC / FY 2018 / Page 92

Table A7P: Applicants and Selections for Major Occupations - Permanent - Distribution by Race/Ethnicity and Sex 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Economist/0110

Total Received 0

Voluntarily 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 67.07 32.93 3.34 1.85 55.79 25.2 2.84 2.66 4.4 2.66 0 0.05 0.16 0.1 0.55 0.41

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Administration and Program/0301

Total Received 8104

Voluntarily 

Identified

# 6186 3136 3050 455 332 1311 824 933 1525 351 249 1 6 35 32 50 82

% 100.00 50.70 49.30 7.36 5.37 21.19 13.32 15.08 24.65 5.67 4.03 0.02 0.10 0.57 0.52 0.81 1.33

Qualified of Those 

Identified

# 3250 1584 1666 205 150 706 497 451 819 186 144 0 1 19 16 17 39

% 100.00 48.74 51.26 6.31 4.62 21.72 15.29 13.88 25.20 5.72 4.43 0.00 0.03 0.58 0.49 0.52 1.20

Selected of Those 

Identified

# 55 22 33 2 1 11 17 4 12 2 3 0 0 1 0 2 0

% 100.00 40.00 60.00 3.64 1.82 20.00 30.91 7.27 21.82 3.64 5.45 0.00 0.00 1.82 0.00 3.64 0.00

CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14
 FDIC / FY 2018 / Page 93

Table A7P: Applicants and Selections for Major Occupations - Permanent - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Financial Administration and Program/0501

Total Received 1591

Voluntarily 

Identified

# 1134 627 507 60 37 248 131 187 240 117 84 0 0 6 3 9 12

% 100.00 55.29 44.71 5.29 3.26 21.87 11.55 16.49 21.16 10.32 7.41 0.00 0.00 0.53 0.26 0.79 1.06

Qualified of Those 

Identified

# 512 263 249 27 15 103 68 81 119 46 38 0 0 2 0 4 9

% 100.00 51.37 48.63 5.27 2.93 20.12 13.28 15.82 23.24 8.98 7.42 0.00 0.00 0.39 0.00 0.78 1.76

Selected of Those 

Identified

# 14 8 6 1 0 4 4 3 1 0 1 0 0 0 0 0 0

% 100.00 57.14 42.86 7.14 0.00 28.57 28.57 21.43 7.14 0.00 7.14 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 43.75 56.25 4.04 5.78 32.5 38.61 4.66 7.51 1.68 2.96 0 0.06 0.25 0.35 0.62 0.98

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Accountant-Auditor/0510

Total Received 423

Voluntarily 

Identified

# 352 191 161 20 16 72 56 63 69 31 15 0 0 2 3 3 2

% 100.00 54.26 45.74 5.68 4.55 20.45 15.91 17.90 19.60 8.81 4.26 0.00 0.00 0.57 0.85 0.85 0.57

Qualified of Those 

Identified

# 227 116 111 11 10 48 42 36 45 17 12 0 0 2 2 2 0

% 100.00 51.10 48.90 4.85 4.41 21.15 18.50 15.86 19.82 7.49 5.29 0.00 0.00 0.88 0.88 0.88 0.00

Selected of Those 

Identified

# 5 5 0 0 0 4 0 1 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 80.00 0.00 20.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 39.91 60.09 2.19 3.93 31.79 44.23 2.44 5.57 2.92 5.3 0.02 0.06 0.1 0.27 0.44 0.73
 FDIC / FY 2018 / Page 94

Table A7P: Applicants and Selections for Major Occupations - Permanent - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Financial Institution Examining/0570

Total Received 5350

Voluntarily 

Identified

# 4386 2544 1842 364 246 1395 640 520 804 209 112 4 5 32 12 20 23

% 100.00 58.00 42.00 8.30 5.61 31.81 14.59 11.86 18.33 4.77 2.55 0.09 0.11 0.73 0.27 0.46 0.52

Qualified of Those 

Identified

# 3041 1770 1271 236 159 1010 493 345 520 139 73 3 2 23 9 14 15

% 100.00 58.20 41.80 7.76 5.23 33.21 16.21 11.34 17.10 4.57 2.40 0.10 0.07 0.76 0.30 0.46 0.49

Selected of Those 

Identified

# 285 163 122 14 6 121 79 14 29 11 7 0 0 2 0 1 1

% 100.00 57.19 42.81 4.91 2.11 42.46 27.72 4.91 10.18 3.86 2.46 0.00 0.00 0.70 0.00 0.35 0.35

CLF % 100 54.75 45.25 3.06 3.65 44.11 28.34 3.41 8.4 3.53 3.69 0 0 0.08 0.2 0.55 0.98

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Attorney/0905

Total Received 1359

Voluntarily 

Identified

# 999 636 363 57 29 471 196 68 102 34 28 0 0 2 5 4 3

% 100.00 63.66 36.34 5.71 2.90 47.15 19.62 6.81 10.21 3.40 2.80 0.00 0.00 0.20 0.50 0.40 0.30

Qualified of Those 

Identified

# 508 318 190 18 19 255 113 30 41 13 15 0 0 0 1 2 1

% 100.00 62.60 37.40 3.54 3.74 50.20 22.24 5.91 8.07 2.56 2.95 0.00 0.00 0.00 0.20 0.39 0.20

Selected of Those 

Identified

# 21 13 8 0 0 12 5 1 3 0 0 0 0 0 0 0 0

% 100.00 61.90 38.10 0.00 0.00 57.14 23.81 4.76 14.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 66.7 33.3 2.52 1.85 59.68 26.68 2.08 2.52 1.63 1.56 0.02 0.01 0.13 0.13 0.63 0.55
 FDIC / FY 2018 / Page 95

Table A7P: Applicants and Selections for Major Occupations - Permanent - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: General Business and Industry/1101

Total Received 3416

Voluntarily 

Identified

# 2688 1705 983 190 107 838 376 438 394 183 85 0 1 30 6 26 14

% 100.00 63.43 36.57 7.07 3.98 31.18 13.99 16.29 14.66 6.81 3.16 0.00 0.04 1.12 0.22 0.97 0.52

Qualified of Those 

Identified

# 1369 846 523 88 45 460 211 190 210 86 48 0 1 14 1 8 7

% 100.00 61.80 38.20 6.43 3.29 33.60 15.41 13.88 15.34 6.28 3.51 0.00 0.07 1.02 0.07 0.58 0.51

Selected of Those 

Identified

# 41 27 14 3 2 20 7 2 1 2 4 0 0 0 0 0 0

% 100.00 65.85 34.15 7.32 4.88 48.78 17.07 4.88 2.44 4.88 9.76 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Computer Specialists/2210

Total Received 10479

Voluntarily 

Identified

# 7946 6141 1805 641 208 2177 414 1648 722 1552 403 7 3 57 12 59 43

% 100.00 77.28 22.72 8.07 2.62 27.40 5.21 20.74 9.09 19.53 5.07 0.09 0.04 0.72 0.15 0.74 0.54

Qualified of Those 

Identified

# 4187 3163 1024 341 120 1099 244 799 401 863 228 6 1 27 9 28 21

% 100.00 75.54 24.46 8.14 2.87 26.25 5.83 19.08 9.58 20.61 5.45 0.14 0.02 0.64 0.21 0.67 0.50

Selected of Those 

Identified

# 33 24 9 4 0 10 3 4 4 6 2 0 0 0 0 0 0

% 100.00 72.73 27.27 12.12 0.00 30.30 9.09 12.12 12.12 18.18 6.06 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 63.31 36.69 3.22 1.81 48.41 26.35 4.69 4.38 5.91 3.42 0.05 0.05 0.17 0.11 0.88 0.58
 FDIC / FY 2018 / Page 96

Table A7T: Applicants and Selections for Major Occupations - Temporary - Distribution by Race/Ethnicity and Sex 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Economist/0110

Total Received 0

Voluntarily 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 67.07 32.93 3.34 1.85 55.79 25.2 2.84 2.66 4.4 2.66 0 0.05 0.16 0.1 0.55 0.41

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Administration and Program/0301

Total Received 168

Voluntarily 

Identified

# 104 42 62 3 6 24 33 11 22 2 1 0 0 2 0 0 0

% 100.00 40.38 59.62 2.88 5.77 23.08 31.73 10.58 21.15 1.92 0.96 0.00 0.00 1.92 0.00 0.00 0.00

Qualified of Those 

Identified

# 82 36 46 3 4 22 27 8 14 1 1 0 0 2 0 0 0

% 100.00 43.90 56.10 3.66 4.88 26.83 32.93 9.76 17.07 1.22 1.22 0.00 0.00 2.44 0.00 0.00 0.00

Selected of Those 

Identified

# 13 1 12 0 2 0 5 0 4 0 1 0 0 1 0 0 0

% 100.00 7.69 92.31 0.00 15.38 0.00 38.46 0.00 30.77 0.00 7.69 0.00 0.00 7.69 0.00 0.00 0.00

CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14
 FDIC / FY 2018 / Page 97

Table A7T: Applicants and Selections for Major Occupations - Temporary - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Financial Administration and Program/0501

Total Received 0

Voluntarily 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 43.75 56.25 4.04 5.78 32.5 38.61 4.66 7.51 1.68 2.96 0 0.06 0.25 0.35 0.62 0.98

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Accountant-Auditor/0510

Total Received 0

Voluntarily 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 39.91 60.09 2.19 3.93 31.79 44.23 2.44 5.57 2.92 5.3 0.02 0.06 0.1 0.27 0.44 0.73
 FDIC / FY 2018 / Page 98

Table A7T: Applicants and Selections for Major Occupations - Temporary - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Financial Institution Examining/0570

Total Received 328

Voluntarily 

Identified

# 212 136 76 12 3 107 48 12 23 2 1 0 0 1 1 2 0

% 100.00 64.15 35.85 5.66 1.42 50.47 22.64 5.66 10.85 0.94 0.47 0.00 0.00 0.47 0.47 0.94 0.00

Qualified of Those 

Identified

# 204 131 73 11 3 104 45 12 23 2 1 0 0 1 1 1 0

% 100.00 64.22 35.78 5.39 1.47 50.98 22.06 5.88 11.27 0.98 0.49 0.00 0.00 0.49 0.49 0.49 0.00

Selected of Those 

Identified

# 32 18 14 5 0 11 12 1 1 0 1 0 0 0 0 1 0

% 100.00 56.25 43.75 15.63 0.00 34.38 37.50 3.13 3.13 0.00 3.13 0.00 0.00 0.00 0.00 3.13 0.00

CLF % 100 54.75 45.25 3.06 3.65 44.11 28.34 3.41 8.4 3.53 3.69 0 0 0.08 0.2 0.55 0.98

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Attorney/0905

Total Received 18

Voluntarily 

Identified

# 12 5 7 0 1 3 5 2 0 0 1 0 0 0 0 0 0

% 100.00 41.67 58.33 0.00 8.33 25.00 41.67 16.67 0.00 0.00 8.33 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of 

Those Identified

# 10 5 5 0 0 3 5 2 0 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 30.00 50.00 20.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 66.7 33.3 2.52 1.85 59.68 26.68 2.08 2.52 1.63 1.56 0.02 0.01 0.13 0.13 0.63 0.55
 FDIC / FY 2018 / Page 99

Table A7T: Applicants and Selections for Major Occupations - Temporary - Distribution by Race/Ethnicity and Sex (cont.) 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: General Business and Industry/1101

Total Received 13

Voluntarily 

Identified

# 8 8 0 1 0 6 0 1 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 12.50 0.00 75.00 0.00 12.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of 

Those Identified

# 7 7 0 1 0 6 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 14.29 0.00 85.71 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of 

Those Identified

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 36.71 63.29 2.86 5.87 27.06 43.84 3.56 8.77 2.41 3.24 0.03 0.05 0.17 0.39 0.62 1.14

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Title/Series: Computer Specialists/2210

Total Received 167

Voluntarily 

Identified

# 121 91 30 6 1 33 11 16 9 35 9 0 0 1 0 0 0

% 100.00 75.21 24.79 4.96 0.83 27.27 9.09 13.22 7.44 28.93 7.44 0.00 0.00 0.83 0.00 0.00 0.00

Qualified of Those 

Identified

# 41 26 15 1 0 9 7 4 5 12 3 0 0 0 0 0 0

% 100.00 63.41 36.59 2.44 0.00 21.95 17.07 9.76 12.20 29.27 7.32 0.00 0.00 0.00 0.00 0.00 0.00

Selected of Those 

Identified

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 50.00 0.00 0.00 50.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CLF % 100 63.31 36.69 3.22 1.81 48.41 26.35 4.69 4.38 5.91 3.42 0.05 0.05 0.17 0.11 0.88 0.58
 FDIC / FY 2018 / Page 100 

Table A8: New Hires by Type of Appointment - Distribution by Race/Ethnicity and Sex 

Type of Appointment 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Permanent 

# 10 4 6 0 0 3 4 0 1 1 1 0 0 0 0 0 0

% 100.00 40.00 60.00 0.00 0.00 30.00 40.00 0.00 10.00 10.00 10.00 0.00 0.00 0.00 0.00 0.00 0.00

Temporary 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

NonAppropriated 

# 409 209 200 11 17 164 129 22 39 11 14 1 0 0 0 0 1

% 100.00 51.10 48.90 2.69 4.16 40.10 31.54 5.38 9.54 2.69 3.42 0.24 0.00 0.00 0.00 0.00 0.24

Total 

# 419 213 206 11 17 167 133 22 40 12 15 1 0 0 0 0 1

% 100.00 50.84 49.16 2.63 4.06 39.86 31.74 5.25 9.55 2.86 3.58 0.24 0.00 0.00 0.00 0.00 0.24

CLF % 100.00 51.86 48.14 5.17 4.79 38.33 34.03 5.38 6.41 1.83 1.78 0.07 0.07 0.32 0.32 0.75 0.75
 FDIC / FY 2018 / Page 101 

Table A9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Race/Ethnicity and Sex 

 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Series of Vacancy: Economist/0110

Total Applications 

Received # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Qualified 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

Job Series of Vacancy: Administration and Program/0301

Total Applications 

Received # 528 212 316 24 22 114 139 38 138 22 13 0 0 5 3 9 1

Qualified 

# 390 156 234 20 14 84 114 27 93 14 11 0 0 5 2 6 0

% 100.00 40.00 60.00 5.13 3.59 21.54 29.23 6.92 23.85 3.59 2.82 0.00 0.00 1.28 0.51 1.54 0.00

Selected 

# 48 12 36 1 3 7 20 0 12 1 1 0 0 1 0 2 0

% 100.00 25.00 75.00 2.08 6.25 14.58 41.67 0.00 25.00 2.08 2.08 0.00 0.00 2.08 0.00 4.17 0.00

Relevant Applicant 

Pool % 

Job Series of Vacancy: Financial Administration and Program/0501

Total Applications 

Received # 54 26 28 3 0 17 15 4 12 1 1 0 0 1 0 0 0

Qualified 

# 39 19 20 3 0 11 12 4 7 1 1 0 0 0 0 0 0

% 100.00 48.72 51.28 7.69 0.00 28.21 30.77 10.26 17.95 2.56 2.56 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 6 4 2 0 0 2 2 2 0 0 0 0 0 0 0 0 0

% 100.00 66.67 33.33 0.00 0.00 33.33 33.33 33.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 102 

Table A9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Race/Ethnicity and Sex 

 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Series of Vacancy: Accountants and Auditors/0510

Total Applications 

Received # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Qualified 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

Job Series of Vacancy: Financial Institution Examining/0570

Total Applications 

Received # 1076 694 382 67 15 512 231 73 112 23 18 1 2 13 4 5 0

Qualified 

# 1041 669 372 64 15 494 226 72 107 21 18 1 2 13 4 4 0

% 100.00 64.27 35.73 6.15 1.44 47.45 21.71 6.92 10.28 2.02 1.73 0.10 0.19 1.25 0.38 0.38 0.00

Selected 

# 207 122 85 16 2 91 62 10 16 2 5 0 0 1 0 2 0

% 100.00 58.94 41.06 7.73 0.97 43.96 29.95 4.83 7.73 0.97 2.42 0.00 0.00 0.48 0.00 0.97 0.00

Relevant Applicant 

Pool % 

Job Series of Vacancy: Attorney/0905

Total Applications 

Received # 21 11 10 0 1 11 7 0 1 0 1 0 0 0 0 0 0

Qualified 

# 19 10 9 0 1 10 7 0 0 0 1 0 0 0 0 0 0

% 100.00 52.63 47.37 0.00 5.26 52.63 36.84 0.00 0.00 0.00 5.26 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 103 

Table A9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Race/Ethnicity and Sex (cont.) 

 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Series of Vacancy: General Business and Industry/1101

Total Applications 

Received # 134 99 35 8 3 71 21 11 6 8 4 0 0 1 0 0 1

Qualified 

# 107 77 30 5 3 59 18 5 5 7 4 0 0 1 0 0 0

% 100.00 71.96 28.04 4.67 2.80 55.14 16.82 4.67 4.67 6.54 3.74 0.00 0.00 0.93 0.00 0.00 0.00

Selected 

# 18 14 4 1 0 12 2 0 0 1 2 0 0 0 0 0 0

% 100.00 77.78 22.22 5.56 0.00 66.67 11.11 0.00 0.00 5.56 11.11 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

Job Series of Vacancy: Computer Specialists/2210

Total Applications 

Received # 68 39 29 5 1 18 16 8 4 8 8 0 0 0 0 0 0

Qualified 

# 61 36 25 4 0 18 14 7 3 7 8 0 0 0 0 0 0

% 100.00 59.02 40.98 6.56 0.00 29.51 22.95 11.48 4.92 11.48 13.11 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 7 4 3 0 0 3 3 0 0 1 0 0 0 0 0 0 0

% 100.00 57.14 42.86 0.00 0.00 42.86 42.86 0.00 0.00 14.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool % 

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 104 

Table A10: Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex 

Type of Appointment 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Total Employees in 

Career Ladder 

# 851 494 357 19 13 402 225 41 76 18 25 0 2 3 3 11 13

% 100.00 58.05 41.95 2.23 1.53 47.24 26.44 4.82 8.93 2.12 2.94 0.00 0.24 0.35 0.35 1.29 1.53

Time in grade in excess of minimum

1 - 12 Months 

# 270 158 112 8 7 137 61 8 27 2 10 0 1 0 1 3 5

% 100.00 58.52 41.48 2.96 2.59 50.74 22.59 2.96 10.00 0.74 3.70 0.00 0.37 0.00 0.37 1.11 1.85

13 - 24 Months 

# 56 33 23 0 0 22 16 9 6 2 1 0 0 0 0 0 0

% 100.00 58.93 41.07 0.00 0.00 39.29 28.57 16.07 10.71 3.57 1.79 0.00 0.00 0.00 0.00 0.00 0.00

25 + Months 

# 19 14 5 0 1 11 4 2 0 1 0 0 0 0 0 0 0

% 100.00 73.68 26.32 0.00 5.26 57.89 21.05 10.53 0.00 5.26 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 105 

Table A11: Internal Selections For Senior Level Positions (CG-13/14, CG-15, CM -1, CM-2, CX, and EM) - Distribution by Race/Ethnicity 

and Sex 

 

Grade Vacancy 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Grade(s) of Vacancy: CG-13

Total Applications # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Applications 

Received % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Pool 

Grade(s) of Vacancy: CG-14

Total Applications # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Applications 

Received % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Pool 

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 106 

Table A11: Internal Selections For Senior Level Positions (CG-13/14, CG-15, CM -1, CM-2, CX, and EM) - Distribution by Race/Ethnicity 

and Sex (cont.) 

 

Grade Vacancy 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Grade(s) of Vacancy: CG-15 and CM-01

Total 

Applications # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Applications 

Received % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Pool 

Grade(s) of Vacancy: CM-02, CX, EM and EX

Total 

Applications # 43 31 12 2 0 18 9 6 1 5 2 0 0 0 0 0 0

Applications 

Received % 100.00 72.09 27.91 4.65 0.00 41.86 20.93 13.95 2.33 11.63 4.65 0.00 0.00 0.00 0.00 0.00 0.00

Qualified 

# 37 25 12 2 0 15 9 3 1 5 2 0 0 0 0 0 0

% 100.00 67.57 32.43 5.41 0.00 40.54 24.32 8.11 2.70 13.51 5.41 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 5 3 2 0 0 3 2 0 0 0 0 0 0 0 0 0 0

% 100.00 60.00 40.00 0.00 0.00 60.00 40.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Pool 

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 107 

Table A12: Participation in Career Development by Race/Ethnicity and Sex 

 

Career Development Programs for 

GS 5 - 12, 13 - 15, and SES 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Career Development Programs for GS 5 - 12:

Slots # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Career Development Programs for GS 13 - 14:

Slots # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Career Development Programs for GS 15 and SES:

Slots # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

NOTE: Relevant Pool includes all employees in the pay grades eligible for the career development program. 

NOTE: While the FDIC does not have career development programs that, upon completion, necessarily “qualify a participant for a promotion,” all Financial Institution Examiners 

(Series 0570) are required to attend and complete four core training programs as a part of the commissioning process. The completion of the core training programs and the 

commissioning process will not qualify a participant for a promotion but may enhance an Examiner’s promotion potential. Attendance in the core programs is required of all 

Examiners regardless of race, ethnicity, sex or disability. Since the FDIC does not have career development programs that, upon completion, “qualify a participant for a promotion,” 

an EEOC Technical Advisor advised the FDIC to include blank Tables A12 and B12 and annotate the tables with a note to the effect that FDIC has no career development programs 

as defined in the instructions to MD-715.
 FDIC / FY 2018 / Page 108 

Table A13: Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex 

Recognition or 

Award Program # 

Awards Given Total 

Cash 

Total Employees 

Race/Ethnicity 

Hispanic or Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian 

Native Hawaiian or 

Other Pacific 

Islander 

American Indian or 

Alaska Native Two or more races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Time-Off awards - 1-9 Hours

Total TimeOff Awards 

Given 

# 4 0 4 0 0 0 3 0 0 0 1 0 0 0 0 0 0

% 100.00 0.00 100.00 0.00 0.00 0.00 75.00 0.00 0.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Hours # 24 0 24 0 0 0 20 0 0 0 4 0 0 0 0 0 0

Average 

Hours # 6.00 0.00 6.00 0.00 0.00 0.00 6.67 0.00 0.00 0.00 4.00 0.00 0.00 0.00 0.00 0.00 0.00

Time-Off awards - 9+ Hours

Total TimeOff Awards 

Given 

# 7 2 5 0 0 2 3 0 1 0 1 0 0 0 0 0 0

% 100.00 28.57 71.43 0.00 0.00 28.57 42.86 0.00 14.29 0.00 14.29 0.00 0.00 0.00 0.00 0.00 0.00

Total Hours # 135.5 56 79.5 0 0 56 43 0 20.5 0 16 0 0 0 0 0 0

Average 

Hours # 19.36 28.00 15.90 0.00 0.00 28.00 14.33 0.00 20.50 0.00 16.00 0.00 0.00 0.00 0.00 0.00 0.00

Cash Awards - $100-$500

Total Cash 

Awards Given 

# 5551 3026 2525 137 106 2422 1630 284 632 131 105 1 3 18 12 33 37

% 100.00 54.51 45.49 2.47 1.91 43.63 29.36 5.12 11.39 2.36 1.89 0.02 0.05 0.32 0.22 0.59 0.67

Total Amount # 1833796 1012691 821105 44550 35353 807024 517458 94242 214619 51225 36700 500 1025 5500 3900 9650 12050

Average 

Amount # 330.35 334.66 325.19 325.18 333.52 333.21 317.46 331.84 339.59 391.03 349.52 500.00 341.67 305.56 325.00 292.42 325.68

Cash Awards - $501+

Total Cash 

Awards Given 

# 3292 1786 1506 69 63 1447 933 147 366 91 123 0 0 8 9 24 12

% 100.00 54.25 45.75 2.10 1.91 43.96 28.34 4.47 11.12 2.76 3.74 0.00 0.00 0.24 0.27 0.73 0.36

Total Amount # 7706723 4371510 3335213 157250 121756 3644876 2211937 289572 679110 212666 284070 0 0 21117 15594 46030 22746

Average 

Amount # 2341.05 2447.65 2214.62 2278.98 1932.63 2518.92 2370.78 1969.88 1855.49 2336.99 2309.51 0.00 0.00 2639.63 1732.67 1917.92 1895.50

Quality Step Increases (QSI):

Total QSIs 

Awarded 

Total Benefit 

Average 

Benefit 

NOTE: The FDIC does not have traditional grades/steps as found in the GS scale. Consequently, the FDIC does not award QSIs. 
 FDIC / FY 2018 / Page 109 

Table A14: Separations by Type of Separation - Permanent - Distribution by Race/Ethnicity and Sex 

Type of Separation 

Total Employees 

Race/Ethnicity 

Hispanic or 

Latino 

Non - Hispanic or Latino 

White Black or African 

American Asian Native Hawaiian or Other Pacific Islander 

American Indian or 

Alaska Native 

Two or more 

races 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Voluntary 

# 596 336 260 13 9 261 167 41 60 15 14 1 1 1 1 4 8

% 100.00 56.38 43.62 2.18 1.51 43.79 28.02 6.88 10.07 2.52 2.35 0.17 0.17 0.17 0.17 0.67 1.34

Involuntary 

# 22 13 9 0 1 9 3 2 5 1 0 0 0 1 0 0 0

% 100.00 59.09 40.91 0.00 4.55 40.91 13.64 9.09 22.73 4.55 0.00 0.00 0.00 4.55 0.00 0.00 0.00

Total 

Separations 

# 618 349 269 13 10 270 170 43 65 16 14 1 1 2 1 4 8

% 100.00 56.47 43.53 2.10 1.62 43.69 27.51 6.96 10.52 2.59 2.27 0.16 0.16 0.32 0.16 0.65 1.29

Total 

Workforce 

# 6035 3329 2706 145 107 2606 1637 334 725 171 176 3 4 20 13 50 44

% 100.00 55.16 44.84 2.40 1.77 43.18 27.13 5.53 12.01 2.83 2.92 0.05 0.07 0.33 0.22 0.83 0.73
 FDIC / FY 2018 / Page 110 

Table B1: Total Workforce - Distribution by Disability 

Employment 

Tenure

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Total

Prior FY

# 6236 5548 126 562 134 1 1 64 17 3 13 11 6 2 15 0 1

% 100.00 88.97 2.02 9.01 2.15 0.02 0.02 1.03 0.27 0.05 0.21 0.18 0.10 0.03 0.24 0.00 0.02

Current 

FY 

# 6035 5225 112 698 136 1 4 62 17 2 15 12 6 0 15 0 2

% 100.00 86.58 1.86 11.57 2.25 0.02 0.07 1.03 0.28 0.03 0.25 0.20 0.10 0.00 0.25 0.00 0.03

Difference # -201 -323 -14 136 2 0 3 -2 0 -1 2 1 0 -2 0 0 1

Ratio 

Change % 0.00 -2.39 -0.16 2.55 0.10 0.00 0.05 0.00 0.01 -0.01 0.04 0.02 0.00 -0.03 0.01 0.00 0.02

Net 

Change % -3.22 -5.82 -11.11 24.20 1.49 0.00 300.00 -3.13 0.00 -33.33 15.38 9.09 0.00 -100.00 0.00 0.00 100.00

Federal 

Goal % 2.00%

Permanent

Prior FY

# 126 117 4 5 1 0 0 0 0 0 0 1 0 0 0 0 0

% 100.00 92.86 3.17 3.97 0.79 0.00 0.00 0.00 0.00 0.00 0.00 0.79 0.00 0.00 0.00 0.00 0.00

Current 

FY

# 126 113 5 8 1 0 0 0 0 0 0 1 0 0 0 0 0

% 100.00 89.68 3.97 6.35 0.79 0.00 0.00 0.00 0.00 0.00 0.00 0.79 0.00 0.00 0.00 0.00 0.00

Difference # 0 -4 1 3 0 0 0 0 0 0 0 0 0 0 0 0 0

Ratio 

Change % 0.00 -3.17 0.79 2.38 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Net 

Change % 0.00 -3.42 25.00 60.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Temporary

Prior FY

# 7 7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Current 

FY

# 6 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Difference # -1 -1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Ratio 

Change % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Net 

Change % -14.29 -14.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 111 

Table B1: Total Workforce - Distribution by Disability 

Employment 

Tenure

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Non-Appropriated

Prior FY

# 6103 5424 122 557 133 1 1 64 17 3 13 10 6 2 15 0 1

% 100.00 88.87 2.00 9.13 2.18 0.02 0.02 1.05 0.28 0.05 0.21 0.16 0.10 0.03 0.25 0.00 0.02

Current FY

# 5903 5106 107 690 135 1 4 62 17 2 15 11 6 0 15 0 2

% 100.00 86.50 1.81 11.69 2.29 0.02 0.07 1.05 0.29 0.03 0.25 0.19 0.10 0.00 0.25 0.00 0.03

Difference # -200 -318 -15 133 2 0 3 -2 0 -1 2 1 0 -2 0 0 1

Ratio 

Change % 0.00 -2.38 -0.19 2.56 0.11 0.00 0.05 0.00 0.01 -0.02 0.04 0.02 0.00 -0.03 0.01 0.00 0.02

Net Change % -3.28 -5.86 -12.30 23.88 1.50 0.00 300.00 -3.13 0.00 -33.33 15.38 10.00 0.00 -100.00 0.00 0.00 100.00
 FDIC / FY 2018 / Page 112 

Table B2: Total Workforce by Component - Distribution by Disability 

Employment 

Tenure

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder [91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Total Work 

Force 

# 6035 5225 112 698 136 1 4 62 17 2 15 12 6 0 15 0 2

% 100.00 86.58 1.86 11.57 2.25 0.02 0.07 1.03 0.28 0.03 0.25 0.20 0.10 0.00 0.25 0.00 0.03

Federal Goal 2.00%

Atlanta 

Region

# 500 443 4 53 10 0 0 4 0 0 0 3 1 0 2 0 0

% 100.00 88.60 0.80 10.60 2.00 0.00 0.00 0.80 0.00 0.00 0.00 0.60 0.20 0.00 0.40 0.00 0.00

Chicago 

Region

# 533 462 5 66 13 0 0 7 2 0 1 0 1 0 2 0 0

% 100.00 86.68 0.94 12.38 2.44 0.00 0.00 1.31 0.38 0.00 0.19 0.00 0.19 0.00 0.38 0.00 0.00

Dallas Region

# 817 672 13 132 21 0 0 12 3 0 0 3 0 0 3 0 0

% 100.00 82.25 1.59 16.16 2.57 0.00 0.00 1.47 0.37 0.00 0.00 0.37 0.00 0.00 0.37 0.00 0.00

Kansas City 

Region

# 510 453 8 49 12 0 0 6 2 0 1 1 1 0 1 0 0

% 100.00 88.82 1.57 9.61 2.35 0.00 0.00 1.18 0.39 0.00 0.20 0.20 0.20 0.00 0.20 0.00 0.00

New York 

Region

# 616 557 9 50 12 0 2 5 0 0 4 0 0 0 0 0 1

% 100.00 90.42 1.46 8.12 1.95 0.00 0.32 0.81 0.00 0.00 0.65 0.00 0.00 0.00 0.00 0.00 0.16

San 

Francisco 

Region

# 476 421 7 48 12 0 0 5 2 2 0 0 1 0 2 0 0

% 100.00 88.45 1.47 10.08 2.52 0.00 0.00 1.05 0.42 0.42 0.00 0.00 0.21 0.00 0.42 0.00 0.00

Headquarters 

Offices 

# 2583 2217 66 300 56 1 2 23 8 0 9 5 2 0 5 0 1

% 100.00 85.83 2.56 11.61 2.17 0.04 0.08 0.89 0.31 0.00 0.35 0.19 0.08 0.00 0.19 0.00 0.04
 FDIC / FY 2018 / Page 113 

Table B3-1: Occupational Categories - Distribution by Disability 

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

1. Officials and 

Managers -

Executive/Senior 

Level (Grades 15 

and Above

# 352 316 7 29 3 0 0 1 0 0 0 0 0 0 1 0 1

% 100.00 89.77 1.99 8.24 0.85 0.00 0.00 0.28 0.00 0.00 0.00 0.00 0.00 0.00 0.28 0.00 0.28

- Mid-Level 

(Grades 13-14)

# 478 429 3 46 9 0 0 3 3 0 2 1 0 0 0 0 0

% 100.00 89.75 0.63 9.62 1.88 0.00 0.00 0.63 0.63 0.00 0.42 0.21 0.00 0.00 0.00 0.00 0.00

- First-Level 

(Grades 12 and 

Below)

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

- Other Officials 

and Managers

# 3905 3390 75 440 83 1 3 37 7 2 9 6 6 0 12 0 0

% 100.00 86.81 1.92 11.27 2.13 0.03 0.08 0.95 0.18 0.05 0.23 0.15 0.15 0.00 0.31 0.00 0.00

Officials and 

Managers -

TOTAL

# 4737 4136 85 516 95 1 3 41 10 2 11 7 6 0 13 0 1

% 100.00 87.31 1.79 10.89 2.01 0.02 0.06 0.87 0.21 0.04 0.23 0.15 0.13 0.00 0.27 0.00 0.02

2. Professionals

# 842 718 21 103 23 0 1 13 3 0 3 2 0 0 1 0 0

% 100.00 85.27 2.49 12.23 2.73 0.00 0.12 1.54 0.36 0.00 0.36 0.24 0.00 0.00 0.12 0.00 0.00

3. Technicians

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

4. Sales Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

5. Administrative 

Support Workers

# 407 326 5 76 17 0 0 8 4 0 1 2 0 0 1 0 1

% 100.00 80.10 1.23 18.67 4.18 0.00 0.00 1.97 0.98 0.00 0.25 0.49 0.00 0.00 0.25 0.00 0.25

6. Craft Workers

# 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 75.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

7. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

8. Labors and 

Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

9. Service 

Workers

# 44 41 1 2 1 0 0 0 0 0 0 1 0 0 0 0 0

% 100.00 93.18 2.27 4.55 2.27 0.00 0.00 0.00 0.00 0.00 0.00 2.27 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 114 

Table B3-2: Occupational Categories - Distribution by Disability 

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

1. Officials and 

Managers -

Executive/Senior 

Level (Grades 15 

and Above

# 352 316 7 29 3 0 0 1 0 0 0 0 0 0 1 0 1

% 5.83 6.05 6.25 4.15 2.21 0.00 0.00 1.61 0.00 0.00 0.00 0.00 0.00 0.00 6.67 0.00 50.00

- Mid-Level 

(Grades 13-14)

# 478 429 3 46 9 0 0 3 3 0 2 1 0 0 0 0 0

% 7.92 8.21 2.68 6.59 6.62 0.00 0.00 4.84 17.65 0.00 13.33 8.33 0.00 0.00 0.00 0.00 0.00

- First-Level 

(Grades 12 and 

Below)

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.03 0.02 0.00 0.14 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

- Other Officials 

and Managers

# 3905 3390 75 440 83 1 3 37 7 2 9 6 6 0 12 0 0

% 64.71 64.88 66.96 63.04 61.03 100.00 75.00 59.68 41.18 100.00 60.00 50.00 100.00 0.00 80.00 0.00 0.00

Officials and 

Managers -

TOTAL

# 4737 4136 85 516 95 1 3 41 10 2 11 7 6 0 13 0 1

% 78.49 79.16 75.89 73.93 69.85 100.00 75.00 66.13 58.82 100.00 73.33 58.33 100.00 0.00 86.67 0.00 50.00

2. Professionals

# 842 718 21 103 23 0 1 13 3 0 3 2 0 0 1 0 0

% 13.95 13.74 18.75 14.76 16.91 0.00 25.00 20.97 17.65 0.00 20.00 16.67 0.00 0.00 6.67 0.00 0.00

3. Technicians

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.02 0.02 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

4. Sales 

Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

5. Administrative 

Support 

Workers

# 407 326 5 76 17 0 0 8 4 0 1 2 0 0 1 0 1

% 6.74 6.24 4.46 10.89 12.50 0.00 0.00 12.90 23.53 0.00 6.67 16.67 0.00 0.00 6.67 0.00 50.00

6. Craft Workers

# 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.07 0.06 0.00 0.14 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

7. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

8. Labors and 

Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

9. Service 

Workers

# 44 41 1 2 1 0 0 0 0 0 0 1 0 0 0 0 0

% 0.73 0.78 0.89 0.29 0.74 0.00 0.00 0.00 0.00 0.00 0.00 8.33 0.00 0.00 0.00 0.00 0.00

Total

# 6035 5225 112 698 136 1 4 62 17 2 15 12 6 0 15 0 2

% 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 0.00 100.00 0.00 100.00
 FDIC / FY 2018 / Page 115 

Table B4-1P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

CG-01

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

GC-02

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03

# 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04

# 45 42 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 93.33 2.22 4.44 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-05

# 29 24 1 4 2 0 0 2 0 0 0 0 0 0 0 0 0

% 100.00 82.76 3.45 13.79 6.90 0.00 0.00 6.90 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06

# 127 101 2 24 7 0 0 2 1 0 1 1 0 0 1 0 1

% 100.00 79.53 1.57 18.90 5.51 0.00 0.00 1.57 0.79 0.00 0.79 0.79 0.00 0.00 0.79 0.00 0.79

CG-07

# 237 194 5 38 3 0 0 2 0 0 0 0 0 0 1 0 0

% 100.00 81.86 2.11 16.03 1.27 0.00 0.00 0.84 0.00 0.00 0.00 0.00 0.00 0.00 0.42 0.00 0.00

CG-08

# 74 60 0 14 3 0 0 2 0 0 0 1 0 0 0 0 0

% 100.00 81.08 0.00 18.92 4.05 0.00 0.00 2.70 0.00 0.00 0.00 1.35 0.00 0.00 0.00 0.00 0.00

CG-09

# 235 199 4 32 10 0 0 4 1 0 1 0 1 0 3 0 0

% 100.00 84.68 1.70 13.62 4.26 0.00 0.00 1.70 0.43 0.00 0.43 0.00 0.43 0.00 1.28 0.00 0.00

CG-10

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11

# 284 232 3 49 8 0 0 4 2 0 0 0 0 0 2 0 0

% 100.00 81.69 1.06 17.25 2.82 0.00 0.00 1.41 0.70 0.00 0.00 0.00 0.00 0.00 0.70 0.00 0.00

CG-12

# 1036 878 23 135 29 0 2 14 2 1 4 2 3 0 1 0 0

% 100.00 84.75 2.22 13.03 2.80 0.00 0.19 1.35 0.19 0.10 0.39 0.19 0.29 0.00 0.10 0.00 0.00

CG-13

# 925 800 20 105 24 0 0 12 0 0 4 4 1 0 3 0 0

% 100.00 86.49 2.16 11.35 2.59 0.00 0.00 1.30 0.00 0.00 0.43 0.43 0.11 0.00 0.32 0.00 0.00

CG-14

# 1186 1053 10 123 19 1 1 5 5 1 2 3 1 0 0 0 0

% 100.00 88.79 0.84 10.37 1.60 0.08 0.08 0.42 0.42 0.08 0.17 0.25 0.08 0.00 0.00 0.00 0.00

CG-15

# 625 560 15 50 13 0 1 8 1 0 1 1 0 0 1 0 0

% 100.00 89.60 2.40 8.00 2.08 0.00 0.16 1.28 0.16 0.00 0.16 0.16 0.00 0.00 0.16 0.00 0.00
 FDIC / FY 2018 / Page 116 

Table B4-1P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

AL 

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 447 404 3 40 7 0 0 3 2 0 2 0 0 0 0 0 0

% 100.00 90.38 0.67 8.95 1.57 0.00 0.00 0.67 0.45 0.00 0.45 0.00 0.00 0.00 0.00 0.00 0.00

CM-02

# 203 182 4 17 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 89.66 1.97 8.37 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CX 

# 9 8 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 88.89 11.11 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 134 120 2 12 3 0 0 1 0 0 0 0 0 0 1 0 1

% 100.00 89.55 1.49 8.96 2.24 0.00 0.00 0.75 0.00 0.00 0.00 0.00 0.00 0.00 0.75 0.00 0.75

Total

# 5601 4862 94 645 128 1 4 59 14 2 15 12 6 0 13 0 2

% 100.00 86.81 1.68 11.52 2.29 0.02 0.07 1.05 0.25 0.04 0.27 0.21 0.11 0.00 0.23 0.00 0.04
 FDIC / FY 2018 / Page 117 

Table B4-1T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

CG-01

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

GC-02

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04

# 114 102 2 10 3 0 0 1 2 0 0 0 0 0 0 0 0

% 100.00 89.47 1.75 8.77 2.63 0.00 0.00 0.88 1.75 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-05

# 11 10 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 90.91 9.09 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06

# 8 6 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 75.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-07

# 129 108 11 10 2 0 0 0 0 0 0 0 0 0 2 0 0

% 100.00 83.72 8.53 7.75 1.55 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 1.55 0.00 0.00

CG-08

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-09

# 77 69 2 6 1 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 89.61 2.60 7.79 1.30 0.00 0.00 1.30 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-10

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11

# 26 21 2 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 80.77 7.69 11.54 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-12

# 6 3 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-13

# 29 19 0 10 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 65.52 0.00 34.48 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-14

# 15 9 0 6 2 0 0 1 1 0 0 0 0 0 0 0 0

% 100.00 60.00 0.00 40.00 13.33 0.00 0.00 6.67 6.67 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-15

# 5 4 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 80.00 0.00 20.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 118 

Table B4-1T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

AL 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 50.00 0.00 50.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-02

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CX 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total

# 430 360 18 52 8 0 0 3 3 0 0 0 0 0 2 0 0

% 100.00 83.72 4.19 12.09 1.86 0.00 0.00 0.70 0.70 0.00 0.00 0.00 0.00 0.00 0.47 0.00 0.00
 FDIC / FY 2018 / Page 119 

Table B4-2P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

CG-01

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

GC-02

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03

# 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.05 0.06 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04

# 45 42 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.80 0.86 1.06 0.31 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-05

# 29 24 1 4 2 0 0 2 0 0 0 0 0 0 0 0 0

% 0.52 0.49 1.06 0.62 1.56 0.00 0.00 3.39 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06

# 127 101 2 24 7 0 0 2 1 0 1 1 0 0 1 0 1

% 2.27 2.08 2.13 3.72 5.47 0.00 0.00 3.39 7.14 0.00 6.67 8.33 0.00 0.00 7.69 0.00 50.00

CG-07

# 237 194 5 38 3 0 0 2 0 0 0 0 0 0 1 0 0

% 4.23 3.99 5.32 5.89 2.34 0.00 0.00 3.39 0.00 0.00 0.00 0.00 0.00 0.00 7.69 0.00 0.00

CG-08

# 74 60 0 14 3 0 0 2 0 0 0 1 0 0 0 0 0

% 1.32 1.23 0.00 2.17 2.34 0.00 0.00 3.39 0.00 0.00 0.00 8.33 0.00 0.00 0.00 0.00 0.00

CG-09

# 235 199 4 32 10 0 0 4 1 0 1 0 1 0 3 0 0

% 4.20 4.09 4.26 4.96 7.81 0.00 0.00 6.78 7.14 0.00 6.67 0.00 16.67 0.00 23.08 0.00 0.00

CG-10

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11

# 284 232 3 49 8 0 0 4 2 0 0 0 0 0 2 0 0

% 5.07 4.77 3.19 7.60 6.25 0.00 0.00 6.78 14.29 0.00 0.00 0.00 0.00 0.00 15.38 0.00 0.00

CG-12

# 1036 878 23 135 29 0 2 14 2 1 4 2 3 0 1 0 0

% 18.50 18.06 24.47 20.93 22.66 0.00 50.00 23.73 14.29 50.00 26.67 16.67 50.00 0.00 7.69 0.00 0.00

CG-13

# 925 800 20 105 24 0 0 12 0 0 4 4 1 0 3 0 0

% 16.51 16.45 21.28 16.28 18.75 0.00 0.00 20.34 0.00 0.00 26.67 33.33 16.67 0.00 23.08 0.00 0.00

CG-14

# 1186 1053 10 123 19 1 1 5 5 1 2 3 1 0 0 0 0

% 21.17 21.66 10.64 19.07 14.84 100.00 25.00 8.47 35.71 50.00 13.33 25.00 16.67 0.00 0.00 0.00 0.00

CG-15

# 625 560 15 50 13 0 1 8 1 0 1 1 0 0 1 0 0

% 11.16 11.52 15.96 7.75 10.16 0.00 25.00 13.56 7.14 0.00 6.67 8.33 0.00 0.00 7.69 0.00 0.00
 FDIC / FY 2018 / Page 120 

Table B4-2P: Participation Rates for Corporate Graded (CG) Grades - Permanent - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

AL 

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.04 0.04 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 447 404 3 40 7 0 0 3 2 0 2 0 0 0 0 0 0

% 7.98 8.31 3.19 6.20 5.47 0.00 0.00 5.08 14.29 0.00 13.33 0.00 0.00 0.00 0.00 0.00 0.00

CM-02

# 203 182 4 17 0 0 0 0 0 0 0 0 0 0 0 0 0

% 3.62 3.74 4.26 2.64 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CX 

# 9 8 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.16 0.16 1.06 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 134 120 2 12 3 0 0 1 0 0 0 0 0 0 1 0 1

% 2.39 2.47 2.13 1.86 2.34 0.00 0.00 1.69 0.00 0.00 0.00 0.00 0.00 0.00 7.69 0.00 50.00

Total

# 5601 4862 94 645 128 1 4 59 14 2 15 12 6 0 13 0 2

% 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 0.00 100.00 0.00 100.00
 FDIC / FY 2018 / Page 121 

Table B4-2T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

CG-01

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

GC-02

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-03

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.47 0.56 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-04

# 114 102 2 10 3 0 0 1 2 0 0 0 0 0 0 0 0

% 26.51 28.33 11.11 19.23 37.50 0.00 0.00 33.33 66.67 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-05

# 11 10 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 2.56 2.78 5.56 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-06

# 8 6 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 1.86 1.67 0.00 3.85 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-07

# 129 108 11 10 2 0 0 0 0 0 0 0 0 0 2 0 0

% 30.00 30.00 61.11 19.23 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00

CG-08

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-09

# 77 69 2 6 1 0 0 1 0 0 0 0 0 0 0 0 0

% 17.91 19.17 11.11 11.54 12.50 0.00 0.00 33.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-10

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-11

# 26 21 2 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 6.05 5.83 11.11 5.77 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-12

# 6 3 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 1.40 0.83 0.00 5.77 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-13

# 29 19 0 10 0 0 0 0 0 0 0 0 0 0 0 0 0

% 6.74 5.28 0.00 19.23 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-14

# 15 9 0 6 2 0 0 1 1 0 0 0 0 0 0 0 0

% 3.49 2.50 0.00 11.54 25.00 0.00 0.00 33.33 33.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CG-15

# 5 4 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 1.16 1.11 0.00 1.92 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 122 

Table B4-2T: Participation Rates for Corporate Graded (CG) Grades - Temporary - by Disability 

GS/GM, SES, and 

Related Grade Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

AL 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-01

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.47 0.28 0.00 1.92 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CM-02

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.47 0.56 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

CX 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

EM 

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.93 1.11 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total

# 430 360 18 52 8 0 0 3 3 0 0 0 0 0 2 0 0

% 100.00 100.00 100.00 100.00 100.00 0.00 0.00 100.00 100.00 0.00 0.00 0.00 0.00 0.00 100.00 0.00 0.00
 FDIC / FY 2018 / Page 123 

Table B5-1P: Participation Rates for Wage Grades - Permanent - by Disability 

WD/WG, WL/WS 

Other Wage 

Grades 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 3 2 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 66.67 0.00 33.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 124 

Table B5-1P: Participation Rates for Wage Grades - Permanent - by Disability 

WD/WG, WL/WS 

Other Wage 

Grades 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Other Wage 

Grades

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG

# 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 75.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 125 

Table B5-1T: Participation Rates for Wage Grades - Temporary - by Disability 

WD/WG, WL/WS 

Other Wage 

Grades 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 126 

Table B5-1T: Participation Rates for Wage Grades - Temporary - by Disability 

WD/WG, WL/WS 

Other Wage 

Grades 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

All Other 

Wage 

Grades

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 127 

Table B5-2P: Participation Rates for Wage Grades - Permanent - by Disability 

WD/WG, WL/WS, & 

Other Wage Grades Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 25.00 33.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 3 2 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 75.00 66.67 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 128 

Table B5-2P: Participation Rates for Wage Grades - Permanent - by Disability 

WD/WG, WL/WS, & 

Other Wage Grades Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

All Other 

Wage 

Grades

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG

# 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 129 

Table B5-2T: Participation Rates for Wage Grades - Temporary - by Disability 

WD/WG, WL/WS, & 

Other Wage Grades Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

WG-01 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-02 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-03 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-04 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-05 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-06 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-07 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-08 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-09 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-10 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-11 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-12 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-13 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-14 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

WG-15 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 130 

Table B5-2T: Participation Rates for Wage Grades - Temporary - by Disability 

 

WD/WG, WL/WS, & 

Other Wage Grades Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

All Other 

Wage 

Grades

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total WG

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 131 

Table B6P: Participation Rates for Major Occupations - Permanent - Distribution by Disability 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Economist 

(0110)

# 65 52 4 9 1 0 0 0 1 0 0 0 0 0 0 0 0

% 100.00 80.00 6.15 13.85 1.54 0.00 0.00 0.00 1.54 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Administration

and Program 

(0301) 

# 592 495 20 77 16 0 0 6 0 0 3 2 2 0 2 0 1

% 100.00 83.61 3.38 13.01 2.70 0.00 0.00 1.01 0.00 0.00 0.51 0.34 0.34 0.00 0.34 0.00 0.17

Financial 

Administration 

and Program 

(0501) 

# 165 147 3 15 4 0 0 0 3 0 0 0 0 0 1 0 0

% 100.00 89.09 1.82 9.09 2.42 0.00 0.00 0.00 1.82 0.00 0.00 0.00 0.00 0.00 0.61 0.00 0.00

Accountants 

and Auditors 

(0510/0511) 

# 91 76 1 14 4 0 0 3 0 0 0 1 0 0 0 0 0

% 100.00 83.52 1.10 15.38 4.40 0.00 0.00 3.30 0.00 0.00 0.00 1.10 0.00 0.00 0.00 0.00 0.00

Financial 

Institution 

Examining 

(0570) 

# 2595 2,312 32 251 53 1 3 27 5 2 4 3 3 0 5 0 0

% 100.00 89.09 1.23 9.67 2.04 0.04 0.12 1.04 0.19 0.08 0.15 0.12 0.12 0.00 0.19 0.00 0.00

Attorney (0905) 

# 321 286 10 25 7 0 1 2 2 0 0 0 0 0 2 0 0

% 100.00 89.10 3.12 7.79 2.18 0.00 0.31 0.62 0.62 0.00 0.00 0.00 0.00 0.00 0.62 0.00 0.00

General 

Business & 

Industry (1101) 

# 275 218 2 55 6 0 0 3 0 0 1 1 1 0 0 0 0

% 100.00 79.27 0.73 20.00 2.18 0.00 0.00 1.09 0.00 0.00 0.36 0.36 0.36 0.00 0.00 0.00 0.00

Computer 

Specialist 

(2210) 

# 361 318 5 38 9 0 0 5 0 0 3 1 0 0 0 0 0

% 100.00 88.09 1.39 10.53 2.49 0.00 0.00 1.39 0.00 0.00 0.83 0.28 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 132 

Table B6T: Participation Rates for Major Occupations - Temporary - Distribution by Disability 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Economist 

(0110)

# 12 11 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 91.67 0.00 8.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Administration 

and Program 

(0301) 

# 11 9 0 2 1 0 0 0 1 0 0 0 0 0 0 0 0

% 100.00 81.82 0.00 18.18 9.09 0.00 0.00 0.00 9.09 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Financial 

Administration 

and Program 

(0501) 

# 8 5 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 62.50 0.00 37.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Accountants 

and Auditors 

(0510/0511) 

# 2 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Financial 

Institution 

Examining 

(0570) 

# 184 158 12 14 3 0 0 1 0 0 0 0 0 0 2 0 0

% 100.00 85.87 6.52 7.61 1.63 0.00 0.00 0.54 0.00 0.00 0.00 0.00 0.00 0.00 1.09 0.00 0.00

Attorney (0905) 

# 10 9 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 90.00 0.00 10.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

General 

Business & 

Industry (1101) 

# 21 10 0 11 1 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 47.62 0.00 52.38 4.76 0.00 0.00 4.76 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Computer 

Specialist 

(2210) 

# 12 9 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 75.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 133 

Table B7P: Applicants and Selections - Permanent - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Schedule A

Applications

# 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Hires

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Voluntarily Identified (Outside of Schedule A Applicants)

Applications

# 30721 16945 11738 2038 998 25 144 200 104 6 135 64 52 24 460 0 62

% 100.00 55.16 38.21 6.63 3.25 0.08 0.47 0.65 0.34 0.02 0.44 0.21 0.17 0.08 1.50 0.00 0.20

Hires

# 569 310 242 17 8 0 1 3 0 0 1 0 0 1 4 0 0

% 100.00 54.48 42.53 2.99 1.41 0.00 0.18 0.53 0.00 0.00 0.18 0.00 0.00 0.18 0.70 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0110

Total Received # 0

Voluntarily 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of 

those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of 

those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 134 

Table B7P: Applicants and Selections - Permanent - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0301

Total Received # 8104

Voluntarily 

Identified

# 8104 4475 3085 544 253 6 40 48 33 1 21 17 15 1 119 0 14

% 100.00 55.22 38.07 6.71 3.12 0.07 0.49 0.59 0.41 0.01 0.26 0.21 0.19 0.01 1.47 0.00 0.17

Qualified of 

those Identified

# 4199 2381 1575 243 97 6 19 23 9 0 5 4 7 1 46 0 2

% 100.00 56.70 37.51 5.79 2.31 0.14 0.45 0.55 0.21 0.00 0.12 0.10 0.17 0.02 1.10 0.00 0.05

Selected of 

those Identified

# 77 40 33 4 2 0 0 1 0 0 0 0 0 0 1 0 0

% 100.00 51.95 42.86 5.19 2.60 0.00 0.00 1.30 0.00 0.00 0.00 0.00 0.00 0.00 1.30 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0501

Total Received # 1591

Voluntarily 

Identified

# 1591 801 694 96 55 1 10 14 5 0 13 1 3 6 18 0 3

% 100.00 50.35 43.62 6.03 3.46 0.06 0.63 0.88 0.31 0.00 0.82 0.06 0.19 0.38 1.13 0.00 0.19

Qualified of 

those Identified

# 696 378 283 35 20 0 2 5 2 0 3 1 2 2 7 0 1

% 100.00 54.31 40.66 5.03 2.87 0.00 0.29 0.72 0.29 0.00 0.43 0.14 0.29 0.29 1.01 0.00 0.14

Selected of 

those Identified

# 21 8 13 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 38.10 61.90 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 135 

Table B7P: Applicants and Selections - Permanent - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0510

Total Received # 423

Voluntarily 

Identified

# 423 256 127 40 19 0 6 6 0 0 10 0 0 6 4 0 2

% 100.00 60.52 30.02 9.46 4.49 0.00 1.42 1.42 0.00 0.00 2.36 0.00 0.00 1.42 0.95 0.00 0.47

Qualified of 

those Identified

# 268 163 78 27 11 0 6 2 0 0 6 0 0 6 1 0 2

% 100.00 60.82 29.10 10.07 4.10 0.00 2.24 0.75 0.00 0.00 2.24 0.00 0.00 2.24 0.37 0.00 0.75

Selected of 

those Identified

# 5 3 0 2 1 0 1 0 0 0 1 0 0 1 0 0 0

% 100.00 60.00 0.00 40.00 20.00 0.00 20.00 0.00 0.00 0.00 20.00 0.00 0.00 20.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0570

Total Received # 5350

Voluntarily 

Identified

# 5350 3302 1776 272 162 13 14 37 8 1 15 13 8 1 71 0 1

% 100.00 61.72 33.20 5.08 3.03 0.24 0.26 0.69 0.15 0.02 0.28 0.24 0.15 0.02 1.33 0.00 0.02

Qualified of 

those Identified

# 3787 2300 1329 158 94 13 6 20 7 0 9 6 6 1 39 0 1

% 100.00 60.73 35.09 4.17 2.48 0.34 0.16 0.53 0.18 0.00 0.24 0.16 0.16 0.03 1.03 0.00 0.03

Selected of 

those Identified

# 366 216 144 6 5 0 0 2 0 0 0 0 0 0 3 0 0

% 100.00 59.02 39.34 1.64 1.37 0.00 0.00 0.55 0.00 0.00 0.00 0.00 0.00 0.00 0.82 0.00 0.00
 FDIC / FY 2018 / Page 136 

Table B7P: Applicants and Selections - Permanent - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0905

Total Received # 1359

Voluntarily 

Identified

# 1359 667 636 56 13 1 3 1 1 1 1 2 1 0 3 0 0

% 100.00 49.08 46.80 4.12 0.96 0.07 0.22 0.07 0.07 0.07 0.07 0.15 0.07 0.00 0.22 0.00 0.00

Qualified of 

those Identified

# 695 327 341 27 7 0 3 0 0 0 1 2 0 0 1 0 0

% 100.00 47.05 49.06 3.88 1.01 0.00 0.43 0.00 0.00 0.00 0.14 0.29 0.00 0.00 0.14 0.00 0.00

Selected of 

those Identified

# 38 13 25 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 34.21 65.79 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 1101

Total Received # 3416

Voluntarily 

Identified

# 3416 1839 1213 364 158 0 36 38 37 0 12 2 10 10 73 0 5

% 100.00 53.83 35.51 10.66 4.63 0.00 1.05 1.11 1.08 0.00 0.35 0.06 0.29 0.29 2.14 0.00 0.15

Qualified of 

those Identified

# 1684 932 572 180 64 0 20 20 12 0 9 2 7 9 13 0 3

% 100.00 55.34 33.97 10.69 3.80 0.00 1.19 1.19 0.71 0.00 0.53 0.12 0.42 0.53 0.77 0.00 0.18

Selected of 

those Identified

# 50 21 25 4 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 42.00 50.00 8.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 137 

Table B7P: Applicants and Selections - Permanent - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy or 

Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 2210

Total Received # 10479

Voluntarily 

Identified

# 10479 5605 4207 667 338 4 35 56 20 3 63 29 15 0 172 0 37

% 100.00 53.49 40.15 6.37 3.23 0.04 0.33 0.53 0.19 0.03 0.60 0.28 0.14 0.00 1.64 0.00 0.35

Qualified of 

those Identified

# 5516 2953 2254 309 149 1 16 24 7 0 29 9 10 0 75 0 18

% 100.00 53.54 40.86 5.60 2.70 0.02 0.29 0.44 0.13 0.00 0.53 0.16 0.18 0.00 1.36 0.00 0.33

Selected of 

those Identified

# 42 27 14 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 64.29 33.33 2.38 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 138 

Table B7T: Applicants and Selections - Temporary - Distribution by Disability 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Schedule A

Applications

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Hires

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Voluntarily Identified (Outside of Schedule A Applicants)

Applications

# 694 316 358 20 10 1 2 5 2 0 2 0 0 0 2 0 2

% 100.00 45.53 51.59 2.88 1.44 0.14 0.29 0.72 0.29 0.00 0.29 0.00 0.00 0.00 0.29 0.00 0.29

Hires

# 65 31 34 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 47.69 52.31 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0110

Total Received # 0

Voluntarily Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 139 

Table B7T: Applicants and Selections - Temporary - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Job Series: 0301

Total Received # 168

Voluntarily Identified

# 168 77 84 7 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100.00 45.83 50.00 4.17 0.60 0.00 0.60 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 127 60 62 5 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100.00 47.24 48.82 3.94 0.79 0.00 0.79 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 17 11 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 64.71 35.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0501

Total Received # 0

Voluntarily Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 140 

Table B7T: Applicants and Selections - Temporary - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Job Series: 0510

Total Received # 0

Voluntarily Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 0570

Total Received # 328

Voluntarily Identified

# 328 139 186 3 3 0 0 3 0 0 0 0 0 0 0 0 0

% 100.00 42.38 56.71 0.91 0.91 0.00 0.00 0.91 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 312 134 175 3 3 0 0 3 0 0 0 0 0 0 0 0 0

% 100.00 42.95 56.09 0.96 0.96 0.00 0.00 0.96 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 41 19 22 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 46.34 53.66 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 141 

Table B7T: Applicants and Selections - Temporary - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Job Series: 0905

Total Received # 18

Voluntarily Identified

# 18 2 15 1 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100.00 11.11 83.33 5.56 5.56 0.00 5.56 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 16 1 14 1 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100.00 6.25 87.50 6.25 6.25 0.00 6.25 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 5 1 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 20.00 80.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: 1101

Total Received # 13

Voluntarily Identified

# 13 5 8 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 38.46 61.54 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified of those 

Identified

# 12 5 7 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 41.67 58.33 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 142 

Table B7T: Applicants and Selections - Temporary - Distribution by Disability 

 

Job Title/Series Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Job Series: 2210

Total Received # 167

Voluntarily Identified

# 167 93 65 9 5 1 0 2 2 0 2 0 0 0 2 0 2

% 100.00 55.69 38.92 5.39 2.99 0.60 0.00 1.20 1.20 0.00 1.20 0.00 0.00 0.00 1.20 0.00 1.20

Qualified of those 

Identified

# 63 29 32 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 46.03 50.79 3.17 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected of those 

Identified

# 2 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 143 

Table B8: New Hires by Type of Appointment - Distribution by Disability 

Type of Appointment Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Permanent

# 10 10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Temporary

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Non-Appropriated

# 409 391 2 16 1 0 0 0 0 0 0 0 0 0 1 0 0

% 100.00 95.60 0.49 3.91 0.24 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.24 0.00 0.00

Total

# 419 401 2 16 1 0 0 0 0 0 0 0 0 0 1 0 0

% 100.00 95.70 0.48 3.82 0.24 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.24 0.00 0.00

Prior Year % 100.00 95.58 0.98 3.44 0.49 0.00 0.00 0.00 0.25 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.25
 FDIC / FY 2018 / Page 144 

Table B9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Disability 

 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: Economist/0110

Total Applications 

Received

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

Job Series: Administration and Program/0301

Total Applications 

Received

# 742 361 354 27 15 1 3 7 0 0 0 0 2 0 5 0 0

% 100.00 48.65 47.71 3.64 2.02 0.13 0.40 0.94 0.00 0.00 0.00 0.00 0.27 0.00 0.67 0.00 0.00

Qualified

# 536 265 250 21 12 1 3 5 0 0 0 0 2 0 4 0 0

% 100.00 49.44 46.64 3.92 2.24 0.19 0.56 0.93 0.00 0.00 0.00 0.00 0.37 0.00 0.75 0.00 0.00

Selected 

# 66 34 31 1 1 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 51.52 46.97 1.52 1.52 0.00 0.00 1.52 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

Job Series: Financial Administration and Program/0501

Total Applications 

Received

# 76 26 45 5 2 0 2 0 0 0 2 0 0 2 0 0 0

% 100.00 34.21 59.21 6.58 2.63 0.00 2.63 0.00 0.00 0.00 2.63 0.00 0.00 2.63 0.00 0.00 0.00

Qualified

# 52 20 30 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 38.46 57.69 3.85 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 8 2 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 25.00 75.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 145 

Table B9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Disability 

 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: Accountants and Auditors/0510

Total Applications 

Received

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

Job Series: Financial Institution Examining/0570

Total Applications 

Received

# 1597 752 820 25 19 8 0 8 1 0 0 0 1 0 9 0 0

% 100.00 47.09 51.35 1.57 1.19 0.50 0.00 0.50 0.06 0.00 0.00 0.00 0.06 0.00 0.56 0.00 0.00

Qualified

# 1538 727 786 25 19 8 0 8 1 0 0 0 1 0 9 0 0

% 100.00 47.27 51.11 1.63 1.24 0.52 0.00 0.52 0.07 0.00 0.00 0.00 0.07 0.00 0.59 0.00 0.00

Selected 

# 283 141 140 2 2 0 0 2 0 0 0 0 0 0 0 0 0

% 100.00 49.82 49.47 0.71 0.71 0.00 0.00 0.71 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

Job Series: Attorney/0905

Total Applications 

Received

# 23 14 6 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 60.87 26.09 13.04 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 21 13 6 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 61.90 28.57 9.52 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 

 
 FDIC / FY 2018 / Page 146 

Table B9: Selections for Internal Competitive Promotions for Major Occupations - Distribution by Disability 

 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Job Series: General Business and Industry/1101 

Total Applications 

Received

# 173 83 79 11 1 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 47.98 45.66 6.36 0.58 0.00 0.00 0.58 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 129 68 56 5 1 0 0 1 0 0 0 0 0 0 0 0 0

% 100.00 52.71 43.41 3.88 0.78 0.00 0.00 0.78 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 23 10 12 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 43.48 52.17 4.35 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

Job Series: Computer Specialist/2210

Total Applications 

Received

# 105 42 61 2 1 0 0 0 1 0 0 0 0 0 0 0 0

% 100.00 40.00 58.10 1.90 0.95 0.00 0.00 0.00 0.95 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 91 39 51 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 42.86 56.04 1.10 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 8 3 5 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 37.50 62.50 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Relevant Applicant 

Pool %

NOTE: The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 

 
 FDIC / FY 2018 / Page 147 

Table B10: Non-Competitive Promotions - Time in Grade - Distribution by Disability 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Total Employees in 

Career Ladder

# 851 748 31 72 16 0 0 8 1 0 1 0 0 0 5 0 1 

% 100.00% 87.90 3.64 8.46 1.88 0.00 0.00 0.94 0.12 0.00 0.12 0.00 0.00 0.00 0.59 0.00 0.12

Time in Grade in excess of minimum

1-12 months

# 270 238 7 25 6 0 0 2 1 0 0 0 0 0 2 0 1

% 100.00 88.15 2.59 9.26 2.22 0.00 0.00 0.74 0.37 0.00 0.00 0.00 0.00 0.00 0.74 0.00 0.37

13-24 months

# 56 46 3 7 2 0 0 2 0 0 0 0 0 0 0 0 0

% 100.00 82.14 5.36 12.50 3.57 0.00 0.00 3.57 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

25+ months

# 19 19 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
 FDIC / FY 2018 / Page 148 

Table B11: Internal Selections for Senior Level Positions (CG-13, CG-14, CG-15, CM-1, CM-2, CX, EM) - Distribution by Disability 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Grade(s) of Vacancy: CG-13

Relevant Pool 

Total Applications 

Received

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Grade(s) of Vacancy: CG-14

Relevant Pool 

Total Applications 

Received

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

NOTE: Applicants do not specify disability beyond Targeted Disability. The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 149 

Table B11: Internal Selections for Senior Level Positions (CG-13, CG-14, CG-15, CM-1, CM-2, CX, EM) - Distribution by Disability 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Grade(s) of Vacancy: CG-15 and CM-01

Relevant Pool 

Total Applications 

Received

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Grade(s) of Vacancy: CM-2, CX, EM and EX

Relevant Pool 

Total Applications 

Received

# 64 23 40 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 35.94 62.50 1.56 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Qualified

# 53 20 32 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 37.74 60.38 1.89 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Selected 

# 7 4 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 57.14 42.86 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

NOTE: Applicants do not specify disability beyond Targeted Disability. The “Relevant Applicant Pool” could not be computed using the data available to the FDIC. 
 FDIC / FY 2018 / Page 150 

Table B12: Participation in Career Development by Distribution by Disability 

 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Career Development Programs for GS 5-12

Slots # 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Career Development Programs for GS 13-14

Slots # 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Career Development Programs for GS 15 and SES

Slots # 0

Relevant Pool % 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Applied

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Participants

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

NOTE: Relevant Pool includes all employees in the pay grades eligible for the career development program. 

NOTE: While the FDIC does not have career development programs that, upon completion, necessarily “qualify a participant for a promotion,” all Financial Institution Examiners 

(Series 0570) are required to attend and complete four core training programs as a part of the commissioning process. The completion of the core training programs and the 

commissioning process will not qualify a participant for a promotion but may enhance an Examiner’s promotion potential. Attendance in the core programs is required of all 

Examiners regardless of race, ethnicity, sex or disability. Since the FDIC does not have career development programs that, upon completion, “qualify a participant for a promotion,” 

an EEOC Technical Advisor advised the FDIC to include blank Tables A12 and B12 and annotate the tables with a note to the effect that FDIC has no career development programs 

as defined in the instructions to MD-715.
 FDIC / FY 2018 / Page 151 

Table B13: Employee Recognition and Awards Distribution by Disability 

Recognition or Award 

Program # Awards 

Given Total Cash 

Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement

[93]

Time-Off Awards, 1-9 hours

Total Time-Off 

Awards Given

# 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 75.00 0.00 25.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Hours # 24 16 0 8 0 0 0 0 0 0 0 0 0 0 0 0 0

Average Hours # 6.0 5.3 0.0 8.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0

Time-Off Awards - 9+ hours

Total Time-Off 

Awards Given

# 7 7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00 100.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Hours # 136 136 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Average Hours # 19.4 19.4 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0

Cash Awards: $100 - $500 

Total Cash 

Awards Given

# 5551 4824 73 654 127 0 2 73 11 1 15 10 6 0 8 0 1

% 100.00 86.90 1.32 11.78 2.29 0.00 0.04 1.32 0.20 0.02 0.27 0.18 0.11 0.00 0.14 0.00 0.02

Total Amount # 1833796 1595507 22550 215739 43259 0 750 25025 4209 500 5500 3075 1700 0 2000 0 500

Average Amount # 330.4 330.7 308.9 329.9 340.6 0.0 375.0 342.8 382.6 500.0 366.7 307.5 283.3 0.0 250.0 0.0 500.0

Cash Awards: $501+

Total Cash 

Awards Given

# 3292 2906 43 343 54 0 0 27 8 1 6 6 2 1 2 0 1

% 100.00 88.27 1.31 10.42 1.64 0.00 0.00 0.82 0.24 0.03 0.18 0.18 0.06 0.03 0.06 0.00 0.03

Total Amount # 7706723 6885380 84373 736970 124057 0 0 66517 16708 2456 8932 16837 6379 1000 2417 0 2811

Average Amount # 2341.0 2369.4 1962.2 2148.6 2297.4 0.0 0.0 2463.6 2088.5 2456.0 1488.7 2806.2 3189.5 1000.0 1208.6 0.0 2811.0

Quality Step Increases:

Total QSI Award

#

%

Total Benefit #

Average Benefit #

NOTE: See note for table A13.
 FDIC / FY 2018 / Page 152 

Table B14: Separations by Type of Separation - Permanent - Distribution by Disability 

Type of Separation Total

Total by Disability Status Detail for Targeted Disabilities

No 

Disability 

[05] 

Not 

Identified 

[01]

Disability 

[02-03, 

06-99]

Targeted 

Disability

Developmental 

Disability 

[02]

Traumatic 

Brain 

Injury 

[03]

Deaf or 

Serious 

Difficulty 

Hearing 

[19]

Blind or 

Serious 

Difficulty 

Seeing 

[20]

Missing 

Extremities 

[31]

Significant 

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis 

[60]

Epilepsy 

or Other 

Seizure 

Disorders 

[82]

Intellectual 

Disability 

[90]

Significant 

Psychiatric 

Disorder 

[91]

Dwarfism 

[92]

Significant 

Disfigurement 

[93]

Voluntary

# 596 515 15 66 14 0 0 7 2 0 0 0 1 2 2 0 0

% 100.00 86.41 2.52 11.07 2.35 0.00 0.00 1.17 0.34 0.00 0.00 0.00 0.17 0.34 0.34 0.00 0.00

Involuntary

# 22 13 1 8 2 0 0 1 0 0 0 0 0 0 0 0 1

% 100.00 59.09 4.55 36.36 9.09 0.00 0.00 4.55 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 4.55

Total 

Separations

# 618 528 16 74 16 0 0 8 2 0 0 0 1 2 2 0 1

% 100.00 85.44 2.59 11.97 2.59 0.00 0.00 1.29 0.32 0.00 0.00 0.00 0.16 0.32 0.32 0.00 0.16

Total Workforce

# 6,035 5225 112 698 136 1 4 62 17 2 15 12 6 0 15 0 2

% 100.00 86.58 1.86 11.57 2.25 0.02 0.07 1.03 0.28 0.03 0.25 0.20 0.10 0.00 0.25 0.00 0.03
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT B

FDIC EEO Policy Statement
From: Chairman McWilliams' Office 

Sent: Tuesday, August 07, 2018 9:04 AM 

To: FDIC EMPLOYEES CORPORATE 

Subject: Equal Employment Opportunity Policy Statement 

Our nation’s economy, as well as the financial system that supports it, depends on the stability 

and public confidence that the FDIC strives to maintain. Through strong economic times and 

during crises, our employees have embraced this great responsibility. I am honored to share in 

this important mission with you. Our core values of integrity, competence, teamwork, 

effectiveness, accountability, and fairness directly support the FDIC’s success. Each employee’s 

personal commitment to these values also forms a critical foundation that helps create and 

sustain a talented, diverse, and engaged workforce. 

As an immigrant and a woman, I personally understand the importance of a workplace that is 

free from discrimination and supports diversity and inclusion. I am proud to reaffirm my 

commitment to the principles of equal employment opportunity (EEO), non-discrimination, and 

diversity and inclusion in the FDIC workplace. It is the corporation’s policy to provide equal 

opportunity and access for all individuals across all our activities. This policy also prohibits 

discrimination in all aspects of our programs, management practices, and decisions, including, 

but not limited to, recruitment and hiring, merit promotion, transfer, reassignments, training and 

career development, benefits, and separation. 

Together, we will all ensure that the FDIC provides equal opportunity regardless of race, color, 

religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, 

disability, age, genetic information, and status as a parent for all employees and applicants for 

employment. It is my expectation that all FDIC employees, managers, and supervisors will 

comply with all EEO laws, regulations, and FDIC policies that prohibit discrimination and 

harassment. Retaliation against individuals for participating in the EEO complaint process or 

opposing discriminatory practices is prohibited. At the FDIC, all employees will have the 

freedom to compete on a fair and level playing field.

The FDIC will not tolerate discrimination and harassment in any form, and every allegation of 

these unlawful behaviors will be taken seriously. Managers and supervisors will address every 

allegation of harassment immediately and appropriately. 

Working together, we will continue to cultivate an FDIC that is accessible, inclusive, and 

diverse—treating everyone with dignity and respect, while embracing our differences. 

For more information on the FDIC’s Equal Opportunity Policy and the Anti-Harassment 

Program, I encourage you to read Circular 2710.1 and Circular 2710.3. Bargaining unit 

employees may wish to review the grievance procedures included in the FDIC-NTEU Collective 

Bargaining Agreement related to equal employment opportunity. 
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT C

FDIC Organizational Chart
Chief of Staff

Brandon Milhorn 

Senior Advisor

Travis Hill

Division of Information 

Technology

Rus Pittman

Director 

Office of Chief Info 

Security Officer

Zachary Brown

CISO 

Office of Minority

and Women Inclusion*

Saul Schwartz

Director 

Office of Legislative 

Affairs

Andy Jiminez

Director

 Division of Resolutions 

and Receiverships

Bret D. Edwards

Director 

Division of Insurance 

and Research

Diane Ellis

Director

Legal Division

Nicholas Podsiadly

General Counsel

Office of the 

Ombudsman

M. Anthony Lowe

Director

 Corporate 

University

Suzannah Susser

Chief Learning Officer 

 Office of 

Communications

David Barr

Assistant Director

 Office of 

Inspector General

Jay Lerner

Inspector General

 Division

Risk Manag

Supervis

Doreen Eb

Directo

Office of Complex 

Financial Institutions

Ricardo (Rick) Delfin

Director

Chief Information 

Officer & Chief

Privacy Officer

Howard Whyte 

Deputy to the 

Chairman and

Chief Financial Officer

Division of Finance

Steven App

 Deputy to the 

Chairman and Chief 

Operating Officer

Division of Admin.

Arleas Upton Kea

Deputy to the 

Chairman for Policy

Arthur Murton

General Counsel

Nicholas Podsiadly

Deputy to the

Chairman for 

External Affairs

Chad Davis

Federal Deposit Insurance Corporation

* OMWI Director rep

Chairman

Jelena McWilliams

Rev: 05/02/2019
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT D

FDIC Circular 2710.3 - Anti-Harassment Program
FDIC 1212/03 (6-99)

TYPE AND NUMBER

Circular 2710.3

CONTACT TELEPHONE NUMBER

Michael P. Moran (703) 562-6073

DATE

December 8, 2015

DATE OF CANCELLATION (Bulletins Only)

TO: All Employees and Contractors

FROM: Segundo Pereira

Director, Office of Minority and Women Inclusion

SUBJECT: Anti-Harassment Program

1. Purpose To document the Federal Deposit Insurance Corporation’s (FDIC) 

Anti-Harassment Program and outline the requirements for FDIC 

employees to report allegations of harassment. To describe 

managers' and supervisors' responsibilities to maintain a 

harassment-free workplace and to take prompt and effective 

action when allegations of harassment arise. Also, to identify roles 

and responsibilities for the coordination of anti-harassment efforts 

at FDIC, and provide guidance and instruction to FDIC supervisors 

and managers on receiving, coordinating, reviewing, processing, 

and resolving allegations of unlawful harassment.

It is important that all employees understand FDIC’s policy 

prohibiting harassment and take all steps within their power to 

ensure that this form of discrimination does not exist in the FDIC. 

2. Revision FDIC Circular 2710.3, FDIC’s Anti-Harassment Program, dated 

February 4, 2015, is hereby revised and superseded.

3. Scope The Anti-Harassment Program applies to all employees and 

covers harassment between supervisors and subordinates, 

between employees, by employees conducting business for the 

FDIC outside the workplace, and non-employees while 

conducting business in the FDIC’s workplace.

The Anti-Harassment Program is implemented in accordance 

with the legal requirements of the applicable laws, regulations, 

and guidance promulgated by the U.S. Equal Employment 

Opportunity Commission (EEOC).

FEDERAL DEPOSIT INSURANCE CORPORATION

DIRECTIVE SYSTEM
Circular 2710.3 2 December 8, 2015

4. Background The FDIC is committed to providing its employees with a 

workplace that is free of harassment. The Director, Office of 

Minority and Women Inclusion (OMWI), has the delegated 

responsibility for the FDIC diversity and inclusion, civil rights, and 

minority and women outreach programs. These programs seek 

to ensure that FDIC workplace is inclusive, free from unlawful 

discrimination and harassment, and provides equal opportunity 

and access to all employment and business activities.

5. Definitions Terms used in this Circular are defined below:

a. Anti-Harassment Program Coordinator. The designated 

OMWI employee who is responsible for overseeing the 

implementation of the Anti-Harassment Program.

b. Fact-Finder. An individual who may be assigned by the 

Division of Administration (DOA), Human Resources Branch

(HRB), Labor and Employee Relations Section (LERS), to 

conduct a prompt, independent, thorough, and impartial 

investigation into an alleged harassment.

c. Harassment/Harassing Conduct. Whether in violation of 

federal law or regulation, is defined as unwelcome verbal or 

physical misconduct. Examples of harassing conduct prohibited 

by the Anti-Harassment Program, may include, but are not limited 

to, the following:

(1) Threatening that rejection of sexual overtures will affect 

assignments, appointments, promotions, transfers, or 

evaluations; 

(2) Belittling caricatures or objects depicting persons of a 

particular race, national origin, religion, or other protected 

class; 

(3) Telling derogatory religious, racial, or ethnic jokes or 

stories; 

(4) Teasing, mimicking, or repeatedly commenting on an 

individual’s disability, accent, or other protected class;

(5) Making offensive comments, jokes, or suggestions about 

an employee’s gender;

(6) Making obscene or lewd comments, slurs, jokes, epithets, 

suggestions, or gestures; 
Circular 2710.3 3 December 8, 2015

(7) Commenting repeatedly on an employee’s body or sexual 

characteristics; 

(8) Displaying nude or sexually suggestive objects, pictures, 

images, or cartoons;

(9) Continuing prohibited behavior after a co-worker has 

objected;

(10) Laughing at, ignoring, or retaliating against an employee 

who raises a harassment allegation; or

(11) Engaging in bullying, intimidating, or threatening 

behavior with respect to an individual’s protected class.

d. Protected Class. An individual’s membership in a group 

characterized by race, color, religion, sex (including pregnancy, 

equal pay, gender identity and sexual orientation), national origin, 

disability, age, genetic information, status as a parent, or 

participation in protected activity under anti-discrimination 

statutes or Executive Orders.

e. Unlawful Harassment/Hostile Work Environment. Involves 

discriminatory conduct on the basis of an individual’s membership 

in a protected class, where such conduct is so objectively 

offensive as to alter the conditions of the victim’s employment 

(i.e., the harassment culminates in a tangible employment action 

or was sufficiently severe or pervasive to create a hostile work 

environment). 

6. Authorities Unlawful Harassment is a form of discrimination that is prohibited 

under Title VII of the Civil Rights Act of 1964, as amended; the 

Rehabilitation Act, as amended; the Age Discrimination in 

Employment Act, as amended; and the Genetic Information 

Nondiscrimination Act of 2008. FDIC policy prohibits harassment 

pursuant to Executive Order 13087 (May 28, 1998), prohibiting 

discrimination in employment based on sexual orientation and 

Executive Order 13152 (May 2, 2000), prohibiting discrimination 

in employment based on status as a parent.

7. Policy It is FDIC’s policy to strictly prohibit harassment in the workplace, 

including unlawful harassment in the workplace based on a 

prohibited basis: race, color, religion, gender (including sexual or 

nonsexual, pregnancy, gender identity or sexual orientation), 

national origin, disability (physical and/or mental), age (40 years 

or older), genetic information (information about an individual’s 

genetic tests, or the manifestation of a disease or disorder in the 

individual’s family members), status as a parent, and retaliation 
Circular 2710.3 4 December 8, 2015

(for participating in the EEO complaint process or opposing 

discriminatory practices).

The FDIC will not condone harassment in any form. Any 

employee who is found to have harassed anyone while 

conducting FDIC business shall be subject to disciplinary action, 

up to and including removal from FDIC employment. Managers 

and supervisors who participate in or fail to take immediate and 

appropriate action on reported incidents of harassment, or who 

retaliate against employees who report such incidents or who file 

harassment complaints, are also subject to appropriate (including 

disciplinary) action for failure to perform their managerial or 

supervisory duties.

The FDIC will not tolerate retaliation against any employee for 

reporting harassment under this or any other non-discrimination 

policy or process. Neither will FDIC tolerate retaliation against 

any employee for assisting or participating in a fact-finding inquiry 

or investigation about a reported harassment.

8. Roles and 

Responsibilities

Specific roles and responsibilities pertaining to the AntiHarassment Program are as follows:

a. Employees. It is the responsibility of every employee,

regardless of position, grade, or occupation to refrain from 

engaging in harassing conduct. An employee can prevent or 

eliminate harassment by:

(1) Examining his/her behavior on the job, or when 

conducting FDIC business, by eliminating inappropriate 

conduct; 

(2) Supporting and meeting the requirements of the AntiHarassment Program; and 

(3) Identifying and taking individual action to stop 

inappropriate behavior by communicating directly and 

immediately with the person(s) whose behavior is offensive, or 

immediately bringing the matter to the attention of supervisory 

or managerial officials, or in the case of unlawful harassment, 

the Anti-Harassment Program Coordinator, OMWI. 

Note: Employees must cooperate in any fact-finding inquiry or 

investigation regarding an allegation of harassment.

b. Supervisors and Managers. It is the responsibility of all 

supervisors and managers to maintain a work environment free of 

harassment and to take all allegations of harassment seriously. 

To this end, supervisors and managers are required to take 

immediate action to assess whether or not the alleged 
Circular 2710.3 5 December 8, 2015

harassment occurred. Supervisors and managers must:

(1) Prevent and take appropriate action with respect to any 

alleged prohibited conduct that can be construed as 

harassment;

(2) Take prompt, appropriate, and effective action when 

presented with an allegation of harassment; and

(3) Seek assistance in conducting an inquiry or investigation, 

if necessary, and how best to correct the problem, by 

consulting with:

(a) The Anti-Harassment Program Coordinator, OMWI; 

and/or

(b) A Human Resources Specialist in LERS, HRB, DOA

 

(Note: Office of Inspector General (OIG) supervisors and 

managers should consult with the OIG Human Resources 

in the OIG); and/or

(c) The Assistant General Counsel, any Senior or Field

Counsel, in the Labor, Employment & Administration 

Section (LEAS), Legal Division.

c. Anti-Harassment Program Coordinator. The AntiHarassment Program Coordinator is responsible for:

(1) Coordinating program implementation with LERS, DOA; 

LEAS, Legal Division, and other Divisions and Offices as 

appropriate;

(2) Advising and providing technical assistance to managers 

and supervisors in preventing and addressing allegations of 

unlawful harassment;

(3) Monitoring the effectiveness of the Anti-Harassment 

Program by maintaining information on the number of 

allegations of unlawful harassment, bases for the allegations, 

actions taken, and assessing trends and patterns to develop 

prevention strategies;

(4) Recommending program changes to enhance the AntiHarassment Program;

(5) Working with other FDIC program officials to effectively 

prevent and eliminate unlawful harassment in the workplace 

through a continuing education program; and
Circular 2710.3 6 December 8, 2015

(6) Ensuring that the Anti-Harassment Program policies and 

procedures are posted on the OMWI website and publicized

throughout FDIC, including dissemination of the policy and 

procedures to employees through written informational 

materials.

d. Fact-Finder. The Fact-Finder is responsible for:

(1) Conducting an expedited investigation into the alleged 

harassment; 

(2) Preparing a report of factual findings, as necessary, and 

submitting the report to the appropriate management official; 

and

(3) Maintaining all documents collected relevant to the factfinding inquiry in accordance with FDIC Circular 1210.1, FDIC 

Records and Information Management (RIM) Policy Manual.

9. Anti-Harassment 

Complaint

 Procedures

The procedures outlined in this Section will assist FDIC in 

fulfilling its obligations to: (a) prevent harassment before it 

becomes severe or pervasive; (b) conduct a prompt, thorough, 

and impartial inquiry or investigation into allegations of 

harassment; and (c) take prompt and appropriate corrective 

action when FDIC determines that harassing conduct has 

occurred.

a. Initiator Action. Any employee who believes that he/she has

been subjected to harassment prohibited by this policy is 

expected to report the matter immediately to: 

(1) A supervisor or manager in his/her chain of supervision; 

or 

(2) The Anti-Harassment Program Coordinator, OMWI.

To the maximum extent possible, FDIC will protect the 

confidentiality of employees who allege harassment. Since FDIC 

cannot conduct an effective fact-finding inquiry or investigation 

without revealing certain information to the alleged harasser and 

potential witnesses, FDIC cannot guarantee complete 

confidentiality. However, FDIC will share information and records 

about the allegation only with those who have a need to know.

b. Management Action. Upon receiving an allegation of 

harassment or witnessing conduct that may be perceived as 

harassment, the supervisor and/or manager (or other official to 

whom the harassment was reported) must immediately assess 

the situation to determine the severity of the alleged misconduct 

and whether any immediate interim corrective action is required 
Circular 2710.3 7 December 8, 2015

to ensure that further prohibited harassment does not occur. 

Examples of such interim measures may include, but are not 

limited to:

(1) Making schedule changes to avoid contact between the 

parties;

(2) Transferring the alleged harasser; or

(3) Placing the alleged harasser on non-disciplinary leave 

with pay pending the conclusion of the inquiry or 

investigation.

It is important that the supervisor and manager (or other official to 

whom the harassment was reported) promptly consult with a 

Human Resources Specialist, LERS, DOA; the Anti-Harassment 

Program Coordinator, OMWI, and/or LEAS Assistant General 

Counsel or Senior or Field Counsel, Legal Division and request 

assistance in conducting a fact-finding inquiry, investigation, or 

other action (including interim measures), as appropriate. 

Management should ensure that the individual who conducts an 

inquiry will objectively gather the relevant facts. The alleged 

harasser should not have supervisory authority over the 

individual who conducts the inquiry and should not have any 

direct or indirect control over the inquiry.

Where it is appropriate, an independent Fact-Finder will be 

assigned to conduct a prompt, thorough, and impartial 

investigation into the alleged harassment. The Fact-Finder will 

commence the investigation within five (5) business days of 

assignment.

The Chief, LERS, DOA, will advise the Anti-Harassment Program 

Coordinator, OMWI that an investigation is being conducted for 

coordination purposes. 

Upon completion of the investigation, a report of findings may be 

prepared (as appropriate) and provided to the office requesting 

the investigation and/or to the person responsible for taking 

corrective action. 

c. Agency Action. The management official receiving the report 

will review the results and determine, in consultation with the 

Human Resources Specialist, LERS, DOA, the appropriate action

(including disciplinary) to be taken.

The responsible management official will take prompt and 

appropriate remedial measures, including disciplinary action; 

whenever it is determined that harassment has occurred in 

violation of this policy. Remedial measures should be designed 

to stop the harassment, correct its effects on the affected 
Circular 2710.3 8 December 8, 2015

employee, and ensure that the harassment does not recur. The 

remedial measures need not be those that the affected employee 

requests or prefers, as long as they are effective.

After the fact-finding inquiry or investigation is completed, the 

management official and/or Human Resources Specialist, LERS,

DOA, will notify the employee raising the alleged harassment and 

the individual involved in the alleged harassing conduct, in 

writing, of the completion of the investigation, consistent with the 

Privacy Act.

10. Relationship to 

Other

Complaint

Procedures

The Anti-Harassment Program complaint procedures contained in 

this policy are separate and apart from the Federal EEOC 

Discrimination Complaint Procedures (FDIC Circular 2710.2) and 

the FDIC Discrimination Complaint Procedures (FDIC Circular 

2710.4). Allegations of harassment will be addressed as 

described in this policy with the intent of taking prompt and 

appropriate corrective action to eliminate harassing conduct. An 

inquiry or investigation conducted pursuant to the AntiHarassment Program may occur or continue, regardless of 

whether the employee has initiated the EEO complaint process.

11. Training The OMWI conducts or provides training for managers, 

supervisors, and employees on the Anti-Harassment Program. 

The training includes information on the legal definition of 

unlawful harassment, conduct that constitutes harassment, the 

anti-harassment complaint process, and the responsibilities of 

employees, supervisors, and managers when an allegation of 

prohibited harassment has been reported. The training also 

reinforces FDIC’s policy against retaliation as a result of reporting 

or participating in a fact-finding inquiry or investigation regarding 

a reported allegation of prohibited harassment. 

12. Reporting

Requirements 

The Anti-Harassment Program Coordinator, OMWI, will obtain 

information from LERS, DOA and/or LEAS, Legal Division on a 

quarterly basis on the number of unlawful harassment 

complaints, the bases and issues, and the actions taken. He/she

will use the information to assess patterns and trends for 

identifying prevention methodologies and training needs for 

reporting purposes.
Circular 2710.3 9 December 8, 2015

13. Contacts Questions concerning the Anti-Harassment Program may be 

directed to the Anti-Harassment Program Coordinator at (703) 

562-6225, or the FDIC’s Complaints Processing Branch, OMWI 

at (703) 562-6073 or for TTY (703) 562-2473, or by email at 

AntiHarassment@fdic.gov. 

14. Effective Date The provisions outlined in this Circular are effective immediately.
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT E

FDIC Strategic Plan 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

FEDERAL DEPOSIT

INSURANCE CORPORATION

FDIC Strategic Plan

2018 – 2022
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

TABLE OF CONTENTS

CHAIRMAN’S MESSAGE 

MISSION, VISION, AND VALUES 

2

3

THE FDIC AND THE BANKING INDUSTRY: PERSPECTIVE AND 

OUTLOOK

THE FDIC’S MAJOR PROGRAMS 

4

8

INSURANCE PROGRAM 

SUPERVISION PROGRAM 

9

14

RECEIVERSHIP MANAGEMENT PROGRAM 23

OFFICE OF INSPECTOR GENERAL 27

APPENDIX: THE FDIC’s STRATEGIC PLANNING PROCESS 28 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

2

I am pleased to present the FDIC Strategic Plan, 2018 – 2022, which was approved by the Board 

of Directors on January 25, 2018. The plan has been updated in accordance with the 

requirements of the Government Performance and Results Act (GPRA) of 1993 (as amended) 

and the GPRA Modernization Act of 2010, and supersedes the FDIC Strategic Plan, 2015 –

2019, which was approved in April 2015.

The plan sets forth the FDIC’s long-term strategic goals and objectives for carrying out its core 

mission responsibilities for insuring depositors, supervising insured institutions, and resolving 

the failure of insured institutions. It describes the means and strategies that will be employed in 

pursuit of these goals and objectives and identifies factors outside the FDIC’s control that could 

potentially affect their achievement. The FDIC pursues these goals and objectives through 

annual performance goals that are established each year and published in the agency’s Annual 

Performance Plan. The FDIC reports on its performance against the annual performance goals 

in its Annual Report. 

For more than 80 years, the FDIC has carried out its mission of maintaining public confidence 

and stability in the nation’s financial system. The FDIC is committed to carrying forward that 

mission as outlined in this Strategic Plan.

Martin J. Gruenberg 

Chairman 

CHAIRMAN’S MESSAGE
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

3

MISSION 

The Federal Deposit Insurance Corporation (FDIC) is an independent agency created by the 

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,

 Making large and complex financial institutions resolvable, and 

 Managing receiverships. 

VISION 

The FDIC is a recognized leader in promoting sound public policies; addressing risks in the 

nation’s financial system; and carrying out its insurance, supervisory, consumer protection, 

resolution planning, and receivership management responsibilities. 

VALUES 

The FDIC and its employees have a tradition of distinguished public service. Six core values 

guide us in accomplishing our mission: 

Integrity We adhere to the highest ethical and professional standards. 

Competence We are a highly skilled, dedicated, and diverse workforce that is 

empowered to achieve outstanding results. 

Teamwork We communicate and collaborate effectively with one another and 

with other regulatory agencies. 

Effectiveness We respond quickly and successfully to risks in insured depository 

institutions and the financial system. 

Accountability We are accountable to each other and to our stakeholders to operate in

a financially responsible and operationally effective manner. 

Fairness We respect individual viewpoints and treat one another and our 

stakeholders with impartiality, dignity, and trust. 

MISSION, VISION, AND VALUES
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

4

Introduction 

Congress created the FDIC in the Banking Act of 1933 to maintain stability and public 

confidence in the nation’s banking system. The statute provided a federal government guarantee 

of deposits in U.S. depository institutions so that depositors’ funds, within certain limits, would 

be safe and available to them in the event of a financial institution failure. In addition to its role 

as insurer, the FDIC is the primary federal regulator of federally insured state-chartered banks 

that are not members of the Federal Reserve System. The FDIC also acts as receiver for insured 

depository institutions (IDIs) that fail, and has resolution planning responsibilities (jointly with 

the Federal Reserve Board) for large and complex financial companies. 

The FDIC carries out its mission through three major programs: insurance, supervision, and 

receivership management. 

 The Insurance Program encompasses the activities undertaken by the FDIC to administer 

the Deposit Insurance Fund (DIF), which is funded through assessments on IDIs as well 

as investment income, and to provide depositors with access to their insured funds when 

an IDI fails. 

 The Supervision Program encompasses the activities undertaken by the FDIC to promote 

safe and sound operations and compliance with fair lending, consumer protection, and 

other applicable statutes and regulations by IDIs for which the FDIC is the primary 

federal regulator (in cooperation with state banking agencies). The FDIC also has backup 

supervisory responsibility for other IDIs for which the Board of Governors of the Federal 

Reserve System (FRB) and the Office of the Comptroller of the Currency (OCC) are the 

primary federal regulators. 

THE FDIC AND THE BANKING INDUSTRY:

PERSPECTIVE AND OUTLOOK

Primary Federal 

Regulator

Number of Institutions Total Assets 

(Dollars in Millions)

FDIC 3,668 $2,881,537

OCC 1,247 $11,689,460

FRB 822 $2,671,406

TOTAL 5,737 $17,242,403

 Source: Quarterly Banking Profile. Data as of 9/30/2017.
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

5

In addition, the FDIC and the FRB have joint responsibility for reviewing resolution 

plans submitted by large bank holding companies and designated nonbank financial 

companies that demonstrate how they would be resolved in a rapid and orderly manner 

under the U.S. Bankruptcy Code in the event of financial distress. 

 The Receivership Management Program encompasses activities undertaken by the FDIC,

in its capacity as receiver, to resolve failed IDIs in the least costly manner to the DIF; 

maximize net recoveries to the creditors of receiverships; and, under specified 

circumstances, administer the orderly liquidations of covered financial companies.

Over the next four years, the FDIC will face numerous issues and challenges in each of these 

major programs due to changing economic conditions, continuing changes in the nature of the 

financial services industry, expected changes in financial services regulation, and emerging 

consumer protection issues that affect the financial services industry. Some of the major issues 

and challenges are addressed in more detail below. 

The Impact of the Economy 

The performance of the economy directly affects the performance of individual financial 

institutions and the overall banking industry. Interest rates, inflation, unemployment, the 

business cycle, and shocks to specific sectors like agriculture, energy, housing, or commercial 

real estate all influence lending and funding strategies of IDIs. Economic and financial 

conditions abroad also have an impact on the U.S. economy and on the performance of banks. 

The United States is in the midst of one of the longest recorded economic expansions. Economic 

growth has been subdued but sustained since the last recession ended in mid-2009. Household 

balance sheets have recovered from the financial crisis, as household wealth has increased from 

rising home prices and stock market valuations. While residential fixed investment remains 

below pre-crisis levels, business investment has returned to long-term trends. The economic 

outlook is for continued moderate growth, although downside risks remain. 

Banks generally have improved their asset quality and capital and liquidity ratios. Although 

annual loan growth has slowed in recent quarters, all major loan categories continue to grow. 

Industry-wide profitability (as measured by return on assets) has been trending up, and the 

majority of banks report year-over-year growth in their quarterly net income. The number of 

problem institutions has fallen dramatically from the post-crisis high and is at its lowest level 

since 2008. 

While the banking industry continues to perform well, the interest-rate environment and 

competitive lending conditions continue to pose challenges for many institutions. Some banks 

have responded to this environment by investing in longer-term or higher-risk assets. In some 

cases, banks may be entering unfamiliar business lines or offering new products to increase 

profitability. For these reasons, banking institutions remain vulnerable to interest-rate risk when 

interest rates eventually normalize to their longer-run levels. Overall, the industry must manage 

interest-rate risk, liquidity risk, and credit risk carefully to remain on a long-run, sustainable 

growth path. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

6

Other Major Strategic Challenges 

In addition to the challenges posed by the economy, the FDIC expects to face other challenges 

that will shape its priorities over the next four years.

 Future of Community Banking. The FDIC is the primary federal regulator for most 

community banks, which make up 92 percent of FDIC-insured bank and thrift charters 

(up from 87 percent in 1984); hold a majority of deposits in rural and “micropolitan” 

counties (those with populations up to 50,000 people), including more than 600 U.S. 

counties where community banks hold 100 percent of all bank deposits; and account for 

46 percent of the industry’s small loans to farms and businesses.1

 Despite their long-term 

resilience and continuing importance as a source of credit to the vital small business 

sector, community bankers remain concerned about their competitive position vis-à-vis 

larger non-community banks. 

 Large and Complex Financial Institutions. Although the FDIC is not the primary 

federal regulator for most large and complex IDIs, it has both insurance and back-up 

supervisory responsibilities for those institutions and acts as receiver for those that fail. 

The assets within the banking industry are concentrated today in a small number of large, 

complex banks and other financial institutions that have highly diverse business strategies 

and complex legal and business structures that make it difficult for the management of 

these companies to fully understand and manage their risks. These risks are intertwined 

among both their insured and uninsured subsidiaries, and the largest and most complex of 

these companies often have global footprints and interdependent counterparty 

relationships with one another that increase their complexity and risk. 

 Information Technology and Cybersecurity. Cybersecurity threats continue to pose 

risks to banks, businesses, consumers, financial markets, and the FDIC. In addition to 

addressing cybersecurity threats internally, the FDIC works collaboratively with other 

federal and state agencies to help ensure that FDIC-insured institutions also take 

appropriate steps to address this risk. 

 Economic Inclusion. Based on a 2015 FDIC survey, more than one-quarter of U.S. 

households do not have an account at an IDI or obtain financial services and products 

from alternative, nonbank financial firms.2

 

1

 Based on the definition of community banks in the FDIC Community Banking Study, 2012. 

2

 2015 National Survey of Unbanked and Underbanked Households, October 2016. The survey reported that 7. 0 percent of U.S. 

households (9.0 million households) had no relationship with a mainstream financial institution and that another 19.9 percent of 

U.S. households (24.5 million households) were underbanked (“underbanked” households were defined as those that had a bank 

account but had also obtained during the 12-month period prior to the survey financial services or products from alternative 

financial services providers outside of the banking system). 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

7

The FDIC recognizes that public confidence in the banking system is strengthened when 

households effectively use the mainstream banking system to deposit funds securely, 

conduct basic financial transactions, accumulate savings, and access credit on safe and 

affordable terms. The FDIC will continue to pursue the challenge of expanding the 

access of underserved households and communities to the products and services of FDICinsured institutions. This requires engagement with both large and small banks across the 

country as well as with local governments and community leaders to understand business 

and partnership opportunities and promote financial education. By helping connect banks 

and communities in new ways and increasing awareness and use of safe and affordable 

banking services, the FDIC expects that it can strengthen the country’s banking system 

and communities nationwide. 

 Workforce Management and Development. The FDIC depends upon the talents and 

skills of its employees to accomplish its mission. Much of the FDIC’s current workforce 

will transition into retirement over the next decade, even as the need for employees with 

advanced technical skills continues to increase. To address these challenges, the FDIC 

will develop and implement strategies over the next several years to recruit, train, 

develop, and maintain a highly skilled and engaged workforce drawn from all segments 

of U.S. society that embodies at all levels the principles of diversity, inclusion, and 

workplace excellence.3

 

3

 The FDIC has issued (and updates annually, as needed) a Diversity and Inclusion Strategic Plan that guides its efforts in this 

area. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

8

The FDIC has three major program areas or lines of business. The agency’s strategic goals for 

each of these programs are presented in the diagram below.

THE FDIC’S MAJOR PROGRAMS

Program Areas Strategic Goals

Resolutions are orderly and 

Receivership receiverships are managed effectively.

Management

Large and complex financial 

institutions are resolvable in an 

orderly manner under bankruptcy.

FDIC-insured institutions are safe and 

sound.

Consumers’ rights are protected and 

FDIC-supervised institutions invest in 

their communities.

Supervision

Insurance

Insured depositors are protected from 

loss without recourse to taxpayer 

funding.
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

9

Insurance Program 

Program Description 

Deposit insurance is a fundamental component of the FDIC’s role in maintaining stability and 

public confidence in the U.S. financial system. By promoting industry and consumer awareness 

of deposit insurance, the FDIC protects depositors at banks and savings associations of all sizes. 

When these IDIs fail, the FDIC ensures that the customers have timely access to their insured 

deposits and other services. The basic limit of federal deposit insurance coverage is currently 

$250,000 per depositor. To keep pace with the evolving banking industry and maintain its 

readiness to protect insured depositors, the FDIC prepares and maintains contingency plans to 

promptly address a variety of IDI failures and conducts large scale simulations to test its plans. 

The DIF must remain viable so that adequate funds are available to protect insured depositors in 

the event of an institution’s failure. The FDIC maintains a sufficient DIF balance by collecting 

risk-based insurance premiums from IDIs and through prudent fund investment strategies. The 

FDIC continually evaluates the adequacy of the DIF. It identifies risks to the insurance fund by 

analyzing regional, national, and global economic, financial, and financial institution 

developments, and by collecting and evaluating information through the supervisory process. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

10

Insurance Program 

STRATEGIC GOAL 1 

Insured depositors are protected from loss without recourse to taxpayer funding. 

Strategic Objectives 

1.1 Customers of failed IDIs have timely access to insured funds and financial services. 

1.2 The FDIC promptly identifies and responds to potential risks to the DIF.

1.3 The DIF and system remain strong and adequately financed. 

1.4 The FDIC resolves failed IDIs in the manner least-costly to the DIF. 

1.5 The public and FDIC-insured depository institutions have access to accurate and 

easily understood information about federal deposit insurance coverage.

The means and strategies used to achieve these strategic objectives and the external factors that 

could impact their achievement are described below. 

1.1 Customers of failed IDIs have timely access to insured funds and financial services. 

Means & Strategies: When an institution fails, the FDIC facilitates the transfer of the 

institution’s insured deposits to an assuming institution or pays insured depositors directly. 

The FDIC’s goal is to provide customers with access to their insured deposits within one to 

two business days. 

The FDIC continually monitors changes in financial institution operations and products to 

ensure the FDIC’s ability to handle potential financial institution failures. The FDIC 

develops, tests, and maintains contingency plans to ensure it is prepared to handle a wide 

range of potential failure scenarios, including the failure of a large financial institution; 

simultaneous, multiple failures; the failure of an institution with large international 

holdings; and the failure of an insured institution that operates primarily through the 

internet. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

11

External Factors: The goal of providing customers of failed institutions with access to 

their insured deposits within one to two business days is well established, but might be 

difficult to achieve in the case of an extremely large or complex institution or a sudden and 

unexpected failure. However, even if it took somewhat longer to complete all deposit 

insurance determinations, no depositor would ultimately lose any portion of an insured 

deposit. 

1.2 The FDIC promptly identifies and responds to potential risks to the DIF.

Means & Strategies: The FDIC, in cooperation with the other primary federal regulators, 

proactively identifies and evaluates the risk and financial condition of individual IDIs. It

also identifies broader economic and financial risk factors that affect all insured 

institutions. It accomplishes these objectives through a wide variety of activities, including 

the following: 

 A risk-based deposit insurance assessment system, whereby institutions that pose 

greater risk to the DIF pay higher premiums; 

 A strong examination and enforcement program; 

 Collection and publication of detailed banking data and statistics; 

 A vigorous research program; 

 An off-site monitoring system that analyzes and assesses changes in banking profiles, 

activities, and risk factors; 

 A comprehensive ongoing analysis of the risks in financial institutions with more than 

$10 billion in assets through the Large Insured Depository Institution Program and 

Institution Monitoring Program for IDIs held by U.S. Global Systemically Important 

Banks; 

 Thorough and timely review of deposit insurance applications and other applications 

from IDIs; and 

 A comprehensive framework for continually assessing risks to the banking industry. 

External Factors: In spite of the comprehensive efforts undertaken by the FDIC to identify 

and respond to potential risks to the DIF, natural disasters, public policy changes, and 

sudden economic or financial market crises could cause broad losses within the financial 

services industry and the DIF. In addition, a fraud perpetrated on a financial institution 

could result in a sudden and unforeseen loss to the DIF. 

1.3 The DIF and system remain strong and adequately financed. 

Means & Strategies: The FDIC’s continued status as an independent agency is crucial to 

its ability to objectively assess risks and set appropriate assessment rates. The FDIC 

maintains the viability of the DIF by investing the fund, monitoring and responding to 

changes in the reserve ratio, collecting risk-based premiums, and evaluating the deposit 

insurance system in light of an evolving financial services industry. It regularly analyzes 

the growth or shrinkage of estimated insured deposits, the current assessment base, loss 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

12

expectations, interest income earned on the fund, and operating expenses. This information 

is used to develop a schedule of risk-based assessment rates. 

Banks generally have improved their asset quality and capital and liquidity ratios. 

Although annual loan growth has slowed in recent quarters, all major loan categories 

continue to grow. Industry-wide profitability (as measured by return on assets) has been 

trending up, and the majority of banks report year-over-year growth in their quarterly net 

income. The number of problem institutions has fallen dramatically from the post-crisis 

high and is at its lowest level since 2008. 

Recent trends in banking industry performance have been generally positive. The DIF 

balance has risen for the past eight years and stood at $90.5 billion on September 30, 2017,

up from $83.2 billion at the end of 2016. The reserve ratio stood at 1.28 percent at 

September 30, 2017, up from 1.20 percent at the end of 2016. 

The FDIC Board of Directors is statutorily required to establish a Designated Reserve Ratio 

(DRR) for the DIF that is not less than 1.35 percent, and set assessment rates to meet that 

target no later than September 30, 2020. But it may also establish a higher DRR and has 

set the DRR at 2.0 percent for every year since 2011. The FDIC is operating under a DIF 

Restoration Plan that provides, among other things, that the reserve ratio will reach 1.35 

percent by the statutory deadline. The Restoration Plan requires the FDIC to update DIF 

income and loss projections at least semiannually, which allows the Board of Directors to 

evaluate whether growth in the DIF under current assessment rates is likely to be sufficient 

to meet the statutory requirement. Because institutions with total assets of $10 billion or 

more are required by statute to bear the cost of increasing the reserve ratio from 1.15 

percent to 1.35 percent, the FDIC Board of Directors imposed a temporary surcharge on 

these larger institutions that began in the third quarter of 2016 and will continue until the 

reserve ratio reaches 1.35 percent. 

External Factors: Projections for the DIF are subject to considerable uncertainty arising 

from the economic outlook. Key risks to the economic outlook include the effects of 

interest rate increases on economic growth and adverse global developments. A slowdown 

in the U.S. economic recovery could result in more bank failures than projected and a 

decline in the value of failed bank assets. In addition, future assessment revenue could 

diverge from staff projections depending on changes in bank risk profiles and in the 

projected growth in the industry assessment base. 

1.4 The FDIC resolves failed IDIs in the manner least-costly to the DIF. 

Means & Strategies: When an institution fails, the FDIC facilitates an orderly, least-cost 

resolution.4 Using an estimated value of the failing institution’s assets and liabilities, the 

FDIC markets the institution to potential bidders. After analyzing the bids received, the 

FDIC conducts a least-cost test determination and selects the least-cost strategy to pursue.

 

4

 In resolving a failing institution, the FDIC calculates the estimated cost of various resolution options and selects the option 

resulting in the lowest total estimated cost to the DIF. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

13

External Factors: In accordance with law, if a failure threatens serious adverse systemic 

effects on economic conditions or financial stability, resolution strategies other than the 

least-cost resolution may be employed. 

1.5 The public and FDIC-insured depository institutions have access to accurate and 

easily understood information about federal deposit insurance coverage.

Means & Strategies: To inform consumers and FDIC-insured institutions about federal 

deposit insurance coverage, the FDIC provides financial institutions with a variety of 

educational tools and materials designed to help customers understand their deposit 

insurance coverage. 

In addition, the FDIC uses several other approaches to disseminate information on deposit 

insurance coverage, including the following: 

 Operation of a toll-free call center5staffed by specialists who respond to questions 

from depositors and bankers, 

 Training and other educational opportunities to help bank employees better 

understand the FDIC’s deposit insurance rules,

 An array of web-based educational resources for consumers and bankers, and 

 A wide range of publications and videos explaining how FDIC deposit insurance 

works.

External Factors: A significant rise in the volume of bank failures, or publicity that raises 

public concerns about the possibility of significant bank failures, could result in bank runs 

by misinformed depositors or public avoidance of an insured depository institution. 

Timely, accurate, and understandable information is essential to alleviating these risks. An 

increased volume of bank failures and public concern about the possibility of additional 

failures could also result in substantial increases in the demand for information about FDIC 

insurance coverage that could temporarily exceed the FDIC’s capacity to provide such 

information. In such cases, the FDIC would augment staff resources for this function as 

quickly as possible. 

 

5

 877-ASK-FDIC (877-275-3342); 800-925-4618 (TDD-for hearing impaired) 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

14

Supervision Program

Program Description 

Although the FDIC is the insurer for all IDIs in the United States, it is the primary federal 

supervisor only for state-chartered banks and savings institutions that are not members of the 

Federal Reserve System.6 Nonetheless, the FDIC’s roles as an insurer and primary supervisor 

are complementary, and many activities undertaken by the FDIC support both the insurance and 

supervision programs. Through review of examination reports, use of off-site monitoring tools, 

and participation in examinations conducted by other federal regulators (either through 

agreements with these regulators or, in limited circumstances, under the exercise of the FDIC’s 

authority to conduct special (backup) examination activities), the FDIC regularly monitors the 

potential risks at all insured institutions, including those for which it is not the primary federal 

supervisor. The FDIC also takes into account supervisory considerations in the exercise of its 

authority to review and approve applications for deposit insurance from new institutions and 

other applications from IDIs, regardless of the chartering authority. 

In addition, the FDIC has statutory responsibilities for certain bank holding companies and 

nonbank financial companies that are designated as systemically important. The FDIC and FRB 

have joint responsibility for reviewing and assessing resolution plans developed by these 

companies that demonstrate how they would be resolved in a rapid and orderly manner under the 

U.S. Bankruptcy Code in the event of financial distress. 

The FDIC pursues the following three strategic goals in fulfilling its supervisory responsibilities 

as the primary federal supervisor for state non-member banks and savings institutions, the 

backup supervisor for other FDIC-insured institutions, and the reviewer of resolution plans: 

 FDIC-insured institutions are safe and sound. 

 Consumers’ rights are protected and FDIC-supervised institutions invest in their 

communities.

 Large and complex financial institutions are resolvable in an orderly manner under 

bankruptcy. 

The FDIC promotes safe and sound financial institution practices through regular risk 

management examinations, publication of guidance and policy, ongoing communication with 

industry officials, and the review of applications submitted by FDIC-supervised institutions to 

expand their activities or locations. When appropriate, the FDIC has a range of informal and 

formal enforcement options available to resolve safety-and-soundness problems identified at 

these institutions. The FDIC also has staff dedicated to administering off-site monitoring 

programs and to enhancing the agency’s ability to timely identify emerging safety-andsoundness issues. 

 

6

 This includes state-licensed insured branches of foreign banks. As of 9/30/17, the FDIC had primary supervisory responsibility 

for 3,668 FDIC-insured, state-chartered commercial banks and savings institutions that are not members of the Federal Reserve 

System (generally referred to as “state non-member” institutions). 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

15

The FDIC promotes compliance by FDIC-supervised institutions with consumer protection, fair 

lending, and community reinvestment laws through a variety of activities, including ongoing 

communication with industry officials, regular compliance and Community Reinvestment Act 

(CRA) examinations, dissemination of information to consumers about their rights and required 

disclosures, and investigation and resolution of consumer complaints regarding FDIC-supervised 

institutions. The FDIC also has a range of informal and formal enforcement options available to 

resolve compliance problems identified at these institutions and their institution-affiliated parties. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

16

Supervision Program – Risk Management 

STRATEGIC GOAL 2 

FDIC-insured institutions are safe and sound. 

Strategic Objective 

2.1 The FDIC exercises its statutory authority, in cooperation with other primary federal 

regulators and state agencies, to ensure that all FDIC-insured institutions 

appropriately manage risk. 

Means & Strategies: As noted above, the FDIC is the primary federal supervisor for all 

state non-member banks and state-chartered savings institutions. For those institutions, the 

FDIC performs risk management (safety and soundness), trust, Bank Secrecy Act/AntiMoney Laundering, and information technology (IT) examinations in cooperation with 

state banking regulators. Most state banking agencies participate in an examination 

program under which certain examinations are performed on an alternating basis by the 

state agency and the FDIC. In addition, the FDIC, OCC, and FRB conduct IT 

examinations of third-party technology service providers that provide a range of services to 

IDIs. As the threat of cyberattacks continues to be prominent, the FDIC engages with other 

regulators and the private sector to exercise and refine protocols for addressing cyber 

events.

Risk management examinations are conducted according to statutorily established 

timeframes. These examinations assess an institution’s overall financial condition, 

management practices and policies, compliance with applicable laws and regulations, and 

the adequacy of management and internal control systems to identify, measure, and control 

risks. Examination procedures may also detect the presence of fraud or insider abuse. In 

addition, the FDIC reviews the risk management capabilities of those FDIC-supervised 

institutions that apply for permission to engage in new or expanded business activities. 

Communication and corrective action are important components of the FDIC’s strategy for 

ensuring the safety and soundness of the institutions it supervises. Risks identified during 

an examination are discussed with the institution’s management and board of directors. If 

an examination reveals serious weaknesses in the operations of the institution or indicates 

that the institution is operating in a weakened financial condition, the FDIC may issue 

formal or informal enforcement actions that remain in effect until corrective actions are 

taken and the identified weaknesses are addressed. In the case of severe problems, the 

institution may be instructed to seek additional capital, merge with another institution, or 

liquidate.
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

17

The FDIC’s statutory authority also gives it a degree of supervisory responsibility in its 

role as insurer for insured depository institutions for which it is not the primary federal 

supervisor. The agency has staff in each of its regional offices that regularly review 

examination reports and other available information from the primary federal regulators for 

those institutions. 

The FDIC also performs off-site monitoring of those institutions on an ongoing basis, 

particularly for institutions with more than $10 billion in assets. In addition, the FDIC has 

the authority to conduct special (backup) examination activities for institutions for which is 

not the primary federal regulator. Under this authority, the FDIC participates in 

examinations of certain IDIs that present heightened risk to the DIF and designated large, 

complex IDIs. 

Ensuring the safety and soundness of FDIC-insured institutions over the next four years 

will require an effective supervisory program that incorporates the lessons learned from 

past financial crises, identifies potential new risks that emerge, and responds quickly to 

such issues. As the current economic expansion has progressed, more banks have been 

growing their loan portfolios and, in some cases, have been funding this growth with 

sources other than stable core deposits. These trends have the potential to give rise to 

heightened credit risk and liquidity risk. In addition, an extended period of historically low 

interest rates and tightening net interest margins has created incentives for IDIs to reach for 

yield in their lending and investment portfolios by extending portfolio durations, 

heightening their vulnerability to interest-rate risk. 

Through regular on-site examinations and interim contacts with state non-member 

institutions, FDIC staff will actively engage in a constructive dialogue with banks to ensure 

that their policies to manage credit risk, liquidity risk, and interest-rate risk are effective, 

and, where appropriate, FDIC staff will work closely with institutions that have significant 

exposure to these risks and encourage them to take appropriate steps to mitigate risks. The 

FDIC will use off-site monitoring to help identify institutions with outsized risk exposures 

and follow up with individual institutions to better understand their risk profiles. 

Cybersecurity is a risk area that will continue to receive particular attention. During this 

period, the FDIC will refine its IT examination program for insured institutions and major 

technology service providers, and increase its collaboration with other regulators, law 

enforcement, and security agencies. In addition, in light of the risks posed to the DIF by 

large and complex banks and the FDIC’s new responsibilities for systemically important 

financial institutions (SIFIs), the agency will continue to enhance its supervisory 

monitoring program for large and complex banks. 

 

The FDIC dedicates significant resources to the continuing identification of emerging 

issues. It regularly reviews supervisory information from the thousands of examinations 

that are conducted annually as well as information from a variety of external data sources 

to identify and, where appropriate, initiate supervisory responses to newly identified areas 

of risk. For example, the FDIC is currently monitoring trends, opportunities, and risks in 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

18

financial technology (fintech); evaluating fintech’s impact on banking, deposit insurance, 

oversight, inclusion, and consumer protection; and formulating strategy to respond to 

opportunities and challenges presented by fintech to supervised institutions. 

The FDIC has established and consults regularly with the Advisory Committee on 

Community Banking, which advises the FDIC on the impact of FDIC supervisory policies 

and practices on community banks. Members of the Advisory Committee have a wide 

range of knowledge and experience related to community banks.

External Factors: Several factors outside of the FDIC’s control could affect the successful 

achievement of this strategic objective. In accordance with statutorily established time 

frames, most risk management examinations of well-capitalized and well-managed state 

non-member institutions are point-in-time examinations that occur at 18-month intervals. 

Between examinations, institutions may enter new lines of business, extend their lending 

programs into riskier areas, or implement new technologies without the knowledge of the 

FDIC or state regulatory agencies. Major changes in economic conditions could also affect 

institutions between examinations. The FDIC will continue to improve off-site tools to 

monitor potential risks in institutions on a continuing basis between examinations. 

Under the alternating examination program, certain examinations are conducted in 

alternating periods by the state supervisory authority. Resource constraints outside of the 

FDIC’s control sometimes affect the timely completion of examinations by these state 

authorities. In such cases, the FDIC will conduct the examination itself within a reasonable 

timeframe after the originally scheduled examination date if the state agency is unable to 

do so. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

19

Supervision Program – Compliance and Consumer Protection 

STRATEGIC GOAL 3 

Consumers’ rights are protected, and FDIC-supervised institutions invest in their communities. 

Strategic Objectives

3.1 FDIC-supervised institutions comply with consumer protection, CRA, and fair 

lending laws and do not engage in unfair or deceptive practices. 

3.2 Consumers have access to accurate and easily understood information about their 

rights and the disclosures due them under consumer protection and fair lending laws. 

3.3 The public has access to safe and affordable products and services from IDIs and the 

opportunity to benefit from a banking relationship. 

The means and strategies used to achieve these strategic objectives and the external factors that 

could impact their achievement are described below. 

3.1 FDIC-supervised institutions comply with consumer protection, CRA, and fair 

lending laws and do not engage in unfair or deceptive practices. 

Means & Strategies: The FDIC pursues this strategic objective primarily through 

compliance and CRA examinations of all FDIC-supervised institutions. CRA examinations 

are subject to statutory timelines, while compliance examinations are conducted according 

to timeframes established by FDIC policy. These examinations evaluate the compliance of 

institutions with consumer protection, privacy, CRA, and fair lending laws and regulations. 

If an examination reveals serious violations, the FDIC may implement either formal or 

informal enforcement actions to correct the identified violations. In unusual cases, noncompliance with consumer laws may subject the institution to significant legal risk, and

could result in administrative enforcement actions or private litigation. In addition, when 

the FDIC has reason to believe that a “pattern or practice” of violations of fair lending laws 

has occurred at an institution, the FDIC is required by statute to refer the matter to the 

Department of Justice. An institution’s failure to comply with consumer protection, CRA, 

or fair lending laws and regulations might also affect the application of an FDIC-supervised 

institution seeking to engage in new or expanded business activities. 

The FDIC sponsors or participates in numerous outreach and technical assistance activities 

designed to facilitate better understanding of and compliance with CRA, consumer 

protection, and fair lending laws and regulations by FDIC-supervised institutions. In 

addition, it actively participates in interagency policy development efforts and issues policy 

guidance. The FDIC focuses its examinations and other supervisory activities on those 

industry products, services, and practices that have the highest potential risk for violations 

of law that may result in potential harm to consumers. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

20

External Factors: Most compliance and CRA examinations are point-in-time examinations 

that occur at scheduled intervals in accordance with FDIC policy. Between examinations, 

institutions may implement new products, services, or practices that hold significant 

potential risk for consumer harm without the knowledge of the FDIC. In addition, major 

changes in economic conditions could also affect institutions between examinations. 

During economic downturns, institutions sometimes elect to reduce costs by decreasing 

their internal resources dedicated to compliance. 

3.2 Consumers have access to accurate and easily understood information about their 

rights and the disclosures due them under consumer protection and fair lending laws. 

Means & Strategies: The FDIC provides information about consumer protection and fair 

lending laws and regulations to help consumers understand their rights. This information is 

disseminated through brochures and other media, including the FDIC’s website 

(www.fdic.gov). In addition, the FDIC frequently conducts or participates in educational 

seminars and conferences on consumer protection and fair lending issues to help both 

consumers and insured institutions better understand consumer protection, CRA, and fair 

lending laws and regulations. 

The FDIC maintains a toll-free call center for consumer complaints and inquiries about 

FDIC-supervised institutions and has established target timeframes for investigating and 

responding to these complaints. It is also a leader in promoting greater financial literacy, 

primarily through its award-winning Money Smart curriculum. The agency will continue to 

enhance its outreach with this product over the next several years by updating the 

curriculum to address new consumer products and services and adapting the basic 

curriculum to additional target audiences. 

External Factors: Although the FDIC makes information available to a broad array of 

consumers, individual consumers may not always use it. In addition, increasing complexity 

and aggressive and targeted marketing increase the challenges consumers face in evaluating 

alternatives in the marketplace. 

3.3 The public has access to safe and affordable products and services from IDIs and the 

opportunity to benefit from a banking relationship.

Means and Strategies: The FDIC has played a national leadership role in recent years in 

promoting broader economic inclusion of unbanked and underbanked households within 

the nation’s banking system through the availability of safe and affordable transaction and 

saving accounts, as well as the opportunity to build credit profiles and borrow money to 

meet their needs. The FDIC’s Money Smart financial literacy curriculum is a key tool for 

pursuing this objective by seeking to educate a wide variety of target populations about 

basic financial principles and how they can be harnessed to achieve financial goals. The 

FDIC also sponsors or conducts research and demonstration projects, develops policy 

proposals, facilitates partnerships, and participates in targeted outreach and technical 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

21

assistance activities with both the institutions it supervises and various community-based 

organizations to further this objective.

The FDIC established and supports the Advisory Committee on Economic Inclusion to 

inform and support its research, demonstrations, and pilot projects and to promote sound 

supervisory and public policies to help ensure that underserved households have access to 

mainstream financial products and services that are affordable, easy to understand, and not 

subject to unfair or unforeseen fees. In addition, on a biennial basis, the FDIC conducts 

jointly with the U.S. Census Bureau the only comprehensive, nationwide research survey of 

unbanked and underbanked households in the United States to determine the extent to 

which these households are being served by the U.S. banking industry. The FDIC also 

engages banks; other federal, state and local government agencies; and non-profit 

organizations serving a broad spectrum of consumers and small businesses in building 

locally based coalitions to participate in financial education and information sharing. 

These coalitions promote local economic inclusion opportunities in communities where 

financial health has lagged the rest of the country.

Over the next several years, the FDIC will continue to pursue several multi-year initiatives 

to promote broader economic inclusion. It will continue to promote adoption of its model 

transaction account product (SAFE accounts); pursue strategies to improve financial 

resilience; build savings and improve credit records; and evaluate whether mobile financial 

services and other new technologies can be responsibly used to expand banking services to 

the unbanked and underbanked population. The FDIC also will continue to work with 

federal and local partners to facilitate community development through affordable housing, 

small business development, and related initiatives.

External Factors: The access of underserved households to credit from mainstream 

financial institutions could be disproportionately affected during economic downturns or 

periods of economic stress. Changing technological and market conditions could also 

positively or negatively affect opportunities to expand economic inclusion in the nation’s 

banking system. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

22

Supervision Program – Resolution Planning 

STRATEGIC GOAL 4 

Large and complex financial institutions are resolvable in an orderly manner under bankruptcy. 

Strategic Objective

4.1 Large and complex financial institutions are resolvable under the Bankruptcy Code. 

Means and Strategies: Certain large financial companies are required to prepare and 

submit annually to the FDIC and FRB resolution plans, or “living wills,” demonstrating 

that they could be resolved in a rapid and orderly manner under the Bankruptcy Code (or 

other applicable insolvency regime) in the event of material financial distress or failure. 

Among other things, the resolution plans must identify each firm’s critical operations, core 

business lines, and the key obstacles to a rapid and orderly resolution. The FDIC and FRB 

share responsibility for reviewing the plans, assessing informational completeness and 

resolvability under the Bankruptcy Code, identifying and requiring firms to address any 

shortcomings, and providing firms with guidance on the submission of future plans. The 

FDIC has a complementary rule that requires certain IDIs to periodically submit resolution 

plans that would enable the FDIC, as receiver, to resolve their failure in an orderly, leastcostly manner. 

The FDIC’s review of resolution plans is intended to improve the resolvability of bank 

holding companies (and other designated financial companies) through the bankruptcy 

process and their subsidiary IDIs through the FDIC’s traditional resolution processes as 

deposit insurer. These reviews enhance the FDIC’s ability to prepare for possible large 

resolutions and its understanding of how the FDIC’s resolution authorities could be best 

used. The FDIC has established on- and off-site monitoring and risk assessment programs 

that support the FDIC’s review of the resolution plans submitted by these companies. In 

addition, the FDIC employs multidisciplinary teams that include both supervisory and 

receivership management expertise in the review of these plans. The FDIC also 

collaborates closely with the primary federal supervisors for the affected IDIs in the review 

of these plans. 

External Factors: The rapid and orderly resolution of a large and complex financial 

institution under either bankruptcy or Orderly Liquidation Authority may be complicated 

by legal and operational concerns that stem from the cross-border operations of many large, 

complex financial institutions. The FDIC actively works with foreign authorities to address 

these issues. 

In addition, the sheer size and complexity of these firms pose legal and operational 

challenges to their resolution. Preplanning and structural and operational reforms by these 

companies are essential to achieving a rapid and orderly resolution under any legal 

framework. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

23

Receivership Management Program 

Program Description 

When an IDI fails, the FDIC is ordinarily appointed receiver. In that capacity, it assumes 

responsibility for efficiently recovering the maximum amount possible from the disposition of 

the receivership’s assets and the pursuit of the receivership’s claims. Funds that are collected 

from the sale of assets and the disposition of valid claims are distributed to the receivership’s 

creditors according to priorities set by law. 

The FDIC seeks to terminate receiverships in an orderly and expeditious manner. Once the 

FDIC has completed the disposition of the receivership’s assets and has resolved all obligations, 

claims, and other legal impediments, the receivership is terminated, and a final distribution is 

made to its creditors. Receivership creditors may include secured creditors, unsecured creditors 

(including general trade creditors), subordinate debt holders, shareholders, uninsured depositors, 

and the DIF (as subrogee). The FDIC, in its corporate capacity, is often the largest creditor of 

the receivership. 

The FDIC may also be called upon to resolve the failure of a large, systemically important 

financial company if failure under the Bankruptcy Code would threaten U.S. financial stability. 

In such circumstances, the authority now exists to place a failed or failing financial company into 

an FDIC receivership process if no viable private-sector alternative is available to prevent the 

default of the company. The FDIC’s Orderly Liquidation Authority (OLA) is intended to ensure 

the rapid and orderly resolution of the failure of the covered financial company in accordance 

with statutory mandates. The FDIC has been actively engaged in, and will continue over the 

next several years to pursue, resolution planning and operational readiness initiatives to make 

sure that it is prepared, if necessary, to fulfill this responsibility. 

The FDIC’s assessment of the resolution plans submitted by bank holding companies, other 

covered companies, and IDIs helps develop and improve its capabilities to administer large 

resolutions under any of the available authorities. The actions firms take to address the 

shortcomings identified in their plans and the direction to address those shortcomings will 

improve the likelihood that the firms will be resolvable under bankruptcy and/or traditional 

FDIC resolution processes, and will enhance the FDIC’s ability to conduct a rapid and orderly 

resolution under the OLA, if necessary, to protect U.S. financial stability. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

24

Receivership Management Program 

STRATEGIC GOAL 5 

Resolutions are orderly and receiverships are managed effectively.

Strategic Objectives 

5.1 Receiverships are managed to maximize net return and terminated in an orderly and 

timely manner. 

5.2 Potential recoveries, including claims against professionals, are investigated and 

pursued if deemed to be meritorious and expected to be cost-effective. 

5.3 Resolution of the failure of a large, complex financial institution is carried out in an 

orderly manner in accordance with statutory mandates. 

The means and strategies used to achieve these strategic objectives and the external factors that 

could impact their achievement are described below.

5.1 Receiverships are managed to maximize net return and terminated in an orderly and 

timely manner.

Means & Strategies: Under the Federal Deposit Insurance (FDI) Act, the FDIC, in its 

receivership capacity, manages the assets of failed IDI receiverships to preserve their value 

and disposes of them as quickly as possible, consistent with the objective of maximizing 

the net return on those assets. The oversight and prompt termination of receiverships 

preserves value for the uninsured depositors and other receivership claimants by reducing 

overhead and other holding costs. By quickly returning the assets of a failed institution to 

the private sector, the FDIC maximizes net recoveries and minimizes disruption to the local 

community. In addition, the FDIC has a new rule that requires IDIs with large numbers of 

deposit accounts to implement information technology and recordkeeping enhancements to 

improve the FDIC’s ability to pay deposit insurance rapidly and resolve such institutions at 

the least cost to the DIF. 

In fulfilling its responsibilities to creditors of failed institutions, the FDIC, as receiver, 

manages and sells the receivership assets using a variety of strategies, and identifies and 

collects monies due to the receivership. Given adequate time, the FDIC prepares in 

advance an information package and an asset valuation review for each failing IDI to help 

solicit bidders and sell as many of the institution’s assets as possible at resolution or shortly 

thereafter. The FDIC manages the remaining assets in a cost-effective manner to preserve 

value until they can be marketed. Most of the remaining assets are marketed within 120 

days after an insured institution fails. The failed institution’s assets are often grouped into 

pools to be most appealing to acquirers and are marketed through an internet-based 

platform. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

25

External Factors: A severe economic downturn could lead to more institution failures and 

could affect the pace at which the FDIC markets assets and terminates receiverships. 

Economic and other factors, such as extended litigation and problems resolving 

environmentally tainted receivership properties, might also delay the termination of a 

receivership.

5.2 Potential recoveries, including claims against professionals, are investigated and 

pursued if deemed to be meritorious and expected to be cost-effective. 

Means & Strategies: When an insured depository institution fails, the FDIC, as receiver, 

acquires a group of legal rights, titles, and privileges generally known as professional 

liability claims. The FDIC’s attorneys and investigators work together to identify and 

pursue claims arising from the failure of an insured institution that are deemed to be 

meritorious and expected to be cost-effective. The team conducts a factual investigation of 

the events that contributed to losses at the institution as well as legal research and analysis 

of the facts and potential claims. For each potential claim, the team recommends whether 

the claim should be pursued based on an assessment of the merits of the claim and 

likelihood of a recovery exceeding the estimated cost of pursuing the claim. The timely 

investigation and evaluation of potential claims against professionals who may have caused 

losses to the institution enables the FDIC to identify opportunities to maximize recoveries 

to each receivership and to hold accountable directors, officers, and professionals who 

cause losses to insured financial institutions. This process also enhances industry 

awareness of sound corporate governance standards.

External Factors: Potential claims are generally subject to statutes of limitations that 

establish time limits for the claim to be filed. A substantial increase in the number of 

failures could make it difficult to complete investigations of all potential claims and to 

decide within the established time limit whether to pursue any claims. The same problem 

could occur with very complex investigations or claims. Other obstacles to timely 

investigation and evaluation of claims include difficulty accessing critical information or 

witnesses. In such cases, the FDIC may seek to enter into tolling agreements with the 

potential defendants to extend the allowable timeframe for the claims to be filed. 

5.3 Resolution of the failure of a large, complex financial institution is carried out in an 

orderly manner in accordance with statutory mandates. 

Means & Strategies: Large, complex financial institutions in the United States historically 

have been organized under a holding company structure, with a top-tier parent and 

operating subsidiaries that comprise hundreds, or even thousands, of interconnected entities 

that share funding and support services and span legal and regulatory jurisdictions across 

international borders. Functions and core business lines often are not aligned with 

individual legal entity structures, and critical operations cross legal entities and 

jurisdictions, with funding dispersed among affiliates as needs arise. These integrated legal 

structures present obstacles to the orderly resolution of one part of the company without 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

26

triggering a costly collapse of the entire company and potentially transmitting adverse 

effects throughout the financial system. 

To improve the ability of firms to be resolved in bankruptcy, the FDIC and FRB have 

worked closely with firms, and provided detailed feedback regarding key issues and 

obstacles to orderly resolution in bankruptcy. In response, firms have made significant 

changes to their operations and legal structure. The agencies also have fostered significant 

public transparency surrounding the resolution planning process to improve the public’s 

understanding of the progress that has been made. In addition to taking steps to improve 

resolvability under bankruptcy, the FDIC has been preparing contingency plans for firms to 

be resolved under the OLA, should that be necessary to protect U.S. financial stability. 

To ensure the FDIC’s operational readiness to conduct the resolution of a large, complex 

financial institution, the FDIC continues to update and refine its firm-specific contingency 

plans. In addition, the FDIC is developing operational procedures for administration of a 

receivership, if necessary. The FDIC conducts simulations and tabletop exercises and 

undertakes joint contingency planning with other U.S. and foreign regulatory authorities to 

enhance communications and operational readiness, and it is exploring other opportunities 

to collaborate with U.S. and foreign authorities to ensure effective coordination and 

cooperation in a resolution. In addition, the FDIC, together with other U.S. financial 

regulatory agencies, continues to develop its relationships with key regulatory authorities in 

other countries to facilitate closer coordination and cooperation in the event of the failure 

of a global SIFI. The FDIC also analyzes emerging issues and is enhancing its

understanding of the legal and policy structures in other countries that might affect a rapid 

and orderly resolution.

The FDIC established the Systemic Resolution Advisory Committee, to advise on the 

potential effects the failure of a large, complex financial institution would have on financial 

stability and economic conditions. Members of the Advisory Committee bring a wide 

range of knowledge and experience to resolution-related issues, including expertise in 

managing complex firms, administering bankruptcies, working within different legal 

jurisdictions, and understanding the application of accounting rules and practices. 

External Factors: The specific facts surrounding the failure of a large, complex financial 

institution may affect the FDIC’s ability to execute a resolution as planned, especially 

considering the complex and interconnected nature and global reach of these firms. As part 

of its contingency planning efforts, the FDIC will seek to mitigate this risk by collecting 

and maintaining comprehensive, up-to-date information on these institutions that will 

support a rapid and orderly resolution, if that becomes necessary. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

27

The FDIC’s Office of Inspector General (OIG) is an independent organizational unit established 

under the Inspector General Act of 1978, as amended, that conducts audits, evaluations, 

investigations, and other reviews of FDIC programs and operations. The OIG’s mission is to 

promote the economy, efficiency, and effectiveness of FDIC programs and operations, and to 

prevent, deter, and detect waste, fraud, abuse, and misconduct in FDIC programs and operations. 

The OIG aims to drive change and make a difference by prompting and encouraging 

improvements and efficiencies at the FDIC, help preserve the integrity of the agency and the 

banking system, and protect depositors and financial consumers. To accomplish its mission and 

achieve its vision, the OIG has established the following six goals: 

 Conduct superior, high-quality audits, evaluations, and reviews; 

 Investigate significant matters of wrongdoing and misconduct relating to FDIC 

employees, contractors, and institutions; 

 Strengthen relations with partners and stakeholders; 

 Administer resources prudently, safely, securely, and efficiently; 

 Exercise leadership skills at all levels within the organization; and 

 Promote teamwork within the Office. 

The OIG also has developed internal objectives to accomplish these goals. 

OFFICE OF INSPECTOR GENERAL
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

28

Appendix: The FDIC’s Strategic Planning Process 

Introduction 

The FDIC is subject to the requirements of the Government Performance and Results Act 

(GPRA) as modified by the GPRA Modernization Act of 2010. In accordance with the 

requirements of these statutes, the FDIC reviews and updates its Strategic Plan every four years, 

publishes Annual Performance Plans and Performance Reports, and conducts program 

evaluations to assess whether the agency’s programs are achieving their stated purposes. 

Annual Performance Plan and Report 

The FDIC’s Strategic Plan is implemented through annual performance plans. The annual plans 

identify annual performance goals, indicators, and targets for each strategic objective. The FDIC 

submits an Annual Report to Congress in February of each year that compares actual 

performance to the annual performance goals for the prior year. This report is also made 

available to FDIC stakeholders and the public through the FDIC’s website. 

The FDIC’s long-term strategic goals and objectives are expressed in outcome terms, and 

selected outcome measures are included in the agency’s annual performance plans. However, 

many of the performance indicators in these annual plans are process measures (for example, 

completing required examinations). It is often difficult to establish a direct causal relationship 

between the agency’s activities and the outcomes experienced by insured institutions. The FDIC 

continues to work with the other regulatory agencies to improve its performance measures. 

Corporate Planning and Performance Management Process

The FDIC establishes performance goals annually through an integrated planning and budgeting 

process. In formulating these performance goals, the agency considers the external economic 

environment, the condition of the banking and financial services industry (including potential 

risks), projected workload requirements, and other corporate priorities. The FDIC’s plans also 

may be influenced by the results of program evaluations and management studies, prior year 

performance results, and other factors. Based on this information, planning guidance is 

established by senior management with input from program personnel. 
Federal Deposit Insurance Corporation 2018 – 2022 Strategic Plan 

29

After annual performance goals are established, a proposed annual corporate operating budget is 

developed, taking into account the financial, human capital, technological, and other resources 

required to accomplish the FDIC’s core mission responsibilities and other annual performance 

goals. The budget is typically approved by the Board of Directors in December. 

Annual performance goals are communicated to employees through established supervisory 

channels, the internal FDIC website, the FDIC News, and other means. Staff prepares progress 

reports, and senior management conducts performance reviews quarterly. 

Stakeholder Consultation 

The FDIC requested comment from stakeholders and the public on a draft of this strategic plan 

through a posting on the FDIC website for a 14-day period in November–December 2017. All 

comments and suggestions were carefully reviewed and changes made to the plan where 

appropriate. 

Program Evaluations 

The Risk Management and Internal Control Branch in the Division of Finance coordinates the 

evaluation of the FDIC’s programs and issues follow-up reports. Program evaluations are 

interdivisional, collaborative efforts, and they involve management and staff from all affected 

divisions and offices. Such participation is critical to fully understanding the program being 

evaluated. It also gives the divisions and offices a stake in the process. Division and office 

directors use the results of the program evaluations to assure the Chairman that operations are 

effective and efficient, financial data and reporting are reliable, laws and regulations are 

followed, and internal controls are adequate. These results also are considered in strategic 

planning for the FDIC. During the period covered by this Strategic Plan, the FDIC will continue 

to perform risk-based reviews in each strategic area of the agency. 
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT F

FDIC Alternative Dispute Resolution Procedures
_________________________________________________________________________________________ 

CPB 2000.1 1 March 28, 2018 

OFFICE OF MINORITY AND WOMEN INCLUSION

INTERNAL POLICY

TYPE AND NUMBER

CPB 2000.1

CONTACT

Michael Moran

TELEPHONE NUMBER

(703) 562-6073

DATE: March 26, 2018

DATE OF CANCELLATION (Bulletins Only)

TO: Office of Minority and Women Inclusion Staff

FROM: Saul Schwartz

Director, Office of Minority and Women Inclusion

SUBJECT: Equal Employment Opportunity Alternative Dispute Resolution 

Program

1. Purpose To establish and define guidelines and procedures for the administration 

of and participation in the Federal Deposit Insurance Corporation’s 

(FDIC or Agency) Equal Employment Opportunity (EEO) Alternative 

Dispute Resolution (ADR) program.

2. Policy It is the policy of the FDIC to use mediation, a form of ADR, as 

appropriate, to resolve informal and formal EEO complaints at the 

earliest opportunity within the EEO complaint process. 

3. Background The U.S. Equal Employment Opportunity Commission’s (EEOC) 

revised regulation at 29 C.F.R. §1614.102(b)(2) requires Federal 

agencies to establish or make available an ADR program in conjunction 

with the processing of complaints of employment discrimination.

This internal policy was developed to: (1) provide an informal

alternative to the EEO process; and (2) provide employees with an 

opportunity for a confidential and informal attempt to resolve their 

concerns at the lowest possible level, while allowing the parties to 

participate actively in the resolution of the dispute. 

The Office of Minority and Women Inclusion (OMWI), Complaints 

Processing Branch (CPB) manages the EEO ADR program.

4. Authority Section 3 of Public Law 101-552, as amended by the Administrative 

Dispute Resolution Act of 1996 (Public Law 104-320, 5 U.S.C. §§571-

584) (ADR Act). 
_________________________________________________________________________________________ 

CPB 2000.1 2 March 28, 2018 

EEOC regulations at 29 C.F.R. §1614.102(b)(2).

5. Complaints 

Processing 

Branch ADR 

Program

The FDIC is dedicated to diversity and inclusion and equal opportunity 

in all its employment policies, practices, and programs. 

ADR has proven to be an effective tool for resolving workplace disputes 

faster, more economically, and in a non-adversarial forum. Mediation is 

one form of ADR, and is a problem solving technique which uses 

neutral third parties to resolve disputes. The use of mediation 

encourages and facilitates early resolution of workplace disputes by the 

good faith participation of management and aggrieved employees. 

Mediation promotes principles and practices that facilitate open 

communication and improve working relationships. Using mediation to 

resolve workplace disputes demonstrates the agency’s commitment to 

providing a confidential non-adversarial approach to problem solving, 

while promoting joint ownership of solutions.

Mediation is available throughout the EEO complaint process. OMWI 

uses certified contract mediators who are trained in various ADR 

techniques. 

a. Mediation is Voluntary, Neutral and Confidential

EEO mediation is voluntary for an aggrieved party/complainant and the 

mediation discussions are confidential. 

The mediator is a contract neutral who will not take sides with either 

party, but will assist in facilitating a resolution of the claims at issue in 

the EEO complaint, as well as other issues that may come up during the 

mediation session.

The FDIC requires managers and supervisors to make every effort to 

resolve workplace disputes with their employees. Thus, if an aggrieved 

party/complainant elects to use mediation in lieu of EEO Counseling,

or during the formal EEO complaint stage to resolve an EEO complaint, 

management is required to participate in the mediation session, the 

appropriate management official is required to participate in the process 

and attempt to resolve the dispute in good faith. 

Confidentiality is essential to the success of all ADR proceedings. All 

ADR processes will assure information is not disclosed consistent with 

the provisions of the ADR Act. This will enable parties to be 

forthcoming and candid, without fear that their statements may later be 

used against them. The parties will not discuss confidential 
_________________________________________________________________________________________ 

CPB 2000.1 3 March 28, 2018 

communications outside the mediation process. Neutrals will not reveal 

to the Agency staff or management, confidential communications 

disclosed during the mediation session.

b. Stages of the EEO Complaint Process when EEO Mediation 

is Available

Mediation is available during informal counseling stage; during the 

processing at the formal complaint stage; and during the hearing stage

of the EEO complaint. The EEOC oversees mediations during the 

hearing stage. Most mediations occur during the informal counseling 

stage. 

OMWI has discretion to determine whether a given dispute is 

appropriate for EEO mediation. At the informal stage, an aggrieved 

person may elect mediation instead of EEO counseling. At the formal 

stage, OMWI may offer mediation at any time, up until the final agency 

decision is issued. 

c. Timeframes of the EEO Administrative Process and the 

EEO ADR Process

The informal EEO counseling stage takes place within 30 calendar days 

from an aggrieved individual’s first contact with OMWI or the EEO 

Counselor. If mediation is deemed to be appropriate, the aggrieved 

individual will be afforded the opportunity to elect EEO mediation. 

Examples of matters that may be appropriate for mediation include, but 

are not limited to, denial of promotion, harassment, unfavorable 

performance rating, and disciplinary action.

If mediation is elected, the timeframe for the informal EEO process is 

extended an additional 60 calendar days; however, OMWI will attempt 

to schedule mediation within 30-60 calendar days from the aggrieved

person’s initial contact with OMWI or the EEO Counselor. The total 

timeframe of the informal EEO stage, if mediation is elected, should not 

exceed 90 calendar days.

During the formal stage, if mediation is deemed appropriate and offered 

by OMWI, and accepted by the complainant, attempts will be made to 

schedule mediation within 30 calendar days from the date it is accepted. 

OMWI may initiate mediation at complainant’s and/or the Agency’s 

request.
_________________________________________________________________________________________ 

CPB 2000.1 4 March 28, 2018 

A mediation session may take four to six hours and is normally 

conducted face-to-face when possible. If not possible or feasible, the 

mediation session may be conducted via VTC or conference call. 

At any point in the process after the aggrieved party/complainant has 

decided to enter mediation, the aggrieved party/complainant may 

terminate the mediation process and resume the EEO complaint process. 

d. Right to Representation during Mediation

Each party is entitled to a representative during the EEO complaint 

process. In general, representation is not required for mediation and 

either party may decide not to have a representative present during a 

mediation session. Since the purpose of the mediation is to facilitate 

open and meaningful communication between the aggrieved party and 

the designated management official, the role of the representative in the 

mediation session is to encourage dialogue between the parties, and not 

to promote an adversarial process.

It is inconsistent with their neutral roles for EEO counselors, EEO 

investigators, EEO officers, and EEO program managers to serve as 

representatives for agencies or complainants. Therefore, persons in 

these positions cannot serve as representatives for complainants or for 

agencies in connection with the processing of discrimination 

complaints. 

If an aggrieved party/complainant elects to be represented by an 

attorney, management may elect to request an Agency attorney to 

accompany management at the mediation. Due to confidentiality 

requirements and conflicts of interest, both the aggrieved 

party/complainant and the management official must designate their 

representative in writing before the start of the mediation. If it is 

determined that a conflict of interest exists, the aggrieved 

party/complainant and/or the management representative must redesignate the representative. The Agency attorney should not be the 

same attorney representing the Agency at hearing before the EEOC.

If an aggrieved party/complainant does not elect to be represented by an 

attorney at the mediation, management may not have an Agency 

attorney at the mediation.
_________________________________________________________________________________________ 

CPB 2000.1 5 March 28, 2018 

e. FDIC Resolving Official Attending Mediation

The appropriate resolving official should have settlement authority to 

bind the Agency at mediation. The manager who is directly involved 

with the EEO claim should not act as the manager with settlement 

authority at the mediation. 

f. Settlements and Enforceability

Any settlement of an EEO complaint must be entered into voluntarily. 

If a settlement is reached through the ADR process, the parties will draft 

a settlement agreement that is acceptable to all parties and their 

representative(s), if any. A settlement agreement becomes binding,

final, and effective upon the review, concurrence, approval, and 

signature of the FDIC Legal Division. The Director, OMWI provides 

concurrence only. Signed settlement agreements are binding on both 

parties. The terms of the settlement agreement are enforceable and any 

breach of the agreement should be reported to the Director, OMWI 

pursuant to 29 CFR §1614.504.

If a settlement is not reached, the employee can continue the pursuit of 

his/her matter through the EEO formal complaint process.

g. Exceptions to ADR Program

The majority of matters are appropriate for EEO ADR. However, the 

EEOC recognizes that there are instances in which EEO ADR may not 

be appropriate or feasible; and therefore, Agencies may decline to offer 

EEO ADR for particular issues. 

The FDIC has determined that certain situations (i.e., claims growing 

out of a reduction-in-force, claims involving non-selection of non-FDIC 

employees (applicants), or where the same, similar or related claims 

filed by the same individual have been mediated in previous informal or 

formal complaints) are not appropriate for mediation. Other specific 

reasons are determined on a case-by-case basis.

6. Training Training will be provided for employees and managers on the EEO 

ADR program, their roles and responsibilities in the mediation process, 

and the benefit of using mediation to resolve workplace disputes. 

Training and an ongoing review and evaluation of the EEO ADR 

program will be essential in order to determine whether the program has 
_________________________________________________________________________________________ 

CPB 2000.1 6 March 28, 2018 

achieved its goals and how the program might be improved to be more 

efficient and achieve better results.

7. Recordkeeping 

Requirements

Records shall be maintained in accordance with FDIC Circular 1210.1, 

FDIC Records and Information Management (RIM) Policy Manual.

Records shall be maintained for annual reporting (Form 462) to the 

EEOC. 

8. Effective Date This internal policy is effective immediately.
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT G

FDIC Circular 2710.5 – FDIC Reasonable 

Accommodation Program
FDIC DIRECTIVE 2710.5

Saul Schwartz

Director

Office of Minority and Women Inclusion

See approval(s) on Action Log

Reasonable Accommodation Program

PURPOSE

To provide the Federal Deposit Insurance Corporation’s (FDIC or Corporation) policy on 

providing reasonable accommodation to qualified employees and applicants for employment 

with disabilities consistent with Title 29 Code of Federal Regulations (CFR) Part 1614, including 

revisions dated January 3, 2017. 

SCOPE

The provisions of this Directive apply to all employees and applicants for employment with the 

FDIC. 

AUTHORITIES

 Federal Regulations (29 C.F.R. §§ 1614, 1630) require Federal agencies to provide

reasonable accommodations to qualified employees and applicants for employment with

disabilities.

 The Americans with Disabilities Act (ADA) of 1990, as amended (42 U.S.C. § 12101 et seq.)

 The Rehabilitation Act of 1973, as amended (29 U.S.C. § 701 et seq.)

FORM(S)

 FDIC 2710/02, Request for Reasonable Accommodation

 Standard Form (SF) 256, Self-identification of Disability

REVISION(S) 

This Directive supersedes Circular 2710.5, Procedures for Providing Reasonable 

Accommodation to Individuals with Disabilities, dated December 15, 2014. 
Directive 2710.5 2 

Action Log

Submission Type

(New, Pedestrian Change, 

Revision)

Date Approval

Revision

Summary of Changes (if applicable)

Substantial changes being made to bring the Directive into compliance with the federal 

regulations promulgated by the Equal Employment Opportunity Commission (EEOC) on 

January 3, 2017.
 Directive 2710.5 3 

Table of Contents

Action Log.................................................................................................................................. 2

Summary of Changes (if applicable) .......................................................................................... 2

Table of Contents....................................................................................................................... 3

Background................................................................................................................................ 4

Policy ......................................................................................................................................... 5

A. Requests for Reasonable Accommodation ............................................................... 5

B. Reviewing Requests for Reasonable Accommodation.............................................. 8

C. Denial of Requests for Reasonable Accommodation ...............................................13

D. EEO Complaints and Grievances ............................................................................14

E. Freedom from Retaliation ........................................................................................15

F. Confidentiality Requirements ...................................................................................15

G. Recordkeeping Requirements .................................................................................15

Responsibilities .........................................................................................................................17

A. Employee/Applicant.................................................................................................17

B. Support Coordinator (For Employees with Intellectual disabilities)...........................17

C. Disability Program Manager.....................................................................................17

D. Reviewing Official ....................................................................................................17

E. Deciding Official.......................................................................................................18

F. Implementing Office.................................................................................................19

Appendix...................................................................................................................................20

Glossary of Terms.....................................................................................................................23

Glossary of Acronyms...............................................................................................................30
 Directive 2710.5 4 

Background 

The FDIC is committed to the principles of equal opportunity in all of its programs, policies, and 

practices, and to promoting diversity and inclusion in its workforce, as well as in its programs 

and activities. The Office of Minority and Women Inclusion (OMWI) is responsible for the 

FDIC’s diversity and inclusion, civil rights, accessibility, and minority and women outreach 

programs. These programs ensure that the FDIC’s workplace is inclusive, free from unlawful 

discrimination and retaliation, and provides equal opportunity and access to all.

The FDIC provides reasonable accommodations to qualified employees or applicants with 

disabilities as required by applicable laws and regulations. These accommodations are 

changes or modifications in the work environment, equipment or instruments used, or the way 

things are customarily done, that enable individuals with disabilities to enjoy the same 

opportunities and benefits of employment as employees without disabilities. The OMWI 

oversees the reasonable accommodation program and provides assistance to individuals with 

disabilities seeking accommodation and the managers providing accommodations. 
 Directive 2710.5 5 

Policy

The FDIC has a longstanding commitment to ensuring equal opportunity for all persons 

regardless of race, color, national origin, sex (including pregnancy, equal pay, gender identity 

and sexual orientation), religion, age, disability, genetic information, or status as a parent, and to 

preventing prohibited retaliation against individuals for participating in the EEO complaint 

process or opposing discriminatory practices. With this commitment, the FDIC meets its 

obligation to provide reasonable accommodation for known physical and mental disabilities of 

qualified employees and applicants for employment, unless the FDIC can show that a particular 

accommodation would impose an undue hardship on the operation of its programs and 

activities.

When appropriate, the FDIC may grant an accommodation to an employee or an applicant for 

employment, even though the Corporation may not be legally required to do so. Therefore, the 

FDIC’s approval of an accommodation request does not necessarily constitute a determination 

by the Corporation that an employee or applicant for employment is legally entitled to the 

accommodation or the accommodation granted.

A. Requests for Reasonable Accommodation

1. Initial Requests 

An individual with a disability may request a reasonable accommodation at any time, 

even if he or she has not previously disclosed the existence of a disability. Disclosing a 

medical condition or medication, which may or may not impact the employee’s work 

environment or ability to perform his or her job, may also indicate the potential need for 

reasonable accommodation. Requests: 

a. May be made orally or in writing and do not have to include any special words such 

as “reasonable accommodation,” “disability,” or “Rehabilitation Act;” 

b. Do not require the completion of a specific form for the interactive process to begin, 

and the employee is not required to have a particular accommodation in mind before 

making the request; and 
 Directive 2710.5 6 

c. May be made or submitted to the employee’s first-line supervisor, another supervisor 

or manager in the employee’s chain of command, the Division/Office Director, or the 

Disability Program Manager. 

If an approved accommodation is needed on a repeated basis, the employee needs only 

to make a summary request for the accommodation, either orally or in writing when a 

subsequent need arises. 

For employees with intellectual disabilities, a Support Coordinator can be made available 

for the purpose of assisting the employee and promoting the employee’s best interest in 

the workplace. While supervisors should take all necessary precautions to maintain the 

confidentiality of employees with intellectual disabilities, a supervisor may be required to 

discuss the employee’s disability in order to provide them a reasonable workplace 

accommodation. 

The Support Coordinator, in conjunction with any legal guardian, if applicable, will 

ordinarily be involved in all aspects of the reasonable accommodation process or any 

other process for determining appropriate workplace assistance. The Disability Program 

Manager should be contacted for information on accommodations available for 

employees with intellectual disabilities.

In the case of an applicant for employment, the applicant’s request for a reasonable 

accommodation is made or submitted to the HR Specialist responsible for recruitment of 

the position. Applicants should submit requests for reasonable accommodation as early 

in the hiring process as possible to afford the FDIC a reasonable time to process the 

requests. For example, an applicant may require a sign language interpreter to be 

available during interviews in the hiring process. Such accommodations can be 

provided without delay if planned in advance of the requirement.

2. Communication

Communication is a priority throughout the reasonable accommodation process. As 

soon as practicable following a request for a reasonable accommodation, whether made 

orally or in writing, the individual making the request and management shall engage in 

the interactive process. This process involves discussions between the individual

making the request and management regarding the request, the process for determining 

whether an accommodation will be provided, and potential accommodations. 

Management should communicate with the individual making the request early in the 

process and periodically throughout the process. The interactive process is especially 

important when impairment is not obvious or an effective accommodation is not clear. 
 Directive 2710.5 7 

While the Deciding Official makes the ultimate decision on a request for reasonable 

accommodation, that decision may be made in consultation with the Disability Program 

Manager and the Federal Occupational Health (FOH) Service, when necessary.

3. Medical Documentation

When a disability or need for an accommodation is not obvious, the Deciding Official, 

other supervisor or manager in the requesting employee’s chain of command, or 

Disability Program Manager may ask the employee requesting an accommodation to 

provide sufficient medical documentation from a healthcare provider. If the employee 

does not want to provide medical documentation to anyone at the FDIC, the employee or 

the employee’s healthcare provider may choose to send it to FOH directly. If this option 

is chosen, the employee must inform the Disability Program Manager of this decision, 

and the Disability Program Manager will send the appropriate forms to the employee and 

FOH to initiate the process.

The FDIC has the right to have medical documentation reviewed by a qualified medical 

professional appointed by the FDIC. Under a contractual agreement with the FDIC, 

FOH physicians can review requests for reasonable accommodation and, when 

necessary, may consult with the requesting employee’s healthcare provider(s) 

concerning the employee’s disability and the appropriate reasonable accommodations. 

The FOH physicians may also request relevant supplemental medical documentation if 

the information submitted by the employee requesting an accommodation is insufficient. 

Depending on their complexity, reasonable accommodation requests may or may not 

necessitate FOH review. 

The medical documentation should address:

a. The nature, severity, and duration of the impairment;

b. The activity or activities that the impairment limits;

c. The extent to which the impairment limits the ability to perform the activity or 

activities (i.e. job function); and

d. Why the employee requires reasonable accommodation or the particular reasonable 

accommodation requested, as well as how the requested accommodation will assist 

an applicant to apply for a job, perform the essential functions of the job, or enjoy a 

privilege or benefit of employment. 
Directive 2710.5 8 

The healthcare provider's statement must be legible, on the healthcare provider's

letterhead, and signed with an original signature. When the need for a reasonable 

accommodation remains unclear, or when the individual requesting an accommodation 

has not provided sufficient medical information to clarify the need, the FDIC has the right

to request additional information.

The FDIC is obligated to keep medical information confidential in accordance with the 

confidentiality requirements under the Americans with Disabilities Act and other

applicable laws and regulations and the limited circumstances under which such 

information may be disclosed. The FDIC may be unable to provide a timely response to

a request for reasonable accommodation if an individual’s healthcare provider fails to

provide needed documentation in a timely manner. Failure to provide necessary

requested documentation may result in denial of a reasonable accommodation request. 

Recordkeeping Requirements provides recordkeeping requirements for medical 

documentation. 

B. Reviewing Requests for Reasonable Accommodation

1. Initial Considerations

An employee’s request for reasonable accommodation may include a request for a

change in policy, practice, work modification, or other assistance that relates to the

employee’s employment because of his or her medical condition. Supervisors are often

the first people employees contact when making requests for accommodation. Although

the employee seeking an accommodation generally has the burden of initiating the

request, the request may be initiated by a spouse, caregiver, or someone else

representing the employee.

To assist in recognizing a request for an accommodation, the Deciding Official should

consider the following questions:

a. Is the employee talking about some type of medical condition that is impacting his or

her work?

b. Has the employee mentioned some sort of physical/intellectual/psychiatric challenge

that is impacting his or her work?

c. Is the employee requesting an adjustment or change to the workplace?
Directive 2710.5 9 

d. Has the employee openly disclosed a disability, medical condition, or medication?

e. Has the employee stated that he or she needs assistance performing a job function?

f. Is the employee known to have a disability and a family member, friend, coworker, or

healthcare provider has requested an accommodation on his or her behalf?

When a request for a reasonable accommodation has been made, various individuals 

are accountable for reviewing, processing, and implementing the request. 

2. Processing

The Deciding Official processes requests for reasonable accommodation in accordance

with the timeframes outlined in this Directive. Additionally, in coordination with other

supervisors in an employee’s chain of command as appropriate, he or she will:

a. Begin the interactive communication process with the person requesting the

reasonable accommodation, communicate periodically throughout the process, and

provide the individual with his or her contact information;

b. Verify, within applicable delegations of authority, his or her authority to grant or deny

requests for reasonable accommodation. If he or she does not have the authority to

grant or deny the reasonable accommodation requested, he or she shall refer the

request to the appropriate official who has the authority to make the determination;

c. Confirm that the individual is requesting a reasonable accommodation when a family

member, healthcare provider, or representative requests a reasonable

accommodation on an individual’s behalf;

d. Notify the Disability Program Manager when a request for a reasonable

accommodation is received and provide the Disability Program Manager with a copy

of form FDIC 2710/02 submitted by the employee, or on his or her behalf;

e. Collaborate with the Disability Program Manager, who can refer the Deciding Official

to the appropriate resources, including budget sources, individuals, and

Divisions/Offices able to provide assistance in making the decision or that may be

involved in the implementation of the accommodation;
 Directive 2710.5 10

f. Consult with the appropriate Divisions/Offices, which may include, but are not limited 

to the:

1) Division of Administration (DOA)/Human Resources Branch (HRB), including the 

Labor and Employee Relations Section, on issues that might impact human 

resources policy, employee relations, and bargaining unit matters; 

2) Division of Information Technology (DIT) regarding the availability and feasibility 

of certain computer equipment, hardware, peripherals, software, and training;

3) DOA/Health, Safety and Environmental Unit, Corporate Services Branch, 

regarding the availability and feasibility of certain accommodation requests such 

as building accessibility, ergonomic furniture, etc.; and

4) Legal Division/Labor, Employment and Administration Section (LEAS).

NOTE: For requests made by employees in, or applicants for employment with, the 

Office of Inspector General (OIG), the Deciding Official should consult with the OIG 

Office of Management, Human Resources Team, who will coordinate with the OIG

Office of General Counsel.

g. Request medical documentation, when needed, to support the request for a 

reasonable accommodation, including when supplemental information is needed to 

determine an effective accommodation, if any. 

In reaching a decision on a request for a reasonable accommodation, the FDIC will 

consider all resources available to the FDIC as a whole, excluding those designated by 

statute for a specific purpose that does not include reasonable accommodation. 

Management consults with the Disability Program Manager, as well as appropriate 

officials in DOA, Legal, or DIT, as needed, to obtain all available agency resources to 

provide reasonable accommodations.

3. Reassignment

If the Deciding Official determines that no reasonable accommodation will permit the 

requesting employee to perform the essential functions of his or her current position, the 

Deciding Official must consider reassignment to a vacant, funded position for which the 

employee is qualified. Reassignment will only be considered if no other reasonable 

accommodations are available to enable an employee to perform the essential functions 

of his or her current job, or if the only effective accommodation would cause undue 
 Directive 2710.5 11

hardship on the FDIC. In considering whether there are positions available for 

reassignment without competition, the Deciding Official and the Disability Program 

Manager will work with DOA/HRB and the employee needing the reassignment to 

identify:

a. Vacant, funded positions throughout the FDIC for which the employee qualifies and 

can perform, with or without reasonable accommodation; and

b. Positions within the FDIC that DOA/HRB or the Division/Office has reason to believe 

will become vacant within a reasonable amount of time from the date the search is 

initiated and for which the employee may be qualified. 

If considering reassignment, the FDIC will first attempt to locate positions at the 

employee’s current grade level in his or her current commuting area. If no position 

exists at the employee’s current grade level, the FDIC will search for positions at a lower 

grade level. Positions at a higher grade level or with a higher promotion potential than 

currently held will not be considered for non-competitive reassignment as a reasonable 

accommodation, though employees seeking reasonable accommodation may choose to 

apply for positions through the competitive hiring process. Reassignment may be made 

to a vacant position outside of the employee’s commuting area if he or she is willing to 

relocate (at his or her expense, pursuant to FDIC travel policy). If no vacancies for 

which the employee qualifies are available or anticipated within a reasonable amount of 

time, the search will conclude and the results will be conveyed to the employee.

4. Timeframes for Processing a Request for Reasonable Accommodation

a. No Extenuating Circumstances

Absent extenuating circumstances, the maximum amount of time from the 

accommodation request to either provide a requested accommodation or deny the 

request is 30 calendar days. 

Upon receipt of a request for a reasonable accommodation, whether oral or in 

writing, the Deciding Official processes the request and shall not wait for receipt of 

form FDIC 2710/02 to begin processing the request. 

When a request for a reasonable accommodation can be processed by the Deciding 

Official and medical documentation is not required, and no extenuating 

circumstances exist, the request will be processed and the accommodation, if 

granted, will be provided within 30 calendar days. Failure to provide the 
 Directive 2710.5 12

accommodation in a prompt manner when there are no extenuating circumstances 

causing the delay may result in a violation of the Rehabilitation Act.

If the Deciding Official believes that it is necessary to obtain medical documentation, 

he or she, another appropriate supervisor, or the Disability Program Manager will 

request the information before the expiration of the 30 calendar day period; 

After the requested medical documentation is received, and if there are no further 

extenuating circumstances, the request for reasonable accommodation will continue 

to be processed and a decision will be provided within 15 calendar days;

b. Expedited Processing

The FDIC will process some requests in shorter timeframes when necessary, such 

as when an applicant needs accommodations to adhere to hiring schedules, or an 

employee needs an accommodation to participate in an upcoming meeting.

c. Extenuating Circumstances

When extenuating circumstances exist, the timeframe for processing the request for 

reasonable accommodation and providing the accommodation will be extended as 

reasonably necessary. Examples of extenuating circumstances include, but are not 

limited to: 

1) A follow-up request for medical documentation;

2) The need for a qualified medical professional to evaluate the medical 

documentation;

3) The purchase of equipment not readily available; or

4) The completion of a personnel action.
 Directive 2710.5 13

5) When extenuating circumstances delay processing a request for reasonable 

accommodation beyond 30 calendar days, the Deciding Official will provide 

written notification to both the individual making the request and the Disability 

Program Manager of the reason for the delay, in an accessible format, if needed, 

and the approximate date by which a decision or provision of the reasonable 

accommodation is expected. Any further delays or changes will be promptly 

communicated to the individual making the request and the Disability Program 

Manager.

6) Where it is determined that it is reasonably likely that an individual will be entitled 

to a reasonable accommodation while the request is being considered, the

Deciding Official will notify the individual, including any extenuating

circumstances that justify a delayed decision, and provide an interim 

accommodation, absent undue hardship, that will allow an employee to perform 

some or all of the essential functions of his or her job or an applicant to complete 

the application process. 

7) The individual making the request may contact the Deciding Official or the 

Disability Program Manager concerning the tracking or status of his or her 

reasonable accommodation request.

8) The FDIC will not be expected to adhere to its usual timeframes if an individual’s 

healthcare provider fails to provide needed medical documentation in a timely 

manner.

C. Denial of Requests for Reasonable Accommodation

1. Written Notice

If a request for reasonable accommodation is denied, the Deciding Official prepares a 

written notice, in an accessible format, if needed, completes Section II of form FDIC 

2710/02 explaining in detail the reason for the denial, provides written instructions on 

how to submit a request for reconsideration of the denial, and gives a copy to the

individual requesting the accommodation and to the Disability Program Manager. In the 

written notice, the Deciding Official informs the individual of the right to challenge the 

denial by filing a complaint of discrimination; provides instructions on how to file such a 

complaint; and explains that, pursuant to the Equal Employment Opportunity (EEO) 

complaint processing procedures, the right to file a complaint will be lost unless the 

individual initiates contact with an EEO Counselor within 45 calendar days of the denial. 

Upon receipt of a written denial, the individual requesting the accommodation may 
Directive 2710.5 14

submit a written request for reconsideration, along with any supporting documentation, 

to the Reviewing Official within 15 calendar days, with a copy to the Disability Program 

Manager.

2. Reconsideration

An employee may submit a written request for reconsideration along with supporting

documentation to the Reviewing Official or his/her designee. The Reviewing Official

processes the request in accordance with the instructions outlined in Reviewing

Requests for Reasonable Accommodation > Processing, Reassignment, and

Timeframes for Processing a Request for Reasonable Accommodation, as appropriate,

within 30 calendar days. The Reviewing Official may uphold, modify, or reverse the

decision to deny the reasonable accommodation. If the Reviewing Official decides to

deny the request for reasonable accommodation, he or she prepares a written notice, in

an accessible format, if needed, that:

a. Explains the reasons for the denial;

b. Informs the individual of the right to challenge the denial by filing a complaint of

discrimination;

c. Provides instructions on how to file such a complaint; and

d. Explains that, pursuant to the EEO complaint processing procedures, the right to file

a complaint will be lost unless the individual initiates contact with an EEO Counselor

within 45 calendar days of the denial.

The Reviewing Official provides a copy of his or her written decision and the completed 

Section III of form FDIC 2710/02 to the individual and the Disability Program Manager.

D. EEO Complaints and Grievances

Individuals denied reasonable accommodation may initiate an EEO complaint, as delineated

in FDIC Directive 2710.2, EEOC Discrimination Complaint Procedures, by contacting an

FDIC EEO Counselor within 45 calendar days of receipt of the initial written denial or receipt

of the denial after reconsideration. The FDIC encourages the use of alternative dispute

resolution (ADR) to resolve employment-related disputes, including issues concerning

requests for reasonable accommodation. Employees may seek participation in the ADR

process by contacting an FDIC EEO Counselor in OMWI. Additional information on ADR is

located on the OMWI website.
Directive 2710.5 15

Bargaining unit employees alleging discrimination as the basis for the denial of a reasonable 

accommodation request may file a grievance under the collective bargaining agreement 

within 20 business days of receipt of the initial written denial or receipt of the reconsideration 

decision; or, file a formal EEO complaint as outlined in Directive 2710.2 and described 

above, but not both.

E. Freedom from Retaliation

The FDIC prohibits retaliation or taking an adverse action against individuals based on 

requests for or perceived need for a reasonable accommodation.

F. Confidentiality Requirements

Medical documentation relating to requests for reasonable accommodation must be kept

confidential and shared only with those who have a valid need to know (e.g., decision

makers who make employment decisions consistent with the ADA for necessary

accommodation of the individual, first aid and safety personnel during an emergency, and

government officials investigating compliance with the regulations, including the OIG).

Medical documentation related to requests for accommodations must be kept in files

separate from the employee’s official personnel file, or any other files kept by managers or

the Corporation. Employees who obtain or receive medical documentation are strictly

bound by this confidentiality requirement.

G. Recordkeeping Requirements

1. Once a decision has been made on the individual’s request or after the reasonable

accommodation process is complete, the Deciding Official will:

a. Complete Section II of Form 2710/02; and

b. Forward the complete case file, including notes, correspondence, medical

documentation, and all other associated materials, to the Disability Program

Manager.

2. For recordkeeping purposes and to facilitate clear communication, oral requests for a

reasonable accommodation should be followed by the requestor completing Section I of

form FDIC 2710/02, Request FDIC for Reasonable Accommodation or Barrier Removal

and the requestor will be asked to voluntarily complete the Office of Personnel

Management’s (OPM) Standard Form (SF) 256, Self-Identification of Disability. Form
 Directive 2710.5 16

FDIC 2710/02 and the SF 256 are available in alternative formats accessible to 

individuals with disabilities. The SF 256 data is essential for effective data collection and 

analysis of the FDIC’s Disability Employment Program and may be submitted, by the 

employee, by updating their disability status through the personnel system. While, selfidentification is voluntary and is not required to request and receive an accommodation, 

cooperation in providing accurate information is critical to these efforts. The FDIC is 

obligated to keep medical information confidential. If necessary, a hard copy of the form 

FDIC 2710/02 can be submitted to the Disability Program Manager and the SF 256 can 

be submitted to the employee’s servicing HR Specialist. For applicants with disabilities, 

form FDIC 2710/02 will be completed by the HR Specialist.

3. The Disability Program Manager maintains custody of all records, including medical 

documentation and forms FDIC 2710/02 and SF 256, upon completion of the processing 

of requests for reasonable accommodation. Absent a legitimate, business need, 

management does not retain medical documentation associated with requests for 

reasonable accommodation after forwarding the complete file to the Disability Program 

Manager. The Disability Program Manager collects and maintains the original files on all 

requests for reasonable accommodation, which will be used to:

a. Protect confidentiality and privacy of the individual;

b. Ensure consistency in the handling of requests for reasonable accommodation;

c. Measure the FDIC’s efforts in supporting its Disability Employment Program; and

d. Track the FDIC’s processing of requests for reasonable accommodations for 

purposes of reporting to the U.S. Equal Employment Opportunity Commission.
 Directive 2710.5 17

Responsibilities

A. Employee/Applicant

1. Submits request for reasonable accommodation; 

2. Provides medical documentation, upon request from the Deciding Official, Supervisor, or

the Disability Program Manager; and

3. Engages in the interactive communication process with the Deciding Official, Supervisor, 

or Disability Program Manager, as appropriate.

B. Support Coordinator (For Employees with Intellectual disabilities)

1. Assists employees (or applicants for employment) in participating in the reasonable 

accommodation process; and

2. Promotes the individual’s best interest in the workplace.

C. Disability Program Manager

1. Coordinates the reasonable accommodation process;

2. Provides guidance to managers and individuals in seeking and providing reasonable 

accommodations;

3. Serves as a neutral advisor on requests for reasonable accommodation; and

4. Maintains the original files on requests for reasonable accommodations. 

D. Reviewing Official

1. Reviews the Deciding Official’s decision when a request for reasonable accommodation 

is denied and a request for reconsideration is filed by the employee (or applicant for 

employment); 

a. Employees – the Reviewing Official is the Deciding Official’s first line supervisor;
 Directive 2710.5 18

b. Applicants in Headquarters – the Reviewing Official is the DOA/HRB Deputy 

Director;

c. Applicants in Regional, Area, and Field Offices – the Reviewing Official is the 

Regional Human Resources (HR) Manager;

d. Applicants with the OIG – the reviewing Official is the Deputy Assistant Inspector 

General for Management.

2. Has the authority to uphold, modify, or reverse the decision to deny the reasonable 

accommodation.

E. Deciding Official

1. Decides whether an individual is provided a reasonable accommodation and is 

responsible for approving an effective reasonable accommodation that does not impose 

an undue burden on the agency, but is not required to approve the specific 

accommodation(s) requested by an employee or his or her health care provider: 

a. Employees – the Deciding Official may be the first level supervisor or another 

manager in the employee’s chain of command; or 

b. Applicant – the Deciding Official is the Human Resources (HR) Specialist identified in 

the vacancy announcement.

2. Analyzes the particular job involved, including reviewing the relevant position description 

and determining its purpose and essential functions;

3. Consults with the individual requesting an accommodation to ascertain the precise jobrelated limitations imposed by the individual's disability and how those limitations could 

be overcome with a reasonable accommodation;

4. Identifies potential accommodations and assess the effectiveness each would have in 

enabling the individual to perform the essential functions of the position, in consultation 

with the individual requesting the accommodation;

5. Considers the preference of the individual requesting an accommodation as well as the 

needs of the FDIC, and selects an appropriate accommodation; and

 

6. Validates with the employee that the accommodation is effective as implemented.
 Directive 2710.5 19

F. Implementing Office

1. Implements the reasonable accommodation once approval of the reasonable 

accommodation is received; 

2. Indicates the actions taken after full implementation of the approved reasonable 

accommodation by completing Section IV of form FDIC 2710/02; and 

3. Forwards the original form FDIC 2710/02 to the Disability Program Manager and a copy 

to the Deciding Official.
Directive 2710.5 20

Appendix

Reasonable Accommodation Resources

FDIC Office of Minority and Women Inclusion

3501 Fairfax Drive

Arlington, VA 22226

 Disability Program Manager for assistance with reasonable accommodation matters;

(703) 562-2096; mflint@fdic.gov or DisabilityProgram@fdic.gov.

 Sign Language Interpreting Services for obtaining interpreters; InterpreterDC@fdic.gov.

 Alternative Dispute Resolution for mediation assistance in dispute resolution; (703) 

562-6073; mmoran@fdic.gov.

 FDIC EEO Counselor and the EEO Complaint Process for initiating an EEO complaint

outlined in 2710.2, EEOC Discrimination Complaint Procedures; (703) 562-6082; (571)

355-1240; or DoBallard@fdic.gov.

FDIC Division of Administration

Corporate Services Branch

3501 Fairfax Drive

Arlington, VA 22226

 Building and facility accessibility.

 Ergonomic workspaces, furniture and equipment; Ergonomic Help Desk at (703) 562-

2600 or ergohelpdesk@fdic.gov.
 Directive 2710.5 21

FDIC Division of Information Technology

3501 Fairfax Drive

Arlington, VA 22226

 Computer hardware, software.

 Telecommunication equipment.

 Access to electronic information.

ADA Disability and Business Technical Assistance Centers (DBTACs)

(800) 949-4232 Voice/TTY 

The DBTACs consist of 10 federally funded regional centers that provide information, training, 

and technical assistance on the ADA. Each center works with local businesses and disability, 

governmental, rehabilitation, and other professional networks to provide current ADA 

information and assistance. The DBTACs can provide information on reasonable 

accommodation and make referrals to local sources of expertise in reasonable accommodation.

Department of Defense’s Computer Assistance/Electronic Accommodations Program

(833) 227-3272 Voice; (571) 384-5629 Videophone

http://www.cap.mil/Default.aspx

Established by the Department of Defense (DoD) in 1990, CAP provides assistive technology 

and reasonable accommodations to people with disabilities and wounded Service members. 

CAP's mission is to ensure that people with disabilities and wounded Service members have 

equal access to the information environment and opportunities in the DoD and throughout the 

Federal government. FDIC is a CAP partner agency.

Job Accommodation Network

(800) 232-9675 Voice/TTY 

http://janweb.icdi.wvu.edu/

A service of the Office of Disability Employment Policy, Department of Labor, JAN can provide 

information, free-of-charge, about many types of reasonable accommodations, personal 

assistance services, and referrals to other organizations that may have particular information 

about accommodations for persons with disabilities.
Directive 2710.5 22

Registry of Interpreters for the Deaf

(301) 608-0050 Voice/TTY

The Registry offers information on locating and using interpreters and transliteration services.

RESNA Technical Assistance Project

(703) 524-6686 Voice; (703) 524-6639 TTY

http://www.resna.org

RESNA, the Rehabilitation Engineering and Assistive Technology Society of North America, can 

refer individuals to projects in all 50 states and the six territories offering technical assistance on 

technology-related services for individuals with disabilities. Services may include:

 Information and referral centers to help determine what devices may assist a person with

a disability (including access to large data bases containing information on thousands of

commercially available assistive technology products);

 Centers where individuals can try out devices and equipment;

 Assistance in obtaining funding for and repairing devices; and

 Equipment exchange and recycling programs.

U.S. Equal Employment Opportunity Commission

(800) 669-3362 Voice; (800) 800-3302 TTY

EEOC has published many ADA and Rehabilitation Act-related documents that may assist both 

individuals requesting reasonable accommodation as well as those involved in the decisionmaking process. Most of these documents are available at www.eeoc.gov. 

EEOC guidance documents and resource materials also include: 

 The Disability-Related Inquiries and Medical Examinations of Employees Under the

Americans with Disabilities Act (July 27, 2000) at

https://www.eeoc.gov/policy/docs/guidance-inquiries.html; and

 Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities

Act (revised October 17, 2002) at

https://www.eeoc.gov/policy/docs/accommodation.html.
 Directive 2710.5 23

Glossary of Terms 

Term Definition

Accessible Format

Formats that are an alternative to standard print and 

are accessible to individuals with disabilities, e.g., 

large print, recorded audio and electronic formats, and 

Braille.

Deciding Official

The management official who decides whether an 

individual will be provided a reasonable 

accommodation. For employees, the Deciding Official 

may be the first-level supervisor of the individual 

requesting the accommodation, or another supervisor 

or manager in an individual’s chain of command. For 

applicants for employment, the Deciding Official is the 

Human Resources (HR) Specialist identified in the 

vacancy announcement or as otherwise designated.

Disability

 A physical or mental impairment that substantially 

limits one or more of the major life activities of an 

individual;

 A record of such impairment; or

 Being regarded as having such impairment.

Disability Program Manager

The FDIC employee who coordinates the reasonable 

accommodation process, provides guidance to 

managers and individuals in seeking and providing 

reasonable accommodations, and serves as a neutral 

advisor on requests for reasonable accommodation.

Essential Functions

Job duties fundamental to the position that an 

individual holds or desires. A job function may be 

considered “essential” for several reasons including, 

but not limited to:

 The position exists to perform the specific job 

function;

 There are a limited number of other employees 

who could perform the job function; or

 The job function is specialized and the individual is 

hired based on his/her ability to perform that 

function. 
 Directive 2710.5 24

Term Definition

Federal Occupational Health (FOH)

A non-appropriated agency within the Program

Support Center of the U.S. Department of Health and 

Human Services. The FOH works in partnership with 

federal organizations to design and deliver 

comprehensive occupational health solutions 

exclusively to federal employees. Under a contractual 

agreement with the FDIC, FOH physicians review 

some requests for reasonable accommodation, and, 

when necessary, consult with the requesting 

individual’s healthcare provider(s) concerning the 

individual’s disability and appropriate reasonable 

accommodations. Depending on their complexity, 

reasonable accommodation requests may be referred 

to the FOH for review at the request of the Deciding 

Official or other appropriate officials. 

Has a Record of Such Impairment

The individual has a history of, or has been classified 

as having, a mental or physical impairment that 

substantially limits one or more major life activities.

Implementing Office

The Division/Office responsible for providing the 

accommodation, acquiring equipment or services, or 

making the facilities readily accessible to 

accommodate individuals with disabilities. 

For example, DIT is the Implementing Office for 

computer hardware and software, OMWI provides sign 

language interpreting services, and DOA ensures 

facility accessibility and provides ergonomic 

assessments of employee work spaces, furniture, and 

equipment.

Individual Employee or applicant for employment.
 Directive 2710.5 25

Term Definition

Interactive Process

Flexible communication between management and the 

individual requesting a reasonable accommodation to 

identify the precise limitations resulting from the disability, 

and potential reasonable accommodations that could 

overcome those limitations. Once an individual has 

requested a reasonable accommodation, management:

 Analyzes the particular job involved, including 

reviewing the relevant position description and 

determining its purpose and essential functions;

 Consults with the individual requesting an 

accommodation to ascertain the precise job-related 

limitations imposed by the individual's disability and 

how those limitations could be overcome with a 

reasonable accommodation;

 In consultation with the individual requesting an 

accommodation, identifies potential accommodations 

and assess the effectiveness each would have in 

enabling the individual to perform the essential 

functions of the position; and,

 Considers the preference of the individual requesting 

an accommodation as well as the needs of the FDIC, 

and selects and implements an appropriate 

accommodation, which may or may not be the 

requested accommodation. 

In some instances, the appropriate reasonable 

accommodation may be so obvious that it may be 

unnecessary to proceed in this step-by-step fashion; for 

example, if an employee who uses a wheelchair requests 

that his or her desk be placed on blocks to elevate the 

desktop. In other instances, however, neither the 

individual requesting the accommodation nor 

management may be able to readily identify an 

appropriate accommodation. Under such circumstances, 

it may be necessary for management to initiate a 

problem-solving process, such as the step-by-step 

interactive process described above, as part of the effort 

to identify an appropriate reasonable accommodation.
 Directive 2710.5 26

Term Definition

Major Life Activities

Include, but are not limited to, caring for oneself, 

performing manual tasks, seeing, hearing, eating, 

sleeping, walking, standing, lifting, bending, speaking, 

breathing, learning, reading, concentrating, thinking, 

communicating, and working. A major life activity also 

includes the operation of a major bodily function, 

including, but not limited to, functions of the immune 

system, normal cell growth, digestive, bowel, bladder, 

neurological, brain, respiratory, circulatory, endocrine, 

and reproductive functions.

Mental Impairment

A mental or psychological disorder, such as intellectual 

disabilities, organic brain syndrome, emotional or 

mental illness, and specific learning disabilities.

Physical Impairment

A physiological disorder or condition, cosmetic 

disfigurement, or anatomical loss affecting one or more 

of the following body systems: neurological, 

musculoskeletal, special sense organs, respiratory 

(including speech organs), cardiovascular, 

reproductive, digestive, genitourinary, hemic and 

lymphatic, skin, and endocrine.

Qualified Individual with a Disability

One who:

 Satisfies the requisite skill, experience, education, 

and other job-related requirements of the position 

the individual holds or desires; and

 Is able to perform the essential functions of the 

position with or without a reasonable 

accommodation.
 Directive 2710.5 27

Term Definition

Reasonable Accommodation

Modifications/adjustments:

 To the job application process to enable a qualified 

applicant with a disability to be considered for the 

position he or she desires;

 To the work environment, or the way in which the 

position held or desired is customarily performed, 

to enable a qualified individual with a disability to 

perform the essential functions of the position; or 

 That enable an employee with a disability to enjoy 

equal benefits and privileges of employment.

Such modifications/adjustments may include, but are 

not limited to:

 Making existing facilities readily accessible to, and 

usable by, individuals with disabilities; and

 Job restructuring; part-time or modified work 

schedules; reassignment to a vacant, funded 

position; acquisition or modification of equipment or 

devices; appropriate adjustment or modification of 

examinations, training materials, or policies; the 

provision of qualified readers or interpreters; and 

other similar accommodations for individuals with 

disabilities.

Reassignment

A reasonable accommodation of last resort that, 

absent undue hardship, the FDIC will consider if it 

determines that no other reasonable accommodation 

would permit an employee to perform the essential 

functions of his or her current job. The placement of 

an employee in a vacant, funded position, without 

competition, for which the employee is qualified and 

can perform the essential functions, regardless of 

geographic location. If a position of an equal grade is 

not available, an employee may voluntarily accept a 

change to a lower grade, vacant, funded position, 

regardless of geographic location, for which the 

employee is qualified.
 Directive 2710.5 28

Term Definition

Reviewing Official

The management official who reviews the Deciding 

Official’s decision when a request for reasonable 

accommodation is denied and the individual requesting 

the accommodation files a request for reconsideration. 

The Reviewing Official has the authority to uphold, 

modify, or reverse the decision to deny the reasonable 

accommodation. 

For reasonable accommodation requests from 

employees, the Reviewing Official is the Deciding 

Official’s first level supervisor or designee. For 

applicants for employment in Headquarters offices, the 

Reviewing Official is the Deputy Director, Human 

Resources Branch (HRB), DOA, or designee. For 

Regional, Area and Field Office applicants, the

Reviewing Official is the Regional HR Officer. For 

applicants for employment with the OIG, the Reviewing 

Official is the Deputy Assistant Inspector General for 

Management or his/her designee. 

Substantially Limits

The person is:

 Unable to perform a major life activity that an 

average person in the general public can perform; 

 Significantly restricted as to the condition, manner, 

or duration under which an individual can perform a 

particular major life activity as compared to the 

general population. 

The following factors are considered in determining 

whether an individual is substantially limited in a major 

life activity:

 The nature and severity of the impairment;

 The duration or expected duration of the 

impairment; and

 The permanent or long-term impact or the 

expected permanent or long-term impact of the 

impairment.
 Directive 2710.5 29

Term Definition

Support Coordinator

An individual assigned to: 

 Assist employees with intellectual disabilities in 

participating in the reasonable accommodation 

process; and 

 Promote the employee’s best interest in the 

workplace.

Undue Hardship

Significant difficulty or expense the FDIC would incur if 

it provided a particular accommodation. The FDIC is 

not required to provide an accommodation that causes 

undue hardship. Determination of undue hardship is

always considered on a case-by-case basis. The 

criteria to be considered in determining undue 

hardship include the:

 Nature and cost of the accommodation;

 Overall size of the organization. 

 Number of employees, facilities, and size of the 

budget;

 Type of operation, including composition and 

structure of the work force; and,

 Impact of the accommodation on the operation of 

the office, including the impact on the ability of 

other employees to perform their duties, and the 

impact on the office’s ability to conduct business.
 Directive 2710.5 30

Glossary of Acronyms

Acronym Definition

ADA Americans with Disabilities Act

ADR Alternative Dispute Resolution

CAP Computer/Electronic Accommodations Program

DBTACs ADA Disability and Business Technical Assistance 

Centers

DIT Division of Information Technology

DOA Division of Administration

DoD Department of Defense

EEO Equal Employment Opportunity

EEOC Equal Employment Opportunity Commission

FOH Federal Occupational Health

HR Human Resources

HRB Human Resources Branch

JAN Job Accommodation Network

LEAS Labor, Employment, and Administration Section
 Directive 2710.5 31

Acronym Definition

LERS Labor and Employee Relations Section

OIG Office of Inspector General

OMWI Office of Minority and Women Inclusion

RESNA Rehabilitation Engineering and Assistive Technology 

Society of North America

SF Standard Form

TTY Text Telephone
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT H

FDIC Guidance/Procedures for Providing Personal 

Assistance Services
Federal Deposit Insurance Corporation

3501 Fairfax Drive, Arlington, VA 22226-3500 Office of Minority and Women Inclusion

March 29, 2019 

MEMORADUM TO: All Employees

FROM: Saul Schwartz

Director

Office of Minority and Women Inclusion

SUBJECT: Guidance/Procedures for Providing Personal Assistance Services 

This memorandum provides guidance on the proper procedures for requesting and processing 

requests for Personal Assistance Services (PAS) and providing PAS to FDIC employees with 

targeted disabilities in accordance with Equal Employment Opportunity Commission (EEOC) 

regulations. 

On January 3, 2017, the EEOC amended the regulations implementing Section 501 of the 

Rehabilitation Act of 1973, the law that prohibits the Federal Government from discriminating in 

employment on the basis of disability and requires it to engage in affirmative action for people 

with disabilities. Federal agencies are required by the new regulations to provide PAS to 

employees who need them because of targeted disabilities. Individuals with “targeted 

disabilities” are particularly identified by the U.S. Office of Personnel Management as having 

difficulty finding employment. The purpose of focusing on targeted disabilities is to encourage 

the hiring, placement, and advancement of individuals with targeted disabilities in affirmative 

action planning. The current list of targeted disabilities can be found on SF 256, SelfIdentification of Disability. 

When appropriate, the FDIC will provide PAS to employees with targeted disabilities. PAS are 

non-medical assistance with performing activities of daily living, such as assistance with 

removing and putting on clothing, eating, and using the restroom. These services are needed by 

individuals whose specific targeted disabilities make it difficult for them to perform such 

activities on their own. They differ from services that help the individual perform job-related 

tasks, such as sign language interpreters for individuals who are deaf or readers for individuals 

who are blind or have learning disabilities, which are already required as reasonable 

accommodations. 

In addition to reasonable accommodations that may be needed, the FDIC will provide an 

employee with a targeted disability with PAS during work hours and job-related travel if:

1. The employee requires such services because of a targeted disability;

2. Provision of such services would, together with any reasonable accommodation, enable

the employee to perform the essential functions of his or her position; and
2 

3. Provision of such services would not impose undue hardship on the FDIC.

In providing PAS, the FDIC: 

1. Will ensure that PAS are performed by qualified personal assistance service providers,

employees, or independent contractors whose primary job functions include provision of

PAS;

2. May require PAS providers to provide PAS to more than one individual;

3. May require PAS providers to perform tasks unrelated to PAS, but only to the extent that

doing so does not result in failure to provide PAS to the individual; and

4. When selecting someone who will provide PAS to a single individual, give primary

consideration to the individual’s preferences to the extent permitted by law. However, it

may not be possible to honor the individual's preferences in all circumstances.

While they are not requests for reasonable accommodation, requests for PAS will be processed 

under the same procedures and delegated authority used for processing requests for reasonable 

accommodation, as described in FDIC Circular 2710.5, Reasonable Accommodation Program. 
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT I

FDIC FY 2018 Disabled Veterans Affirmative Action 

Program (DVAAP) Report
Federal Deposit Insurance Corporation 

Disabled Veterans Affirmative Action Program (DVAAP) Accomplishment Report 

Fiscal Year 2016 

Federal Deposit Insurance Corporation 

Disabled Veterans Affirmative Action Program 

Fiscal Year 2018 Accomplishment Report 

Fiscal Year 2019 Plan 
Disabled Veterans Affirmative Action Program (DVAAP) Accomplishment 

Report

1. Agency 2. FY

3. POC Name 4. Phone

5. Methods used to recruit and employ disabled veterans, especially those who are 30 percent or

more disabled (Attach supporting addendums if needed)

6. OPM DVAAP Manager Official Use Only: Is there an explanation of the recruitment and employment

methods they have used?

Yes Somewhat No 

Page 1 

Federal Deposit Insurance Corporation 2018

Monica C. Flint (703) 562-2096

In FY 2018, the FDIC attended several diversity recruiting events targeted to Veterans and Veterans with

Disabilities, including four events hosted by the Recruit Military Veterans and four Careers & the disABLED

events. Additionally, the FDIC maintained its relationship with on-campus chapters of Student Veterans of

America, and VetSuccess on Campus Programs at colleges/universities to share real-time information about

FDIC hiring events and job vacancies.

FDIC recruiters specifically targeted Veterans with Disabilities with the education and experience required to

qualify for employment through the Corporate Employee Program (CEP), a four-year career training program

that leads to permanent commissioned financial institution risk and compliance examiner positions.

Participation rates within the examiner workforce have a direct influence on achieving higher participation rates

within the broader FDIC workforce, to include management. The FDIC’s recruitment strategy for Veterans with

Disabilities ensures that Veterans with Disabilities are targeted and recruited for the CEP. During FY 2018, the

CEP hired a total of 136 employees. Of those hired, 15 (11.0 percent) were Veterans, and 10 (7.4 percent)

were identified as Veterans with Disabilities of 30% or more. The FDIC increased its hiring of Veterans with

Disabilities of 30% or more in the CEP by 1.2 percentage points from 6.2 percent in FY 2017.

In 2018, the FDIC placed a one-half page advertisement in U.S. Veterans magazine highlighting employment

opportunities with the agency. U.S. Veterans is a DiversityComm publication that targets active duty military

and Veterans for employment and procurement opportunities. In October 2018, the FDIC participated in the

MBA Veterans Career Conference, and the UNDERGRADUVETS & CADETS conference, where we shared

information on the CEP and other FDIC career opportunities. The FDIC continued to expand its branding and

outreach to Veterans, to include updating recruitment materials such as FDIC Hires Veterans tabletop displays

and literature on Schedule A disability hiring to attract Veterans at outreach events.

The FDIC continued to utilize the Department of Labor's Workforce Recruitment Program (WRP), and other

resources for identifying individuals with disabilities. Standard Operating Procedures were created and

distributed to all WRP selecting officials to ensure Veterans' preference was followed in the selection of WRP

interns. All of the FDIC’s Job Opportunity Announcements (JOAs) have information on Veterans' preference

and provide information for applicants eligible under the Veterans Employment Opportunity Act of 1998, as

amended, Veterans Recruitment Appointments, and 30% or more Veterans' preference authority. The JOAs

also directed applicants to the “Feds Hire Vets” website (fedshirevets.gov) for additional information.
7. Methods used to provide or improve internal advancement opportunities for disabled veterans

(Attach supporting addendums if needed)

8. OPM DVAAP Manager Official Use Only: Does agency explain the career advancement methods they have

used?

Yes Somewhat No

Page 2 

Demonstrating its commitment to providing and improving internal advancement opportunities for Veterans with

Disabilities, in FY 2018, the FDIC used several initiatives, including Career Development Plans (CDP),

Professional Learning Accounts (PLA), Mentoring, Leadership Development, and detail assignments filled by

Expressions of Interest (EOIs). These initiatives are discussed in more detail below.

The CDP is a personal development strategy covering a wide variety of activities designed to facilitate

employees' career development. Of the 2,682 employees who had completed a CDP by the end of FY 2018,

3.9 percent (105) were Veterans with Disabilities, and 2.2 percent (59) were Veterans with Disabilities of 30% or

more, which is an increase over the 2017 CDP participation rates of 3.4 percent of Veterans with Disabilities

and 2.0 percent of Veterans with Disabilities of 30% or more. These percentages are equal to or slightly below

the FDIC’s employee representation in the workforce of 3.9 and 2.6 percent, respectively.

The PLA provides a specified annual amount of funds for eligible employees to support their learning and

developmental needs. Of the 2,484 employees who used their PLA funds during FY 2018, 3.5 percent (86)

were Veterans with Disabilities, and 2.0 percent (50) were Veterans with Disabilities of 30% or more. These

percentages are only slightly below the representation of Veterans with Disabilities and Veterans with

Disabilities of 30% or more in the FDIC’s workforce and those who completed a CDP, respectively.

Under the FDIC’s Career Management Program, the 17th cycle of the Mentoring Program began in March 2018,

and will conclude in March 2019. During this program cycle, the FDIC paired 81 mentees with mentors, for a

total employee participation of 162. Of the participants, 3.1 percent were Veterans (5) and 0.6 percent were

Veterans with Disabilities of 30% or more (1). These percentages are below the overall representation of

Veterans and Veterans with Disabilities of 30% or more in the workforce and below the FY 2017 Mentoring

Program participation rates of 7.3 percent Veterans and 3.7 percent of Veterans with Disabilities of 30% or

more. Additionally, the Leadership Mentoring Program (LMP) supports emerging leaders through one-on-one

guidance in pursuit of their career goals and professional aspirations. There were no Veterans with Disabilities

of the 50 participants, including both mentors and mentees, in the FY 2018 LMP. This is below the percentage

of Veterans and Veterans with Disabilities of 30% or more in the FDIC executive and corporate manager grade

levels based on FY 2018 onboard data. Executive Managers at the FDIC are in the EM grade level; Corporate

Managers are at the CM-1 and CM-2 grade levels and the rest of the workforce is in the Corporate Grade levels

(CG).

During FY 2018, 29 employees were selected to participate in the FDIC's Leadership Development Programs,

which include: Aspiring Leader Program for grades CG 4-6; New Leader Program for grades CG 7-10;

Executive Leadership Program for grades CG 11-13; Executive Potential Program for grades CG 14-CM 1; and,

Master of Business Administration Degree Program for grades CM or EM, Capitol Hill Fellowship Program for

grades CG 13-15, Senior Executive Fellows for CM 1 and CM 2, and Senior Managers in Government for EM

levels. There were no Veterans or Veterans with Disabilities of 30% or more who were selected to participate in

these Leadership Developmental Programs. This number is below the overall representation of Veterans in the

workforce. Steps will be taken to encourage members of the Veterans Employee Resource Group (ERG) to

apply for these programs, and managers will be encouraged to support the applications of Veterans with

Disabilities.
9. A description of how the activities of major operating components and field installations were 

monitored, reviewed, and evaluated (Attach supporting addendums if needed)

10. OPM DVAAP Manager Official Use Only: Does agency describe how they monitored, reviewed and 

evaluated their DVAAP Activities? (If applicable as well as for major operating components and field 

installations)

Yes Somewhat No 

Page 3 

The FDIC's Office of Minority and Women Inclusion (OMWI) made the FY 2017 DVAAP available to all

managers, supervisors, and employees via the FDIC intranet, and provided technical assistance to supervisors

and managers regarding Veterans with Disabilities and reasonable accommodations. Workforce profiles were

also generated throughout the year via the FDIC’s Diversity and Inclusion Analytics Dashboard and other data

sources. This allows for the review, evaluation, and monitoring of progress being made with regard to the hiring

of Veterans with Disabilities in Headquarters, Regional, Area, and Field Offices.

The FDIC reviews the DVAAP as part of its overall diversity and inclusion initiatives, and has established a goal

of recruiting from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn

from all segments of American society. This goal is directly related to the agency’s overarching goal of

recruiting, promoting, retaining, and advancing Veterans with Disabilities as outlined in the DVAAP. In many

respects, the goals and objectives of the DVAAP and the Diversity and Inclusion Strategic Plan are synonymous

because the FDIC’s achievement of the goals and objectives of one plan are fulfilled when the goals and

objectives of the other plan are realized.

The Workplace Excellence (WE) Steering Committee continued during FY 2018, to maintain, enhance, and

institutionalize positive workplace and organizational change, and build upon the successes achieved under the

previous Culture Change initiative. WE's focus areas derive primarily from two sources. The first are the results

from the annual Federal Employee Viewpoint Survey. The survey results are analyzed, discussed, and serve

as a basis to identify areas where opportunities for improvement exist. Second, Divisions and Offices have the

flexibility to identify issues outside of the annual survey where they believe other opportunities for improvement

can be achieved. Action plans will be developed to identify and address these opportunities.

During FY 2018, FDIC executives, managers, and supervisors at Headquarters, Regional, Area, and Field

Offices maintained responsibility for complying with the DVAAP, as well as the Affirmative Employment

Program, which includes a plan for qualified individuals with disabilities and Veterans with Disabilities. They

also were responsible for developing and maintaining a diverse workplace that actively encourages equal

employment opportunities for all employees. To assist them in satisfying these requirements, a total of 761

managers and supervisors attended the EEO and Diversity Workshop for Supervisors classroom training during

the FY 2016 - FY 2017 training cycle. Data from the FY 2018 - 2019 EEO and Diversity Workshop for

Supervisors will be provided in the FY 2019 DVAAP Accomplishment report.

The FDIC updated the 2017 Disability Employment Program Strategic Plan (Plan) and made it a two year plan

spanning 2018 and 2019 to focus on the employment and retention of individuals with disabilities. Goal 1,

Strategy 1.2 of the Plan identified key action items focused on outreach to disabled Veterans and the use of

special hiring authorities for Veterans and Veterans with Disabilities. FDIC Chairman Jelena McWilliams

announced the Plan in an August 2018 message to all employees, and discussed the primary objective in

developing the Plan is to be a model employer of individuals with disabilities. Additionally in September 2018,

all managers and supervisors received a message supporting the strategic objectives of the Plan and goals for

the recruitment, hiring and retention of individuals with disabilities.
11. An explanation of the agency's progress in implementing its affirmative action plan during

the fiscal year. Where progress has not been shown, the report will cite reasons for the lack of

progress, along with specific plans for overcoming cited obstacles to progress 

(Attach supporting addendums if needed)

12. OPM DVAAP Manager Official Use Only: Does agency explain the progress in implementing DVAAP? If

there was no progress, were there reasons for the lack of progress or challenges and specific plans for

overcoming their challenges?

Yes Somewhat No 

Page 4 

In FY 2018, the FDIC's Division of Administration (DOA), Human Resources Branch (HRB) continued to use

existing procedures to identify employment applications received from Veterans with Disabilities. The FDIC

renewed its commitment to support the objectives of Executive Order 13548 to increase the opportunity for

individuals with disabilities to be employed by the Federal government. To achieve this objective, OMWI and

Corporate Recruitment staff identified potential recruiting areas that would include a high representation of

individuals with disabilities, including Veterans and Veterans with Disabilities. Of the 419 new hires in FY 2018,

32 were Veterans (7.6 percent), 19 (4.5 percent) were Veterans with Disabilities, and 13 (3.1 percent) were

Veterans with Disabilities of 30% or more. Although the new hire data is less than the new hire data reported in

FY 2017, it is above the onboard representation and the CLF workforce percentage rate for Veterans with

Disabilities and Veterans with Disabilities of 30% or more. In addition, the FDIC improved the separation and

promotion rates for both Veterans with Disabilities and Veterans with Disabilities of 30% or more.

The FDIC continues to review and refine its strategies for recruiting and identifying Veterans with Disabilities,

and encourages them to apply for employment opportunities at the agency. The full-time Selective Placement

Coordinator (SPC) assists with recruitment efforts for applicants seeking consideration as Veterans, Veterans

with Disabilities, and Veterans with Disabilities of 30% or more. The SPC worked closely with Divisions and

Offices providing advice and guidance on hiring authorities and FDIC to Veterans and Veterans with Disabilities.

Bank examiner positions represent the FDIC's largest occupational group. The extensive travel/physical

requirements for these positions can make it difficult for individuals with disabilities, including Veterans with

Disabilities, to perform the essential functions of the positions. Despite this challenge, the FDIC continued to

explore innovative and effective ways to accommodate individuals with disabilities in these positions, modified

travel schedules, increased telework options, and additional options for portable ergonomic equipment. OMWI

and the FDIC Ergonomics personnel have made presentations to bank examiners and managers in the field and

in Headquarters to increase the awareness of the reasonable accommodation process and new ergonomic

offerings.

The FDIC continues to work with the Veterans and the Corporate Advocacy Network for Disability Opportunities

(CAN DO) ERGs. These two groups have partnered with OMWI to raise awareness for individuals and

Veterans with Disabilities throughout the agency. The FDIC Reasonable Accommodation policy, which outlines

the procedures for requesting a reasonable accommodation, was updated and is currently in the internal review

and approval process.
13. POC’s Name, Email, and Phone Number of Operating Components and Field Installations

(If Applicable)

Page 5 

Designated DVAAP POC:

Name: Monica C. Flint

Title: Disability Program Manager, Diversity and Affirmative Employment Branch, OMWI

Email: mflint@fdic.gov

Phone: (703) 562-2096
Disabled Veterans Affirmative Action Program (DVAAP) Plan and 

Certification 

1. Agency 2. FY

3. POC Name 4. Phone 

5. A statement of the agency's policy with regard to the employment and advancement of 

disabled veterans, especially those who are 30 percent or more disabled (Attach supporting 

addendums if needed) 

6. OPM DVAAP Manager Official Use Only: Did agency provide a policy outline in regards to the 

employment and advancement of disabled veterans, especially those that are 30 percent or more disabled?

Yes Somewhat No

Page 1

Federal Deposit Insurance Corporation 2018

Monica C. Flint (703) 562-2096

Pursuant to FDIC Circular 2710.1, Equal Opportunity Policy, dated November 20, 2015, it is the policy of the

FDIC to promote diversity in its workforce and inclusion in all of its programs and activities, and provide

employees with a work environment that embodies excellence and that acknowledges and honors the diversity

of its employees. All aspects of personnel operations, including recruitment, hiring, promotions, training,

awards, reorganizations, and retention of employees, shall be conducted consistently with equal employment

opportunity principles, FDIC policies, applicable Federal laws, regulations, and executive orders. In addition,

the FDIC's 2018-2019 Disability Employment Program Strategic Plan identifies that the agency will recruit from

a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments

of American society and will strengthen and broaden relationships with Veterans' organizations and other

institutions that serve diverse populations.

In FY 2019, the FDIC will maintain the use of its Affirmative Employment Program (AEP), which helps ensure

equal access to employment for all qualified individuals. The AEP includes: an expressed commitment to equal

employment opportunity; collection of data relevant to the participation of individuals identified by race, ethnicity,

sex, disability, and disabled Veterans; self-assessment; identification and elimination of barriers; and reporting.

Goal 1, Strategy 1.2 of the 2018-2019 Disability Employment Program Strategic Plan is to increase the applicant

pool of qualified individuals with disabilities, with key action items focusing on outreach to disabled Veterans

organizations and the use of special hiring authorities for Veterans.

Overall program responsibility for the development and implementation of the FDIC’s DVAAP is assigned to the

Office of Minority and Women Inclusion (OMWI). The Chief, Diversity and Affirmative Employment Branch and

Disability Program Manager are responsible for evaluating and monitoring the DVAAP. FDIC Division and

Office Directors, as well as FDIC managers, including Regional Directors, are responsible for working with

OMWI on the development, implementation, oversight, and success of the DVAAP. They are also responsible

for ensuring that qualified Veterans with Disabilities are provided equal opportunities in all facets of employment,

including hiring, training, development, advancement, and retention.
7. An assessment of the current status of disabled veteran employment within the agency, with 

emphasis on those veterans who are 30 percent or more disabled (Attach supporting 

graphs/charts if needed) 

8. Total # 

Employees 

9. # Of 

Veterans 

10. # Of Disabled 

Veterans 

11. # Of 30% Or More 

Disabled Veterans 

12. OPM DVAAP Manager Official Use Only: Did agency provide an assessment of the current status of 

disabled veterans, especially those that are 30 percent or more disabled?

Yes Somewhat No

Page 2

As of September 30, 2018, the FDIC’s total workforce was 6,035 employees, representing a decrease of 201

employees from the FY 2017 total of 6,236. Veterans comprised 8.8 percent of the total workforce, a decrease

of 0.3 percentage points from 9.1 percent in FY 2017. Veterans without Disabilities made up 4.8 percent of the

workforce, a decrease of 0.6 percentage points from the 5.4 percent rate in FY 2017. However, the

representation of Veterans with Disabilities increased from 3.8 percent in FY 2017 to 3.9 percent in FY 2018,

and continues to be well above the Civilian Labor Force (CLF) workforce percentage of 1.4 percent. The FDIC’s

percentage of Veterans with Disabilities of 30% or more increased to 2.6 percent from 2.3 percent in FY 2017,

and is well above the CLF rate of 0.6 percent.

Of the 419 new hires during FY 2018, 32 were Veterans, for an overall rate of 7.6 percent. Veterans with

Disabilities (19) represented 4.5 percent of all new hires, which is higher than their current FDIC workforce

representation of 3.9 percent, and significantly above the CLF rate of 1.4 percent. Veterans with Disabilities of

30% or more (13) made up 3.1 percent of all new hires, which is also considerably higher than their FDIC

workforce representation of 2.6 percent, and exceeds the CLF rate of 0.8 percent.

Of the 618 employees who separated from the FDIC during FY 2018, 76 were Veterans, for an overall rate of

12.3 percent, which is lower than the 14.1 percent who separated in FY 2017, and is above their representation

in the workforce of 8.8 percent. Veterans with Disabilities (30) separated from the FDIC at a rate of 4.9 percent

during FY 2018, which is lower than the separation rate of 6.1 in FY 2017, but higher than their workforce

representation of 3.9 percent. Veterans with Disabilities of 30% or more (15) separated at a rate of 2.4 percent,

which is less than their workforce representation of 2.6 percent and a decrease in the separation rate of 3.7 in

FY 2017.

Overall, the FDIC increased onboard percentages for Veterans with Disabilities and Veterans with Disabilities of

30% or more in FY 2018. In addition, the rate of new hires for Veterans with Disabilities and Veterans with

Disabilities of 30% or more increased above the current workforce representation while the separation rate for

both groups decreased. The FDIC will continue to monitor the separation and new hire rates of Veterans and

Veterans with Disabilities in its workforce. If a negative trend is identified, the FDIC will conduct an analysis to

determine why Veterans and Veterans with Disabilities are leaving, and identify specific actions to attempt to

mitigate the attrition.

6,035 528 237 155
13. A description of recruiting methods which will be used to seek out disabled veteran 

applicants, including special steps to be taken to recruit veterans who are 30 percent or more 

disabled (Attach supporting addendums if needed) 

14. OPM DVAAP Manager Official Use Only: Did agency provide a description of recruiting methods that 

they will use to seek out disabled veterans? 

Yes Somewhat No

15. OPM DVAAP Manager Official Use Only: Did agency provide special steps that would be taken to recruit 

30 percent or more disabled veterans? 

Yes Somewhat No

Page 3

During FY 2019, the FDIC will continue to hire qualified Veterans with Disabilities using both competitive and

noncompetitive hiring authorities. The FDIC will continue to include in their vacancy announcements detailed

information on special hiring authorities for recruitment and selection of Veterans with Disabilities and how to

request a reasonable accommodation. Additionally, the FDIC will use the Workforce Recruitment Program

(WRP) to find Disabled Veterans for non-competitive appointments. The Department of Labor (DOL) WRP

program managers will present on the benefits of the WRP to interested Human Resources (HR) Specialists,

Administrative Officers, supervisors and managers in December 2018. The Disability Program Manager and the

Selective Placement Coordinator will assist managers and offices in searching for disabled Veterans through

the WRP database. The FDIC will also participate in Pathways Programs to provide internship opportunities for

college students with disabilities, including Veterans with Disabilities, and will also exhibit at career fairs and

similar events that are targeted to Veterans and Veterans with Disabilities. The FDIC’s OMWI will continue to

work closely with the Division of Administration’s Selective Placement Coordinator and other DOA staff in these

efforts.

In addition to targeted recruitment and outreach efforts at colleges and universities, the FDIC’s Corporate

Recruitment staff will continue its tradition of participating in diversity recruiting events with agencies,

organizations, and groups that work with, and provide services for Veterans and Veterans with Disabilities.

These efforts may include events with the Department of Veterans Affairs, U.S. Chamber of Commerce, local

chapters of Veterans Service Organizations such as Wounded Warrior Project; The American Legion; American

Veterans; Disabled American Veterans; Iraq and Afghanistan Veterans of America; Military Officers Association

of America, and other organizations whose primary missions are to support Veterans and Veterans with

Disabilities by working to help them obtain gainful employment. Corporate Recruitment also plans to renew its

participation in career fairs, Hire our Heroes events, Recruit Military Veterans Job Fairs, and job fairs/forums for

transitioning service members at participating military installations.
16. A description of how the agency will provide or improve internal advancement opportunities 

for disabled veterans (Attach supporting addendums if needed) 

17. OPM DVAAP Manager Official Use Only: Did agency provide a description of how they will provide 

internal advancement opportunities for disabled veterans? 

Yes Somewhat No

18. OPM DVAAP Manager Official Use Only: If needed, is there a plan of how the agency will improve 

internal advancement opportunities for disabled veterans? 

Yes Somewhat No Not Needed 

Page 4

A review of available information reveals that Veterans at the FDIC were promoted at a rate of 12.7 percent

during FY 2018, which is higher than the 11.3 percent rate during FY 2017, and higher than their current

representation in the workforce of 8.8 percent. Veterans with Disabilities were promoted at a rate of 7.5

percent, an increase over the rate of 5.7 percent in FY 2017, and above their workforce representation of 3.9

percent. Veterans with Disabilities of 30% or more were promoted at a rate of 4.6 percent in FY 2018, which is

significantly higher than the 3.6 percent rate achieved in FY 2017, and above their workforce representation of

2.6 percent. This information indicates that the FDIC has provided internal advancement opportunities for both

Veterans and Veterans with disabilities FY 2018.

To continue providing internal advancement opportunities for Veterans with Disabilities during FY 2019, the

FDIC will maintain its tradition of offering programs to facilitate promoting and developing Veterans with

Disabilities and Veterans with Disabilities of 30% or more. All eligible employees will be encouraged to work

with their supervisors to develop a Career Development Plan. Training courses and learning events will also be

available to all eligible employees, including Veterans with Disabilities, through the Professional Learning

Accounts Program. The FDIC will also continue to provide developmental opportunities to interested Veterans

with Disabilities through the upcoming 18th cycle of its Mentoring Program. The Veterans Employee Resource

Group (ERG) and the Corporate Advocacy Network for Disability Opportunities (CAN DO) ERG will be

instrumental in helping to increase awareness of personal development tools available to disabled Veterans.

Corporate University will support employee participation by Veterans with Disabilities in the FDIC's external

leadership development programs, to include: Aspiring Leader Program; Executive Leadership Program;

Executive Potential Program; and Master of Business Administration Degree Program, Capitol Hill Fellowship

Program, Senior Executive Fellows, and Senior Managers in Government program. Additionally, all eligible

employees, including Veterans with Disabilities, will be provided an opportunity to apply for, and participate in

detail opportunities via the FDIC’s Expression of Interest Program. In addition, the Veterans ERG will be

encouraged to meet with the Career Management Program (CMP) to ensure they are using all available tools

for promotion and advancement. The FDIC will continue its use of an Employee Counseling Service to ensure

that all employees, including Veterans with Disabilities have access to counseling services during FY 2019.

Training resources and articles for re-integration and workplace advancement will be provided to assist

Veterans with Disabilities. Additionally, when Reserve and/or Guard members return from deployment during

FY 2019, the staff of FDIC’s WorkLife Program will continue its use of Employee Counseling Services to provide

access to counseling services to all employees, as well as their family members and significant others. These

services, are provided by WorkLife Connections at no cost to FDIC employees, including Veterans and

Veterans with Disabilities, provide a short-term confidential counseling program accessible 24 hours a day. The

WorkLife program will also continue to update the external FDIC Reserve and Guard website, which houses

several articles, including “Returning to Family Life After Military Deployment,” “Returning to Work Following

Military Duty,” and “Coping with Post-Traumatic Stress."
19. A description of how the agency will inform its operating components and field installations, 

on a regular basis, of their responsibilities for employing and advancing disabled veterans 

(Attach supporting addendums if needed) 

20. OPM DVAAP Manager Official Use Only: Did agency provide a description on how they will inform their 

operating components and field installations, on responsibilities such as the employment and advancement of 

disabled veterans? (Not Applicable for agencies that do not have operating components or field installations) 

Yes Somewhat No Not Applicable 

Page 5

To achieve its planned objectives, the FDIC will continue to provide extensive information on special hiring

authorities (Veterans Recruitment Appointments, Veterans Employment Opportunity Act of 1998, as amended,

Veterans with Disabilities of 30% or more, and Schedule A) for hiring qualified Veterans with Disabilities in its

required EEO training for supervisors, managers and supervisors. An electronic message will be sent through

the FDIC's personnel system to senior leadership encouraging them, as well as managers/supervisors at all

levels to utilize, to the extent possible, special hiring authorities to hire qualified Veterans with Disabilities.

The FDIC will continue to implement the finalized 2018-2019 Disability Employment Program Strategic Plan.

OMWI will hold regular meetings with key agency stakeholders to identify areas of the Disability Employment

Program Strategic Plan and Special Program Plan for the Recruitment, Hiring, Advancement, and Retention of

Persons with Disabilities (Part J of the MD-715) that can be implemented to promote the employment and

advancement of Veterans with Disabilities. Additionally, OMWI will continue to work with the Chairman’s

Diversity Advisory Councils across the country to host disability awareness events and information exchange

sessions on the reasonable accommodation process, Schedule A, and other special hiring authorities. These

programs will help to encourage understanding and awareness of individuals with disabilities, including

Veterans with Disabilities, as well as encourage the use of reasonable accommodation, while removing

preconceived stereotypes about individuals with disabilities.

OMWI will continue to resurvey the FDIC's workforce, twice a year, using OPM’s Standard Form 256 (SF-256,

Self-Identification of Disability). This updated information will be used with existing personnel data on Veterans

status to improve the accuracy of FDIC data on Veterans with Disabilities who have not otherwise self-identified

their disabilities. The Disability Program Manager will continue to increase outreach and communication to the

Regional and Field Offices to promote the self-identification process through email notifications, posters, and

discussions with Assistant Regional Directors and Field Office Supervisors. The regularly updated data will

allow the FDIC to better evaluate the effectiveness of efforts to hire, train, promote, award, and retain individuals

with disabilities, including Veterans with Disabilities.

OMWI will use the resources of the Veterans and CAN DO ERGs to offer employees an opportunity to network,

address common issues and concerns, and receive support from those who share similar backgrounds,

experiences or interests. The CAN DO and Veterans ERGs will coordinate with OMWI and WorkLife to highlight

various disability-related observance days and months throughout the year, and highlight disabilities prevalent

among the Veteran community. OMWI will continue to conduct a national Veterans Day Program as part of its

Diversity Education Series of programs. This program will be held in Washington, D.C. but accessible to all

agency employees nationwide. The 2018 national Veterans Day Program was attended by many FDIC

employees in person or through videoconferencing technology and FDIC TV. OMWI will also update the

“Reasonable Accommodation: Rights and Responsibilities” brochure to reflect the updated Reasonable

Accommodation Circular and the appropriate contact information for the Disability Program Manager and

distribute the brochure to the workforce.
21. A description of how the agency will monitor, review, and evaluate its planned efforts, 

including implementation at operating component and field installation levels during the period 

covered by the plan (Attach supporting addendums if needed) 

22. OPM DVAAP Manager Official Use Only: Did agency provide a description on how they will monitor, 

review and evaluate its planned efforts? (If applicable as well as for major operating components and field 

installations) 

Yes Somewhat No

Page 6

During FY 2019, the FDIC will maintain its goal of being an “employer of choice” for recruiting, hiring, retaining,

and advancing all employees, including Veterans with Disabilities. To support this goal the Veterans ERG will

make a presentation to the Diversity and Inclusion Executive Advisory Committee to engage senior executives

on Veterans issues. In addition, the OMWI Director will continue to meet with the Veterans ERG throughout the

year. To ensure continued achievement of this goal, the FDIC will analyze and monitor its workforce profiles on

a quarterly basis, as well as review and evaluate the initiatives delineated in the DVAAP to ensure they are

being carried out as planned. OMWI will follow up with the representatives in Headquarters, Regional, Area,

and Field Offices to ensure that planned initiatives are being successfully implemented at all levels.
23. POC’s Name, Email, and Phone Number of Operating Components and Field Installations

(If Applicable) 

Page 7

Designated DVAAP POC:

Name: Monica C. Flint

Title: Disability Program Manager, Diversity and Affirmative Employment Branch, OMWI

Email: mflint@fdic.gov

Phone: (703) 562-2096
Plan Certification 

The plans shall cover a time period of not less than one year, and may cover a longer period if concurrent with 

the agency's Section 501(b) Plan. Each plan must specify the period of time it covers. 

Agency must have a plan covering all of its operating components and field installations. The plan shall include 

instructions assigning specific responsibilities on affirmative actions to be taken by the agency's operating 

components and field installations to promote the employment and advancement of disabled veterans. OPM 

must be informed when headquarters offices require plans at the field or installation level. 

Agency operating components and field installations must have a copy of the plan covering them, and must 

implement their responsibilities under the plan. OPM may require operating components and field installations 

to develop separate plans in accordance with program guidance and/or instructions. 

Certification 

The below certification indicates that the program is being implemented as required by 5 CFR Part 720,

Subpart C and appropriate guidance issued by the U.S. Office of Personnel Management. Additionally, this 

agency has a current plan as required by the regulation. 

Please type or print clearly. After an original signature is obtained, scan and return this sheet. 

24. Dates of the Period of Time the Plan is Covered From To

25. Agency Name

26. DVAAP POC’s Name

27. Title

28. Telephone Number 29. Email

30. Date Plan Last Amended 31. Date Effective

32. DVAAP Certifying Official’s Name

33. Title

34. Telephone Number 35. Email

36. DVAAP Certifying Official Signature 37. Date

Page 8

10/01/2018 09/30/2019

Federal Deposit Insurance Corporation

Monica C. Flint

Disability Program Manager

(703) 562-2096 mflint@fdic.gov

10/01/2017 10/01/2017

Saul Schwartz

Director, OMWI

(703) 562-2305 sschwartz@fdic.gov
U.S. Equal Employment Opportunity Commission

FY 2018 - FEDERAL AGENCY ANNUALEEO PROGRAM STATUS REPORT 

Federal Deposit Insurance Corporation

ATTACHMENT J

FDIC 2018 Federal Employee Viewpoint Survey Results
 

FDIC 2018 Federal Employee 

Viewpoint Survey Results 

Results for: 

FDIC Overall 

August 2018 

U.S. Office of Personnel Management 
Table of Contents 

► How To Use This Report 3 

► Dimension Results 4 

► Top 10 and Bottom 10 Differences Compared to 2017 Survey Results 6 

► Dimension Item Results 7 

► Additional Item Results 13 

► Comment Categorizations 16 

► Respondent Demographics 17 

2 
How to Use this Report 

General 

► This report outlines results for the FDIC 2018 Federal Employee Viewpoint Survey. Data is provided at the 

dimension and item (question) level. In addition, when available, comparisons are provided to previous 

survey results. 

► Significant differences compared to previous survey results and FDIC overall results are highlighted in green 

(positive difference) and red (negative difference). Significance is determined based on the maximum 

margin of error. 

Dimension Results 

► This section summarizes your organization's scores on the FDIC dimensions. The statistics are the same as 

those in the Item Results sections, and are calculated as the average of item scores. 

► The information in this section is useful for benchmarking and for identifying broad areas of strength and 

opportunity. 

Top 10 and Bottom 10 Differences Compared to 2017 Survey Results 

► This section shows the top 10 differences compared to 2017, and the bottom 10 differences compared to 

2017. 

► Use this section to quickly identify actionable strengths and challenges. 

Item Results 

► This section shows detailed results for each item on the survey. The report shows the percentage of 

respondents who chose each response option. 

► The information in this section is useful for identifying specific strengths and targeting specific areas for 

improvement. 

Interpreting the Results 

► Survey Dates: May 21, 2018 through June 29, 2018 

► Population: 6042 

► Number of Surveys Completed: 4058 

► Response Rate: 67.2% 

► Maximum Margin of Error: +- 0.9% 

Determining Key Findings 

► To determine Strengths and Possible Opportunities to improve (or continue improving), take into account the 

percent favorable of each item, comparison of items to previous survey results (if available). 

► Areas of strength can be identified by having a relatively high percent favorable rating. 

► Possible opportunities for improvement are the opposite; that is, they can be identified by having a relatively 

low percent favorable. 

3 
 

 

 

 

61 23 17

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

Empowerment & Decision Making 

Fairness & Diversity 

Immediate Supervision 

Leadership Overall 

Mission & Strategy 

Open Communications 

Overall Satisfaction 

Performance Management 

Resources 

Rewards, Recognition & 

Advancement 

Training & Development 

Work Environment 

Work/Life Balance 

DIMENSION RESULTS 

Favorable Neutral Unfavorable

61 23 17

73 16 11

80 11 9

69 19 12

92 6 3

66 20 14

83 11 6

67 17 16

71 14 15

63 19 18

73 17 11

81 10 8

77 11 12

Differences 

2017 

-1 

-1 

-1 

-2 

1 

-1 

-1 

-1 

1 

-1 

-1 

0 

-1 

4 
 

 

 

 

 

 

72 16 12

72 16 12

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION RESULTS 

Favorable Neutral Unfavorable

Differences 

2017 

Corporate Value - Accountability 

91 7 3

Corporate Value - Competence 

72 16 12

Corporate Value - Effectiveness 

60 22 18

Corporate Value - Fairness 

69 18 13

Corporate Value - Integrity 

71 16 13

Corporate Value - Teamwork 

74 16 10

1 

-1 

-1 

-1 

-1 

-1 

5 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

Top 10 and Bottom 10 Differences Compared to 2017 Survey Results 

Top 10 Favorable Neutral Unfavorable

42. My organization has prepared employees for potential 

security threats. 

35. My work unit has the job-relevant knowledge and skills 

necessary to accomplish organizational goals. 

12. I know how my work relates to the agency's goals. 

24. How would you rate: Your opportunities for career 

development other than promotions? 

26. My work unit is able to recruit people with the right skills. 

34. How would you rate the overall quality of work done by 

your work unit? 

16. I am held accountable for achieving results. 

45. My agency is successful at accomplishing its mission. 

48. How would you rate FDIC on: Communicating information 

downward to all levels of FDIC? 

17. I can disclose a suspected violation of any law, rule or 

regulation without fear of reprisal. 

Bottom 10 

120. I am allocated sufficient time to conduct bank 

examinations. 

32. The skill level in my work unit has improved in the past 

year. 

47. I believe the results of this survey will be used to make 

my agency a better place to work. 

36. Employees have a feeling of personal empowerment with 

respect to work processes. 

69. Overall, how good a job do you feel is being done by your 

immediate supervisor? 

29. In my work unit, differences in performance are 

recognized in a meaningful way. 

51. How would you rate FDIC on: Adopting good ideas 

regardless of where they come from or who suggests them? 

2. I have enough information to do my job well. 

50. How would you rate FDIC on: Applying policies and rules 

consistently to all employees? 

76. Managers support collaboration across work units to 

accomplish work objectives. 

86 9 5

88 10 2

92 6 3

61 21 18

66 18 16

91 7 1

91 7 3

93 6 2

61 27 12

78 12 9

69 16 15

63 26 12

66 20 14

59 21 20

78 13 9

48 26 26

58 27 16

83 9 8

59 24 17

70 18 12

Differences 

2017 

3 

3 

1 

1 

1 

1 

1 

1 

0 

0 

-5 

-4 

-4 

-3 

-3 

-3 

-3 

-2 

-2 

-2 

6 
61 21 18

61 21 18

61 21 18

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Favorable Neutral Unfavorable

Empowerment & Decision Making 

3. I feel encouraged to come up with new and better ways of 

doing things.  61 21 18

16. I am held accountable for achieving results. 

91 7 3

36. Employees have a feeling of personal empowerment with 

respect to work processes.  59 21 20

38. Creativity and innovation are rewarded. 

49 27 24

49. How would you rate FDIC on: Having a reporting structure 

that is conducive to timely decision making? 47 33 21

51. How would you rate FDIC on: Adopting good ideas 

regardless of where they come from or who suggests them? 58 27 16

55. Decisions are made at the appropriate level of the 

organization.  55 26 19

80. How satisfied are you with your involvement in decisions 

that affect your work? 64 21 15

Fairness & Diversity 

17. I can disclose a suspected violation of any law, rule or 

regulation without fear of reprisal.  78 12 9

40. Policies and programs promote diversity in the 

workplace.  76 16 8

43. Arbitrary action, personal favoritism and coercion for 

partisan political purposes are not tolerated.  68 17 15

50. How would you rate FDIC on: Applying policies and rules 

consistently to all employees? 59 24 17

59. My supervisor is committed to a workforce representative 

of all segments of society.  81 14 5

72. Supervisors work well with employees of different 

backgrounds.  77 15 8

Differences 

2017 

-2 

1 

-3 

-1 

-1 

-3 

-1 

-2 

0 

-2 

-1 

-2 

0 

-1 

7 
  

  

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Immediate Supervision 

56. My supervisor supports my need to balance work and 

other life issues. 

57. My supervisor provides me with opportunities to 

demonstrate my leadership skills. 

61. Supervisors in my work unit support employee 

development. 

62. My supervisor listens to what I have to say. 

63. My supervisor treats me with respect. 

65. I have trust and confidence in my supervisor. 

66. How would you rate your immediate supervisor on: 

Valuing individual skills, experience, and knowledge? 

67. How would you rate your immediate supervisor on: 

Soliciting and using your input when making decisions? 

68. How would you rate your immediate supervisor on: 

Providing you with clear and regular feedback about your job 

performance? 

69. Overall, how good a job do you feel is being done by your 

immediate supervisor? 

Leadership Overall 

70. In my organization, leaders generate high levels of 

motivation and commitment in the workforce. 

71. My organization's leaders maintain high standards of 

honesty and integrity. 

74. Managers review and evaluate the organization's 

progress toward meeting its goals and objectives. 

76. Managers support collaboration across work units to 

accomplish work objectives. 

77. Overall, how good a job do you feel is being done by the 

manager directly above your immediate supervisor? 

78. I have a high level of respect for my organization's senior 

leaders. 

79. Senior leaders demonstrate support for Work/Life 

programs. 

83. How satisfied are you with the policies and practices of 

your senior leaders? 

Favorable Neutral Unfavorable

89 6 5

78 13 10

82 10 8

83 9 8

87 7 6

76 12 12

80 11 9

75 14 11

70 17 12

78 13 9

56 25 19

70 18 11

77 16 7

70 18 12

70 18 12

70 18 12

77 16 8

62 25 14

Differences 

2017 

-1 

-2 

-1 

-2 

-1 

-2 

-1 

-1 

-1 

-3 

-2 

-1 

-1 

-2 

-2 

-2 

-1 

0 

8 
 

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Favorable Neutral Unfavorable

Mission & Strategy 

12. I know how my work relates to the agency's goals.

92 6 3

Open Communications 

20. I can freely express my views without fear of retribution.

64 17 19

21. Employees are encouraged to provide feedback and

suggestions up the line (even if bad news). 65 17 19

31. Employees in my work unit share job knowledge with

each other. 83 9 7

48. How would you rate FDIC on: Communicating information

downward to all levels of FDIC? 61 27 12

52. How would you rate FDIC on: Informing employees about

reasons behind decisions that affect them? 47 31 22

53. How would you rate FDIC on: Communications between

Headquarters and the field? 51 32 17

54. When changes are made at the FDIC, communications

are handled well. 56 29 15

62. My supervisor listens to what I have to say.

83 9 8

73. Managers communicate the goals of the organization.

76 15 8

75. Managers promote communication among different work

units. 67 20 14

81. How satisfied are you with the information you receive

from management on what's going on in your organization? 65 21 14

Overall Satisfaction 

4. My work gives me a feeling of personal accomplishment.

79 12 8

5. I like the kind of work I do.

86 10 4

13. The work I do is important.

91 7 2

46. I recommend my organization as a good place to work.

85 11 4

86. Considering everything, how satisfied are you with your

job? 79 13 9

88. Considering everything, how satisfied are you with your

organization? 79 13 8

Differences 

2017 

1 

-1

0 

-2

0 

0 

-2

-1

-2

-1

-2

-1

0 

0 

0 

-2

-2

-1

9 
  

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Favorable Neutral Unfavorable

Performance Management 

6. I know what is expected of me on the job. 

84 9 7

15. My performance appraisal is a fair reflection of my 

performance.  73 13 14

19. In my most recent performance appraisal, I understood 

what I had to do to be rated at different performance levels. 65 16 19

28. In my work unit, steps are taken to deal with a poor 

performer who cannot or will not improve.  42 28 30

29. In my work unit, differences in performance are 

recognized in a meaningful way.  48 26 26

37. Employees are recognized for providing high quality 

products and services.  69 17 14

39. Pay raises depend on how well employees perform their 

jobs.  53 24 23

58. Discussions with my supervisor about my performance 

are worthwhile.  71 15 14

60. My supervisor provides me with constructive suggestions 

to improve my job performance. 71 15 14

64. In the last six months, my supervisor has talked with me 

about my performance. 89 6 5

Resources 

9. I have sufficient resources (for example, people, materials, 

budget) to get my job done.  68 12 19

26. My work unit is able to recruit people with the right skills. 

66 18 16

33. There are enough people to get the job done in my work 

unit. 60 15 25

35. My work unit has the job-relevant knowledge and skills 

necessary to accomplish organizational goals. 88 10 2

Differences 

2017 

-1 

0 

-1 

-2 

-3 

-1 

-2 

-1 

0 

0 

-1 

1 

-1 

3 

10 
 

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Favorable Neutral Unfavorable

Rewards, Recognition & Advancement 

27. Promotions in my work unit are based on merit. 

56 23 21

30. Awards in my work unit depend on how well employees 

perform their jobs. 59 21 20

82. How satisfied are you with the recognition you receive for 

doing a good job? 64 18 17

84. How satisfied are you with your opportunity to get a better 

job in your organization? 53 24 23

87. Considering everything, how satisfied are you with your 

pay? 80 11 9

Training & Development 

1. I am given a real opportunity to improve my skills in my 

organization.  83 9 8

2. I have enough information to do my job well. 

83 9 8

18. My training needs are assessed. 

65 20 15

22. How would you rate: The training new employees receive 

to do their jobs? 69 21 10

23. How would you rate: Training to help you qualify for a 

better job? 60 24 16

24. How would you rate: Your opportunities for career 

development other than promotions? 61 21 18

32. The skill level in my work unit has improved in the past 

year.  63 26 12

35. My work unit has the job-relevant knowledge and skills 

necessary to accomplish organizational goals. 88 10 2

61. Supervisors in my work unit support employee 

development. 82 10 8

85. How satisfied are you with the training you receive for 

your present job? 71 19 10

121. How would you rate: The training and support you have 

received to effectively manage people? 84 14 2

Differences 

2017 

0 

-1 

-1 

-1 

-1 

-2 

-2 

0 

-1 

0 

1 

-4 

3 

-1 

-1 

0 

11 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

DIMENSION ITEM RESULTS 

Favorable Neutral Unfavorable

Work Environment 

10. My workload is reasonable. 

74 12 14

11. My talents are used well in the workplace. 

69 14 17

14. Physical conditions allow employees to perform their jobs 

well.  85 9 6

25. The people I work with cooperate to get the job done. 

86 8 5

41. Employees are protected from health and safety hazards 

on the job.  90 7 3

42. My organization has prepared employees for potential 

security threats.  86 9 5

44. Prohibited Personnel Practices are not tolerated. 

79 12 9

Work/Life Balance 

9. I have sufficient resources (for example, people, materials, 

budget) to get my job done.  68 12 19

10. My workload is reasonable. 

74 12 14

56. My supervisor supports my need to balance work and 

other life issues.  89 6 5

79. Senior leaders demonstrate support for Work/Life 

programs. 77 16 8

Differences 

2017 

0 

-1 

-1 

-1 

-1 

3 

-2 

-1 

0 

-1 

-1 

12 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

ADDITIONAL ITEM RESULTS 

Bank Examiners 

120. I am allocated sufficient time to conduct bank 

examinations. 

Outcomes 

7. When needed I am willing to put in the extra effort to get a 

job done. 

8. I am constantly looking for ways to do my job better. 

34. How would you rate the overall quality of work done by 

your work unit? 

45. My agency is successful at accomplishing its mission. 

47. I believe the results of this survey will be used to make 

my agency a better place to work. 

Work/Life Programs 

89. Please select the response below that BEST describes 

your teleworking schedule 

I telework very infrequently, on an unscheduled or shortterm basis 

I telework, but only about 1 or 2 days per month 

I telework 1 or 2 days per week 

I telework 3 or 4 days per week 

I telework every workday 

I do not telework because I have to be physically present 

on the job 

I do not telework because I have technical issues 

I do not telework because I did not receive approval to do 

so, even though I have the kind of job where I can 

I do not telework because I choose not to telework 

Favorable Neutral Unfavorable

69 16 15

98 21

90 8 2

91 7 1

93 6 2

66 20 14

41%

20%

19%

3%

1%

2%

0%

5%

8%

Differences 

2017 

-5 

0 

0 

1 

1 

-4 

13 
 

 

 

 

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

ADDITIONAL ITEM RESULTS 

Favorable Neutral Unfavorable

90. How satisfied are you with: Telework

82 11 7

Participates in program 91%

I choose not to participate in these programs 4%

These programs are not available to me 4%

I am unaware of these programs 0%

Favorable Neutral Unfavorable

91. How satisfied are you with: AWS

92 6 2

Participates in program 79%

I choose not to participate in these programs 17%

These programs are not available to me 4%

I am unaware of these programs 0%

Favorable Neutral Unfavorable

92. How satisfied are you with: Health and Wellness

Programs 82 15 3

Participates in program 76%

I choose not to participate in these programs 9%

These programs are not available to me 11%

I am unaware of these programs 4%

Favorable Neutral Unfavorable

93. How satisfied are you with: EAP

69 29 2

Participates in program 61%

I choose not to participate in these programs 29%

These programs are not available to me 1%

I am unaware of these programs 9%

14 
 

 

FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

ADDITIONAL ITEM RESULTS 

Favorable Neutral Unfavorable

94. How satisfied are you with: Child care programs 

54 42 4

Participates in program 35%

I choose not to participate in these programs 47%

These programs are not available to me 13%

I am unaware of these programs 6%

Favorable Neutral Unfavorable

95. How satisfied are you with: Elder care programs 

49 48 2

Participates in program 34%

I choose not to participate in these programs 48%

These programs are not available to me 7%

I am unaware of these programs 11%

15 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

Rewards, Recognition & Advancement 

Training & Development 

Leadership Overall 

Resources 

Performance Management 

Work/Life Balance 

Fairness & Diversity 

Empowerment & Decision Making 

Work Environment 

Immediate Supervision 

Mission & Strategy 

Open Communications 

Overall Satisfaction 

COMMENT CATEGORIZATIONS 

11%

10%

10%

9%

9%

9%

9%

7%

7%

6%

6%

5%

3%

16 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

96. What is your supervisory status? 

Non-Supervisor 

Team Leader 

Supervisor 

Manager 

Senior Leader/Executive 2%

97. Are you (Gender): 

Male 

Female 

98. Are you Hispanic or Latino? 

Yes 6%

No 94%

99. Please select the racial category or categories with which 

you most closely identify. 

American Indian or Alaska Native 1%

Asian 5%

Black or African American 15%

Native Hawaiian or Other Pacific Islander 0%

White 76%

Two or more races 3%

100. What is the highest degree or level of education you 

have completed? 

Less than High School 0%

High School Diploma/GED or equivalent 1%

Trade or Technical Certificate 1%

Some College (no degree) 7%

Associates's Degree 2%

Bachelor's Degree 

74%

10%

10%

4%

57%

43%

Master's Degree 

Doctoral/Professional Degree 

53%

10%

25%

17 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

101. What is your age group? 

25 and under 

26-29 

30-39 

40-49 

50-59 

60 or older 

102. What is your current grade level? 

Grade 1-8 

Grade 9-11 

Grade 12 

Grade 13-15 

CG Supervisor/CM 

EM 

Other 

103. What type of appointment do you have? 

Permanent 

Non-Permanent 

Student Intern/Financial Management Scholar 

104. Do you work (Full or Part Time): 

Full Time 

Part Time 

6%

5%

17%

19%

37%

16%

11%

9%

17%

47%

12%

2%

0%

93%

5%

2%

98%

2%

18 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

105. How long have you been with the Federal Government 

(excluding military service)? 

Less than 1 year 4%

1 to 3 years 8%

4 to 5 years 5%

6 to 10 years 25%

11 to 14 years 9%

15 to 20 years 9%

More than 20 years 41%

106. How long have you been with FDIC? 

Less than 1 year 5%

1 to 3 years 11%

4 to 5 years 7%

6 to 10 years 29%

11 to 20 years 14%

More than 20 years 35%

107. Are you considering leaving your organization within the 

next year, and if so, why? 

No 81%

Yes, to retire 6%

Yes, another job in Federal Government 4%

Yes, another job outside Federal Government 4%

Yes, other 4%

108. I am planning to retire: 

Within one year 4%

Between one and three years 11%

Between three and five years 11%

Five or more years 74%

19 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

109. Are you transgender? 

No 

Yes 1%

110. Do you consider yourself to be one or more of the 

following? 

Heterosexual or Straight 

Gay, Lesbian, Bisexual, or Other 

111. What is your US Military Service Status? 

No Prior Military Service 

Currently in National Guard or Reserves 0%

Retired 2%

Separated or Discharged 9%

112. Are you an individual with a disability? 

Yes 10%

No 90%

113. In Which Division/Office do you currently work? 

Corporate University (CU) 5%

Div of Administration (DOA) 6%

Div of Depositor and Consumer Protection (DCP) 14%

Div of Finance (DOF) 3%

CIO Organization 6%

Div of Insurance and Research (DIR) 4%

Div of Resolutions and Receiverships (DRR) 8%

Div of Risk Management Supervision (RMS) 39%

Legal Division (Legal) 9%

Office of Inspector General (OIG) 2%

Office of Complex Financial Institutions (OCFI) 2%

All other Offices (Including Executive Offices) 2%

99%

93%

7%

88%

20 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

114. Please select the appropriate Division/Office (DRR 

Only): 

DRR Headquarters 30%

DRR Region 70%

115. Please select the appropriate Division/Office (RMS 

Only): 

RMS reporting to Headquarters 13%

RMS reporting to Region 22%

RMS reporting to Field 65%

116. What is your location? 

Headquarters 36%

Regional or Area Office 

Atlanta Regional Office 2%

Chicago Regional Office 3%

Dallas/Memphis Regional Office 5%

Kansas City Regional Office 2%

New York/Boston Regional Office 4%

San Francisco Regional Office 2%

Field Office 

Atlanta Region Field Offices 6%

Chicago Region Field Offices 8%

Dallas/Memphis Region Field Offices 8%

Kansas City Region Field Offices 8%

New York/Boston Region Field Offices 7%

San Francisco Region Field Offices 7%

21 
FDIC 2018 Federal Employee Viewpoint Survey Results 

Results for: FDIC Overall, N=4058 

RESPONDENT DEMOGRAPHICS 

117. Are you in a Bargaining Unit position? 

Yes 59%

No 41%

118. Do you work in Consumer Affairs or Community Affairs? 

Yes 2%

No 98%

119. Are you currently in the 0570 Occupational Group? 

No 55%

Yes, Examiner 30%

Yes, Financial Institution Specialist 7%

Yes, Other 8%

22