Summary This position is located in the Division of Depositor and Consumer Protection, Dallas Regional Office of the Federal Deposit Insurance Corporation and supports a major segment of the Region's fair lending examination program. The primary purpose of this position is to direct, participate, and review examinations of banks with complex and very complex fair lending issues. Responsibilities At the full performance level, major duties include: Directs, participates in and reviews examinations of banks with complex fair lending issues nationwide requiring specialized expertise in interviewing, demographic and loan data analysis and comparative loan review. Consults with Field Staff, Subject Matter Experts (SMEs), Regional Managers, Review Examiners (REs), Examination Specialists, and Consumer Affairs staff on examinations, complaint investigations, and other matters as needed. Mentors, guides, and trains SMEs, REs, and Field Examiners on fair lending issues, including regulations, policies, and examination practices. Consults and meets with the Washington Office (WO) and other regional FLEX and Examination Specialists to obtain examination and policy guidance, share effective procedural practices, share information, plan and implement training, resolve fair lending issues, coordinate intra-divisional communications, develop fair lending divisional goals/actions plans, and maintain consistent regional application of fair lending examination requirements. Researches fair lending field consultations, prepares reports on each, as necessary, and recommends formal and informal correction actions to resolve fair lending complaints or noncompliance with fair lending laws and regulations. Requirements Conditions of Employment Completion Of Financial Disclosure May Be Required. Minimum Background Investigation (MBI) required. THIS IS A TEMPORARY ASSIGNMENT FOR 6 MONTHS. The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level on a permanent basis. This assignment may be terminated early or extended based on management’s needs. If temporarily promoted, the temporary promotion cannot exceed five (5) years, nor can it be made permanent. At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of the length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum. Return Rights: If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office, and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year. Change in Duty Location: If the duty location of this temporary assignment is different from the employee’s permanent duty location of record, the employee's duty location may be changed to the temporary duty location for the duration of the assignment if the temporary assignment lasts over one (1) year (including extensions beyond the initial appointment). Qualifications Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic, religious/spiritual; community; student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Additional qualifications information can be found here. CG-13: To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the 12 grade level or above in the Federal service. Specialized experience is defined as experience performing investigations and activities related to consumer protection, fair lending and civil rights laws and regulations, and the Community Reinvestment Act (CRA). CG-14: To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the 13 grade level or above in the Federal service. Specialized experience is defined as experience reviewing and analyzing examinations of insured depository institutions related to consumer protection, fair lending and civil rights laws and regulations, Community Reinvestment Act (CRA) and associated enforcement responsibilities. Applicants must have met the qualification requirements (including selective placement factors – if any) for this position within 30 calendar days of the closing date of this announcement. Education There is no substitution of education for the experience for this position. Additional Information Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement. Relocation benefits may be provided in accordance with FDIC policy if assignment exceeds 1 year or is made permanent. Corporate Manager (CM) Applicants: CMs selected for a CG-level temporary assignment will be required to sign a Memorandum of Understanding documenting acceptance of a 10% temporary reduction to their base salary or pay-setting at the salary range maximum for the CG-level position, whichever one is lower, for the duration of the temporary assignment. After the temporary assignment, CM employees will return to their Positions of Record with salary restored to their CM base salary, including any CM pay adjustments applied during the temporary assignment. If selected, you may be required to serve a probationary or trial period as applicable to appointment type. Selectee(s) for headquarters, regional, and area office locations will be required to report to their duty station office at least 1 day per pay period beginning January 2, 2024, and at their supervisor’s direction to support mission and project needs. In person reporting requirements for headquarters, regional, and area office locations are expected to increase in July 2024. Selectees(s) for field office locations will be required to report in person to an FDIC office or financial institution at their supervisor’s direction. To read about your rights and responsibilities as an applicant for Federal employment, click here.