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Federal Deposit Insurance Corporation

Disabled Veterans Affirmative Action Program

Fiscal Year 2017 Accomplishment Report

Fiscal Year 2018 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

2017

Monica C. Flint

(703) 562-2096

In FY 2017, the FDIC attended several diversity recruiting events targeted to Veterans and Veterans with

Disabilities, including the Military Officers Association of America Career Fair, U.S. Chamber of Commerce

Hiring our Heroes, Recruit Military Veterans Job Fairs, Careers & the disABLED and the Fort Bragg Veterans

Conference and Jobs Summit. Additionally, the FDIC maintained its relationship with on-campus chapters of

Student Veterans of America, and VetSuccess on Campus Programs at target 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 bank 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. The FDIC’s recruitment strategy for Veterans with Disabilities ensures that Veterans with Disabilities

are targeted and recruited for the CEP. During FY 2017, the CEP hired a total 146 employees. Of those hired,

19 (13.0 percent) were Veterans and 9 (6.2 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 1.5 percent

from FY 2016 to FY 2017.

In 2017, the FDIC placed a one-half page advertisement highlighting opportunities with the FDIC in U.S.

Veterans magazine, a DiversityComm publication, which targeted active duty military and Veterans for

employment and procurement opportunities. In October 2016, the FDIC participated in the MBA Veterans

Career Conference, and 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. 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 2017, 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 2,888 employees who had completed a CDP by the end of FY 2017,

3.4 percent (98) were Veterans with Disabilities, and 2.0 percent (58) were Veterans with Disabilities of 30% or

more, which is an increase over the 2016 CDP participation rates of 3.0 percent of Veterans with Disabilities

and 1.7 percent of Veterans with Disabilities of 30% or more. These percentages are close to the FDIC’s

employee representation in the workforce of 3.8 and 2.3 percent, respectively.

The PLA provides a specified annual amount of money and/or hours for an employee to use toward training and

professional development. Of the 2,318 employees who used their PLA funds during FY 2017, 3.2 percent (75)

were Veterans with Disabilities, and 2.0 percent (46) were Veterans with Disabilities of 30% or more. These

percentages are slightly below or equal to the representation of Veterans with Disabilities and Veterans with

Disabilities of 30% or more in the FDIC’s workforce who completed a CDP, respectively.

Under the FDIC’s Career Management Program, the 16th cycle of the Mentoring Program began in April 2017,

and will conclude in April 2018. During this program cycle, the FDIC paired 82 mentees with mentors, for a total

employee participation of 164. Of those participants, 7.3 percent were Veterans and 3.7 percent were Veterans

with Disabilities of 30% or more. These percentages are below the overall representation of Veterans and

Veterans with Disabilities of 30% or more in the workforce; however, they are well above the FY 2016 Mentoring

Program participation rates of 4.7 percent Veterans and 1.2 percent of Veterans with Disabilities of 30% or

more. Additionally, the FDIC established a Leadership Mentoring Program (LMP) to support emerging leaders

through one-on-one guidance in pursuit of their career goals and professional aspirations. Of the 62

participants in the FY 2017 LMP, 1.6 percent (1) was a Veteran with Disabilities of 30% or more which is

consistent with preliminary FY 2017 onboard data of the percentage of Veterans with Disabilities of 30% or

more in the FDIC executive grade levels.

During FY 2017, 39 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. Of the 39 program participants, 5.1 percent were Veterans, which is well below the overall

representation of Veterans in the workforce, and there were no Veterans with Disabilities of 30% or more.

In August 2017, the EOI standard operating procedure and policy were finalized. As a general rule, it is the

FDIC’s policy to solicit employee interest in temporary or developmental non-competitive assignments that may

last more than 60 days by advertising EOIs. This practice allows fair and open opportunity for all employees,

including Veterans with Disabilities, to gain experience in other positions.

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) also made FY 2016 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 accommodation. 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.

In 2012, the Workplace Excellence (WE) Steering Committee was established to maintain, enhance, and

institutionalize positive workplace and organizational change, and build upon the successes achieved under the

previous Culture Change initiative. During FY 2017, HRB partnered with OMWI to increase awareness and

presented on Veterans' preference, Veterans’ hiring authorities, and Schedule A hiring authority to senior level

executives of two of the agency’s largest divisions -- Division of Risk Management Supervision and Division of

Depositor and Consumer Protection -- in March 2017.

During FY 2017, 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, managers and

supervisors who did not attend mandatory biennial EEO/Diversity classroom training in 2016 were required to

do so during 2017.

The FDIC issued the 2017 Disability Employment Strategic Plan (Plan) 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. Chairman Gruenberg announced the Plan in the April 2017 video message to all employees and

discussed the primary objective in developing the plan is to be a model employer 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 2017, the FDIC's 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 the Division of Administration’s

(DOA) 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 408 new hires in FY

2017, this resulted in hiring 36 Veterans (8.8 percent), 21 (5.2 percent) of whom were Veterans with Disabilities,

and 18 (4.4 percent) of whom were 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. A full-time Selective Placement

Coordinator (SPC) was hired in January 2017 to assist 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 external customers providing advice and guidance on hiring authorities and FDIC to

Veterans and Veterans with Disabilities. In the summer of 2017, two Senior Human Resources Specialists

provided Schedule A and special hiring authority training to managers in the Division of Risk Management

Supervision as they discussed effective recruitment strategies and plans for FY 2018.

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 representatives from Ergonomics have presented to bank examiners and managers in the field and in

Headquarters to increase the awareness of the reasonable accommodation process and the new ergonomic

offerings.

The FDIC officially recognized the Veterans Employee Resource Group (ERG) and the Corporate Advocacy

Network for Disability Opportunities (CAN DO) ERG. These two groups have partnered with OMWI to raise

awareness for individuals and Veterans with Disabilities throughout the agency. The Reasonable

Accommodation policy, which outlines the procedures for requesting a reasonable accommodation, was

updated and is currently in the review and approval process to meet the requirements of the new EEOC

regulations. OMWI will also update the "Reasonable Accommodation: Rights and Responsibilities" brochure to

reflect the updated Reasonable Accommodation Circular and the contact information for the Disability Program

Manager, and distribute the brochure to the workforce.

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

2017

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. Likewise, in

accordance with its Diversity and Inclusion Strategic Plan and the newly issued 2017 Disability Employment

Program Strategic Plan, the FDIC 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 2018, 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 2017 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

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, 2017, the FDIC’s total workforce was 6,236 employees, representing a decrease of 218

employees from the FY 2016 total of 6,454. Veterans comprised 9.1 percent of the total workforce, a decrease

of 0.3 percent from the 9.4 percent in FY 2016. Veterans without Disabilities made up 5.4 percent of the

workforce, a decrease of 0.3 percent from the 5.7 percent rate in FY 2016. However, the representation of

Veterans with Disabilities increased from 3.7 percent in FY 2016 to 3.8 percent in FY 2017, and continues to be

well above the CLF workforce percentage of 1.4 percent. The FDIC’s percentage of Veterans with Disabilities

of 30% or more increased to 2.3 percent from 2.1 percent in FY 2016, and is well above the CLF rate of 0.6

percent.

Of the 408 new hires during FY 2017, 36 Veterans were hired, for an overall rate of 8.8 percent. Veterans with

Disabilities (21) represented 5.2 percent of all new hires, which is considerably higher than their current FDIC

workforce representation of 3.8 percent, and significantly above the CLF rate of 1.4 percent. Veterans with

Disabilities of 30% or more (18) made up 4.4 percent of all new hires, which is also considerably higher than

their FDIC workforce representation of 2.3 percent, and exceeds the CLF rate of 0.8 percent.

Of the 626 employees who separated from the FDIC during FY 2017, 88 were Veterans, for an overall rate of

14.1 percent, which is higher than the 11.0 percent who separated in FY 2016, and is above their representation

in the workforce of 9.1 percent. Veterans with Disabilities (38) separated from the FDIC at a rate of 6.1 percent

during FY 2017, which is higher than their workforce representation of 3.8 percent. Veterans with Disabilities of

30% or more (23) separated at a rate of 3.7 percent, compared to their workforce representation of 2.3 percent.

The FDIC will continue to monitor the separation rate of Veterans and Veterans with Disabilities in its workforce.

If a 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.

The FDIC has been working to reduce the attrition rate of Veterans and Veterans with Disabilities, and notes

that over half of that attrition during FY 2017 was due to voluntary retirements and the expiration of term (time

limited) appointments. Also, as previously noted the percentages of Veterans with Disabilities and Veterans

with Disabilities of 30% or more in the FDIC workforce both increased during FY 2017, and are well above the

CLF rates of 1.4 percent and 0.8 percent, respectively.

6,236

569

235

141

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

To achieve its planned objectives, the FDIC will continue to provide training to managers and supervisors 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. The Acting OMWI Director will also send an electronic message 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. Additionally, external job vacancy announcements will continue to

include Veterans’ recruitment sources and information on how to request a reasonable accommodation.

During FY 2018, the FDIC will continue to hire qualified Veterans with Disabilities using both competitive and

noncompetitive hiring authorities. The FDIC will include in their vacancy announcements detailed information

on special hiring authorities for recruitment and selection of Veterans with Disabilities. Additionally, the FDIC

will use the Workforce Recruitment Program (WRP) to find Disabled Veterans for non-competitive

appointments. The Disability Program Manager and the Selective Placement Coordinator will assist managers

and offices with 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.

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 11.3 percent

during FY 2017, which is higher than the 10.1 percent rate during FY 2016, and higher than their representation

in the workforce of 9.1 percent. Veterans with Disabilities were promoted at a rate of 5.7 percent, an increase

over the rate of 5.2 percent in FY 2016, and above their workforce representation of 3.8 percent. Veterans with

Disabilities of 30% or more were promoted at a rate of 3.6 percent in FY 2017, which is significantly higher than

the 2.7 percent rate achieved in FY 2016, and above their workforce representation of 2.3 percent. This

information indicates that the FDIC provided internal advancement opportunities for both Veterans and Veterans

with disabilities FY 2017.

To continue providing or improving internal advancement opportunities for Veterans with Disabilities during FY

2018, 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 17th cycle of its Mentoring Program. The Veterans Employee

Resource Group (ERG) and the new 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. 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 2018.

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 2018, the staff of FDIC’s WorkLife Program will contact them and offer services to help them reconnect with

family members and coworkers. The WorkLife Program will also host a nationwide Live Meeting panel on

important topics effecting Veterans with Disabilities.

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

The FDIC will continue to implement the finalized 2017 Disability Employment Program Strategic Plan. In

addition, the FDIC will update the plan, as appropriate, to identify operational strategies to meet the submitted

Special Program Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities, or

Part J of Management Directive 715 (MD-715). OMWI will hold regular meetings with key agency stakeholders

to identify areas of the Disability Employment Program Strategic Plan and updated MD-715 Part J that can be

implemented to promote the employment and advancement of disabled Veterans. 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 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. In FY

2018, as part of its National Diversity and Inclusion Education Series, the FDIC will inform employees about

these responsibilities during the Veterans Day Program Observance.

OMWI will use the resources of the new 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 also update and distribute the “Reasonable

Accommodation: Rights and Responsibilities” brochure to reflect the updated Reasonable Accommodation

Circular and the appropriate contact information for the Disability Program Manager.

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 2018, 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 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

10/01/2017

09/30/2018

Federal Deposit Insurance Corporation

Monica C. Flint

Disability Program Manager, Diversity and Affirmative Employment Branch, OMWI

(703) 562-2096

mflint@fdic.gov

12/01/2016

12/01/2017

For Saul Schwartz

Acting Director, Office of Minority and Women Inclusion

(703) 562-2305

sschwartz@fdic.gov

12/01/2017

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