Federal Deposit Insurance Corporation 

Disabled Veterans Affirmative Action Program 

Fiscal Year 2023 Accomplishment Report 

Fiscal Year 2024 Plan 
Disabled Veterans Affirmative Action Program (DVAAP) Accomplishment 

Report 

1. Agency Federal Deposit Insurance Corporation 2. FY 2023 

3. POC Name Jessica P. Hill 4. Phone (703) 562-2256 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5. Methods used to recruit and employ disabled veterans, especially those who are 30 percent or more 

disabled (Attach supporting addendums if needed) 

In FY 2023, the FDIC attended nineteen diversity events as part of ongoing efforts to recruit veterans, veterans 

with disabilities, and military spouses. Participation at these events represents a significant increase in 

attendance compared to seven diversity events in the previous fiscal year. The agency’s recruitment team 

obtained additional staffing during the reporting year allowing for an increase in veteran outreach. Various 

organizations hosted these events, including: the US Department of Veterans Affairs, Recruit Military, MBA 

Veterans, Corporate Gray, Bender Consulting Services, and Equal Opportunity Publications. The organizations 

were identified as having a large national reach and alignment with our mission. FDIC recruiters placed additional 

emphasis on recruiting veterans with disabilities who had the education and experience required to qualify for 

employment as grade CG-07 Financial Institution Specialists (FIS), a career track that includes three and a one-half 

year training program with the potential to lead to permanent commissioned financial institution risk and 

compliance examiner positions up to the grade level CG-12. Veteran participation rates within the examiner 

workforce have a direct influence on achieving higher veteran participation rates within the broader FDIC 

workforce, including management roles. The FDIC’s recruitment strategy for veterans with disabilities ensures 

they have opportunities to apply for entry-level FIS positions. 

The FDIC engaged in outreach to multiple National Affinity Groups, Veteran Organizations, state Departments of 

Vocational Rehabilitation, over 250 Colleges/Universities, and the FDIC’s internal Employee Resource Groups in 

order to support a diverse applicant pool by sending its vacancy announcements to these groups on a weekly 

basis. The 250 schools were selected using criteria such as: top performing schools, top ranked schools, diversity 

schools, including 20 percent of schools that were ranked best for veterans. During the year, the FDIC posted all 

job advertisements on USAJobs, as well as on the job board of Corporate Gray. This organization helps 

transitioning military personnel connect with civilian employers. Further, the FDIC advertised several positions 

through an existing partnership with Recruit Military, including targeted email campaigns for FIS positions. All of 

the FDIC’s Job Opportunity Announcements include information on veterans’ preference and provide information 

for applicants eligible under the Veterans Employment Opportunity Act of 1998, as amended, Veterans 

Recruitment Appointments, and Veterans with Disabilities of 30 percent or more. 

6. OPM DVAAP Manager Official Use Only: Is there an explanation of the recruitment and employment 

methods they have used? 

Yes ☐ Somewhat ☐ No ☐

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7. Methods used to provide or improve internal advancement opportunities for disabled veterans (Attach 

supporting addendums if needed) 

The FDIC used various methods to provide or improve internal advancement opportunities for veterans with 

disabilities. A summary of the FDIC’s efforts and accomplishments are below. 

Veterans with disabilities participate in career development plans (CDP) above their representation rates. 

We experienced a decrease in CDP participation rates for veterans with disabilities; however, their 

participation rate still exceeds their workforce representation. Employees work with their supervisors and 

FDIC’s Career Management Program to create a personal development strategy that will support their career 

development. Out of 2,168 employees who completed a CDP by the end of FY 2023, 9.9 percent (215 

employees) were veterans, 5.4 percent (118 employees) were veterans with disabilities, and 3.9 percent (84 

employees) were veterans with disabilities of 30 percent or more. The FY 2022 CDP participation rates for 

veterans with disabilities were 6.1 percent and 3.9 percent for veterans with disabilities of 30 percent or 

more. The FY 2023 participation rates for veterans with disabilities exceed both groups’ representation in the 

FDIC employee workforce of 4.9 and 3.7 percent, respectively. 

Veterans with disabilities continue to use FDIC’s Professional Learning Account (PLA) near and above their 

representation rates. The PLA usage remains consistent with the prior fiscal year. Eligible employees are 

allowed to use a specified annual amount of funds to support their learning and developmental needs. Of 

the 1,701 employees who used their PLA funds during FY 2023, 9.1 percent (154 employees) were veterans, 

5.2 percent (88 employees) were veterans with disabilities, and 3.6 percent (62 employees) were veterans 

with disabilities of 30 percent or more. Use of PLA funds by veterans with disabilities exceeded this group’s 

representation in the FDIC workforce, which was 4.9 percent; use of PLA funds by veterans with disabilities of 

30 percent or more was similar to this group’s representation in the FDIC workforce 3.7 percent. 

Participation by veterans and veterans with disabilities in the FDIC’s Mentoring Program remains steady. 

As part of the 2023 Mentoring Program cycle, the FDIC paired 80 mentees with mentors, (a combined effort 

involving 160 employees). Among the participants, 7.5 percent (12 employees) were veterans; 3.8 percent (6 

employees) were veterans with disabilities; and 3.1 percent (5 employees) were veterans with disabilities of 

30 percent or more. These percentages are below their representation in the FDIC’s workforce. However, the 

number of participants in the workforce remained steady. Another avenue that supports advancement is the 

Leadership Mentoring Program (LMP). This program provides emerging leaders with individual guidance in 

pursuit of their career goals and professional aspirations. Out of the 26 mentors and mentees in the FY 2023 

LMP, 3.9 percent (1 participant) was a veteran and none were veterans with disabilities. To support 

participation the FDIC encourages EM and CM employees who are veterans to apply for this program. 

Veterans and veterans with disabilities participated in external leadership development programs at a rate 

that exceeded their representation in the FDIC workforce. During FY 2023, the FDIC selected 19 employees 

to participate in the following leadership development programs: Executive Leadership Program for grades CG 

11-13; Executive Potential Program for grades CG 14-CM 1; Masters of Business Administration for CM and 

EM levels; New Leader Program for grades CG 7-10; Senior Executive Fellows for CM levels; and Senior 

Managers in Government for EM levels. Among this group of 19 selectees, 15.8 percent (3 employees) were 

veterans and 10.5 percent (2 employees) were veterans with disabilities of 30 percent or more. These 

participation rates exceed the groups’ representation in the FDIC workforce. 

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The representation of veterans and veterans with disabilities of 30 percent or more in the Leadership 

Excellence Acceleration Program (LEAP) and Special Assistant Rotational Program exceeded their 

representation rate at the time the agency selected participants. The Special Assistant program provided 

cross-functional experiences to rising FDIC leaders from August 2022 through October 2023. Out of 32 

participants, 9.4 percent (3 employees) were veterans and 3.1 percent (1 employee) was a veteran with 

disabilities of 30 percent or more, outpacing workforce representation percentages for veterans at the time 

participants were selected for the program, which was 8.9 percent. There was a slight decrease in veterans 

with disabilities of 30 percent or more compared to their workforce representation rate of 3.7 percent. In 

contrast to last year, there was an increase in veterans and veterans with disabilities participation in LEAP, 

which is designed to give interested employees the tools to become the FDIC’s leaders of the future. The 

agency heavily promoted LEAP throughout the year, and another cohort began on October 12, 2023. Out of 

the 25 selectees for the most recent cohort, 4.0 percent (1 employee) is a veteran with a disability of 30 

percent or more, which exceeded their workforce representation of 3.7 percent. 

8. OPM DVAAP Manager Official Use Only: Does agency explain the career advancement methods they have used? 

Yes ☐ Somewhat ☐ No ☐

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9. A description of how the activities of major operating components and field installations were 

monitored, reviewed, and evaluated (Attach supporting addendums if needed) 

N/A 

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 ☐

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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) 

Based on the previously mentioned strategies and programs, FDIC employment rates of veterans with disabilities, 

including those veterans with disabilities of 30 percent or more, continued to demonstrate steady progress primarily due 

to veterans’ solid representation among the workforce. As illustrated in Appendix A, Chart 1a, veterans represent 8.9 

percent of the workforce in FY 2023, which represents a slight decrease from 9.0 percent FY 2020. However, the 

representation of veterans with disabilities and veterans with disabilities of 30 percent or more disabled, increased from 

FY 2020 to FY 2023. Veterans with disabilities represent 4.9 percent of the workforce in FY 2023, and this percentage 

increased from 4.4 percent in 2020. Employment rates of veterans with disabilities of 30 percent or more continued to 

trend upward during the same time-period, with FY 2023 representation at 3.7 percent, compared to 3.5 percent in FY 

2022, 3.3 percent in FY 2021, and 3 percent in FY 2020. 

Regarding hiring rate percentages, the FDIC experienced a slowdown for veterans overall, but the actual hiring numbers 

continued to increase for veterans with disabilities, including veterans who are 30 percent or more disabled. As 

illustrated in Appendix A, Chart 1b, veterans with disabilities were 4.2 percent of new hires (35 new hires), which is 

lower than the group’s current FDIC workforce representation of 4.9 percent. Veterans with disabilities of 30 percent or 

more were 3.4 percent of new hires (29 new hires), which is slightly lower than their FDIC workforce representation of 

3.7 percent. Of the 842 new hires during FY 2023, 6.5 percent (55 employees) were veterans, which is below their 

representation rate of 8.9 percent, but still an increase in the actual number of veterans hired compared to last year. 

During FY 2023, 9.6 percent of employees who separated from the FDIC were veterans (51 of 534 employees), which is 

above the 9.2 percent who separated in FY 2022. However, the actual number of separations for veterans decreased by 

14 employees compared to FY 2022. Similarly, 5.4 percent of veterans with disabilities (29 employees) separated from 

the FDIC during FY 2023, which is slightly higher than the 5.1 percent who separated in FY 2022. Veterans with 

disabilities of 30 percent or more separated at a rate of 3.6 percent in FY 2023 (19 employees), which is a slight increase 

from the 3.5 percent who separated in FY 2022. Again, the actual number (19 employees) is less compared to the 25 who 

separated in FY 2022. To address these decreases, FDIC plans to review data such as information in exit surveys to 

determine what factors may contribute to the separation rate among disabled veterans. 

Overall, the participation of veterans in career-enhancing opportunities is growing. There has been a significant increase 

in the selection rate of veterans for promotional opportunities. Of the 1,157 promotions among all employees at FDIC 

during FY 2023, 9.9 percent (115 employees) were veterans. The FDIC’s promotion rate among veterans in FY 2023 is 

significantly higher than the 7.4 percent promotion rate in FY 2022, and higher than the group’s current representation 

in the workforce of 8.9 percent. Similarly, veterans with disabilities represented 5.8 percent (67 employees) of FDIC 

employees who received promotions in FY 2023. This promotion rate is higher than FY 2022 promotion rate of 4.1 

percent and higher than the group’s current workforce representation of 4.9 percent. Veterans with disabilities of 30 

percent or more were 4.6 percent of FDIC employees promoted in FY 2023 (53 employees), which is double the 2.3 

percent achieved in FY 2022, and also higher than the group’s current workforce representation of 3.7 percent. 

The FDIC DVAAP plan includes initiatives to address covered categories in FY 2024. 

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 5 
13. POC’s Name, Email, and Phone Number of Operating Components and Field Installations (If 

Applicable) 

N/A 

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Disabled Veterans Affirmative Action Program (DVAAP) 

Plan and Certification 

1. Agency Federal Deposit Insurance Corporation 2. FY 2024 

3. POC Name Jessica P. Hill 4. Phone (703) 562-2256 

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) 

The FDIC’s commitment to recruiting, hiring, retaining, advancing, and supporting disabled veterans is captured in FDIC 

Corporate Directive 2710.1 and the FDIC’s 2021 – 2023 Diversity, Equity, and Inclusion Strategic Plan (DEI Strategic Plan). 

These policies are implemented out as a part of the FDIC’s Affirmative Employment Program (AEP) strategies. The Office 

of Minority and Women Inclusion (OMWI) has primary program responsibility for the development and implementation 

of the FDIC’s DVAAP. Within OMWI, the Chief of the Affirmative Employment, Diversity and Inclusion Branch, and the 

Disability Program Manager are responsible for evaluating and monitoring the DVAAP. FDIC Deputies to the Chairman, 

Division and Office Directors, Regional Directors, and other FDIC managers and supervisors are responsible for working 

with OMWI to develop, implement, oversee, and promote the success of the DVAAP. This shared responsibility is in place 

to ensure that qualified veterans with disabilities are provided equal opportunities in all facets of employment, including 

hiring, training, development, advancement, and retention. 

FDIC Corporate Directive 2710.1, Equal Opportunity Policy, dated November 20, 2015, states that it is the policy of the 

FDIC to promote diversity and inclusion in its workforce and in all of its programs and activities and provide employees 

with a work environment that embodies excellence and 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 consistent with equal employment opportunity principles, FDIC policies, and 

applicable Federal laws and regulations. 

The DEI Strategic Plan states that the agency will recruit from a diverse, qualified group of potential applicants to secure a 

high-performing workforce drawn from the available talent pool in American society, and will strengthen and broaden 

relationships with veterans' organizations and other institutions that serve diverse populations. The FDIC’s Human 

Resources Branch (HRB) continuously conducts recruitment consultations with hiring managers for vacant positions, and 

within those consultations discusses the availability of non-competitive appointment authorities, including the use of 

Schedule A, and veterans’ hiring authorities. Further, HRB meets quarterly with the employee resource groups (ERGs) 

across the FDIC to provide information and resources for employees and managers on hiring veterans. HRB is working to 

update Structured Interviewing Guidance and training, to include a repository of validated structured interview questions 

for hiring managers to use to ensure consistency in the interviewing process. In addition, the DEI Strategic Plan further 

discusses goals and strategies designed to increase the applicant pool of qualified individuals with disabilities and 

promote retention of these diverse employees by enhancing inclusion and accessibility. 

In FY 2024, FDIC will release a new DEIA strategic plan that will continue the agency commitment to AEP. In addition, the 

FDIC will continue its AEP strategies, which help 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 veteran status; self-assessment; identification and 

elimination of barriers; and reporting. 

Page 7 
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 ☐

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227 

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 6,194 9. # Of Veterans 549 10. # Of Disabled Veterans 306 11. # Of 30% Or More Disabled Veterans 

The employment of disabled veterans, including those veterans who are 30 percent or more disabled, remains constant 

and veterans remain well-represented among the FDIC workforce. This is based on a hiring rate and separation rate 

percentage that are statistically equivalent among this group. As illustrated in Appendix A, Chart 1a, the representation 

in the FDIC workforce of veterans with disabilities and those who are 30 percent or more disabled, has increased from 

FY 2020 to FY 2023. Overall, veteran’s representation was 8.9 percent of the workforce in FY 2023, which represents a 

slight decrease from FY 2020. Despite this decrease, the percentage of veterans with disabilities remained consistent 

over the past three fiscal years at 4.9 percent. Additionally, veterans with disabilities of 30 percent or more increased to 

3.7 percent, compared to 3.5 percent in FY 2022 and 3.3 percent in FY 2021. 

Although percentages of veteran new hires have decreased compared to representation in the overall workforce, the 

FDIC continues to hire more veterans with disabilities by numbers, including veterans who are 30 percent or more 

disabled. As illustrated in Appendix A, Chart 1b, veterans with disabilities were 4.2 percent of new hires (35 new hires), 

which is lower than the group’s current FDIC workforce representation of 4.9 percent. Last year, we hired 30 in this 

category. Veterans with disabilities of 30 percent or more were 3.4 percent of new hires (29 new hires) compared to 24 

new hires last year. The current percentage is slightly lower than their FDIC workforce representation of 3.7 percent. Of 

the 842 new hires during FY 2023, 6.5 percent (55 employees) were veterans, which is below their representation rate 

of 8.9 percent. 

During FY 2023, 9.6 percent of employees who separated from the FDIC were veterans (51 of 534 employees). This 

percentage is above the 9.2 percent who separated in FY 2022. Similarly, 5.4 percent of veterans with disabilities (29 

employees) separated from the FDIC during FY 2023, which is higher than the 5.1 percent that separated in FY 2022. 

Veterans with disabilities of 30 percent or more separated at a rate of 3.6 percent in FY 2023 (19 employees), which is a 

slight increase from the 3.5 percent who separated in FY 2022. Overall, more veterans separated from the FDIC in FY 

2023 compared to FY 2022. 

FDIC leadership is engaged with employees who are veterans and those with disabilities. Of note, OMWI participates in 

periodic meetings between the Chairman and the Veterans Employee Resource Group (VERG) and the Corporate 

Advocacy Network for Disability Opportunities (CAN DO) ERG. These meetings support continuing conversations at the 

highest levels regarding issues that impact members of each group. Additionally, FDIC’s Division of Administration (DOA) 

coordinates with both ERGs to highlight various disability-related observance days and months throughout the year and 

highlight disabilities prevalent among the veteran community. Externally, the FDIC’s Office of Communications 

highlights VERG and CAN DO members on the agency’s social media channels during National Disability Employment 

Awareness Month and during the month of November in honor of Veterans Day. Lastly, the FDIC’s Division of Depositor 

and Consumer Protection continuously provides consumer resources focused on veterans to employees and the public. 

In addition, in FY 2023, the FDIC continued its use of an Employee Counseling Service to ensure that veterans with 

disabilities have access to clinical counseling services. Training resources and articles for re-integration and workplace 

advancement are provided to assist veterans with disabilities. Additionally, when Reserve or Guard members return from 

deployment, the staff of FDIC’s WorkLife Program continued to provide support and access to clinical counseling to 

employees, their family members, and significant others. These services are provided by WorkLife Connections at no cost 

to all FDIC employees, including veterans and veterans with disabilities. The services provide short-term confidential 

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clinical counseling that is accessible 24 hours a day. Employees can receive a referral to a local counselor or schedule an 

appointment with our dedicated contract clinical counselors who provide weekly services to FDIC employees. The 

WorkLife Program continued to update the external FDIC Reserve and Guard website which includes information on 

benefits, resources through our employee assistance program, resources on Post-Traumatic Stress Disorder, and the 

military-to-civilian transition guides for each branch of military. It also includes up-to-date relevant web resources. 

WorkLife staff met with the VERG Board to discuss resources and services available to FDIC veterans and their families 

also to discuss potential collaborative efforts. 

In FY 2024, we plan to modernize and update the external web page and send a communication to Reserve and Guard 

member employees. We also plan to update our internal Post-Traumatic Stress Disorder guide. 

Finally, in FY 2023, the Career Management Program (CMP) continued to provide career counseling and coaching 

services to veterans with disabilities, including their spouses and children age 16 and over. The career 

counselors/coaches assist clients with topics including: resume reviews, interview preparation, career development 

planning, career success strategies, educational exploration, etc. In addition, liaisons from the CMP are assigned to the 

FDIC’s CAN DO and VERG ERGs. As a part of our work with these groups, we conduct presentations upon request and 

send direct marketing messages to their members to encourage participation in our programs. The CMP oversees several 

developmental programs—FDIC Mentoring Program, Leadership Mentoring Program, and Leadership Connect. Each 

year, during the open application period for these programs, the CMP encourages employee participation and supervisor 

support of applications through email announcements and information sessions. 

In FY 2024, the CMP will continue to encourage veterans with disabilities to access and participate in our programs and 

services. We will continue the model of assigning a liaison to each of the ERGs, including CAN DO and VERG, to support 

the unique needs of their constituents. In addition, we are developing resources, such as resume writing guidance, 

reasonable accommodation guidance and providing informational toolkits for managers, to support veteran employees 

with disabilities and those managers who supervise them. 

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 ☐

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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) 

Building upon previous efforts, the FDIC will seek out applicants by ongoing participation in 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, 

national Veteran Service Organizations, Military Officers Association of America, and other organizations whose primary 

mission is to support veterans and veterans with disabilities by working to help them obtain employment. The FDIC 

Talent Sourcing team plans to continue its participation in career fairs, Recruit Military Veterans Job Fairs, and job 

fairs/forums for transitioning from military service to civilian service. HRB provided vacancy announcements to veteran 

organizations such as Recruit Military, Corporate Gray, and VetJobs. 

For qualified veterans with disabilities, the FDIC will continue using both competitive and noncompetitive hiring 

authorities. Our vacancy announcements will continue to include detailed information on special hiring authorities for 

recruitment and selection of veterans with disabilities. The announcements also provide information on how to request 

a reasonable accommodation. Additionally, the FDIC will participate again in Pathways Programs to provide internship 

opportunities for college students including those with disabilities, including veterans with disabilities, and will also 

exhibit at career fairs and similar events that are focused on veterans and veterans with disabilities. OMWI will continue 

to work closely with the Special Placement Program Coordinator and other FDIC staff in these efforts. 

The FDIC’s DEI Strategic Plan also includes the following goals that enhance recruitment of veterans with disabilities. 

• Ensure hiring managers certify their review of Schedule A rosters for potential selections. 

• Develop and implement a comprehensive reasonable accommodation information system to improve 

the efficiency and effectiveness of processing requests and compiling data. 

• Train selecting officials, interviewers, and Subject Matter Experts on ensuring consistency in the hiring 

process, including requirements of the Americans with Disabilities Act of 1990, the Rehabilitation Act of 

1973, and Title VII of the Civil Rights Act of 1964. 

• Provide toolkits and other educational and learning opportunities for hiring officials regarding use of 

special hiring authorities for persons with disabilities. 

• Conduct mock interviews for both hiring officials and employees with disabilities to increase comfort 

with, and the effectiveness of, the hiring process. 

These multiple efforts and the release of a new DEIA Strategic Plan should continue to allow the Agency to improve its 

ability to recruit, hire, and retain veterans with disabilities. 

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 ☐

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16. A description of how the agency will provide or improve internal advancement opportunities for 

disabled veterans (Attach supporting addendums if needed) 

The FDIC provides several resources to prepare employees, including veterans with disabilities, for internal advancement. 

Through the FDIC’s Career Management Program, the agency offers: 

• Career Planning. Help guide individuals, as needed, through a process of self-assessment, exploration of options, 

and decision-making. 

• Educational Exploration. Help explore developmental opportunities or post-secondary options. 

• Job Search. Provide networking strategies to get and stay connected, targeting resumes to specific job 

announcements, and preparing for and practicing for structured interviewing. 

• Professional Development. Help navigate preparing a career development plan that is required to request 

Professional Learning Account funds to support learning and development goals. 

• Coaching. Provide private, action-driven, and confidential sessions using a strength-based, solution-focused 

model that support individuals as they develop the interpersonal and communication skills, professional 

presence, or leadership skills needed to advance and succeed in their career. 

• Mentoring. Support less experienced employees (mentees) by drawing upon the experience and knowledge of 

more experienced employees (mentors) to improve mentees’ skills, organizational knowledge and selfconfidence. 

• Webinars and Workshops. Provide 30-60 minute recorded video presentations on various career-enhancing 

topics. 

The FDIC also provides a number of other career-enhancing programs such as: 

• External Leadership Development Programs. Help participants to increase the capacity of their current leadership 

skills and abilities. 

• First Gen Program. Provide tools and resources to help employees achieve professional and personal goals. 

• Special Assistant Rotation Program. Provide cross functional experience to rising FDIC leaders, promoting a 

culture of excellence that supports and sustains high performance, and improving career development and 

succession management at the FDIC. 

• Leadership Excellence Acceleration Program. Provide ambitious, high-performing non-supervisory employees 

with the knowledge and experience to take on managerial roles. 

• Leadership Connect. Connect permanent CG and CM employees with FDIC’s executive leaders through 

informational interviewing and/or job shadowing experiences. 

In addition to these resources, there is opportunity to continue increasing the selection rate of veterans for promotional 

opportunities. Of the 1,157 promotions among all employees at FDIC during FY 2023, 9.9 percent (115 employees) were 

veterans. This is an increase from the previous year. The FDIC’s promotion rate among veterans in FY 2023 is significantly 

higher than the 7.4 percent rate during FY 2022, and higher than the group’s current representation in the workforce of 

8.9 percent. Similarly, veterans with disabilities represented 5.8 percent (67 employees) of FDIC employees who received 

promotions in FY 2023. This promotion rate is significantly higher than FY 2022 promotion rate of 4.1 percent and higher 

than the group’s current workforce representation of 4.9 percent. Veterans with disabilities of 30 percent or more 

represented 4.6 percent of FDIC employees promoted in FY 2023 (53 employees), which is double the 2.3 percent 

achieved in FY 2022, and also higher than their current workforce representation of 3.7 percent. 

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 ☐

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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) 

N/A 

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 ☐

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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) 

N/A 

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 ☐

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23. POC’s Name, Email, and Phone Number of Operating Components and Field Installations 

(If Applicable) 

N/A 

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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 10/01/2023 To 11/30/2024 

25. Agency Name Federal Deposit Insurance Corporation 

26. DVAAP POC’s Name Jessica P. Hill 

27. Title Disability Program Manager 

28. Telephone Number (703) 562-2256 29. Email jehill@fdic.gov 

30. Date Plan Last

Amended 12/01/2022 31. Date

Effective 12/01/2023 

32. DVAAP Certifying

Official’s Name

Nikita Pearson 

33. Title Deputy to the Chairman for External Affairs and Director, OMWI 

34. Telephone Number (202) 898-6977 35. Email npearson@fdic.gov 

36. DVAAP Certifying

Official Signature:

Page 16 
NONPUBLIC//FDIC BUSINESS

2023 DVAAP Report

Appendix A, Charts 1a and 1b

1a.

1b.

9 9.1 9.1 8.9

4.4 4.8 4.9 4.9

3.0 3.3 3.5 3.7

0

1

2

3

4

5

6

7

8

9

10

2020 2021 2022 2023

Percentage of Veterans in Total Workforce

Veterans

Disabled Veterans

30% Disabled Veterans

13.5

12.5

8.9

6.5

7.9

8.7

5.3

6.5 7.0 4.2

4.3

3.4

0

2

4

6

8

10

12

14

16

2020 2021 2022 2023

Percentage of Veteran New Hires

Veterans

Disabled Veterans

30% Disabled Veterans

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