Evaluation of the FDICís Succession Planning Efforts, March 2007
Evaluation Report No. Eval-07-001
Footnote 1: GAO High-Risk Series Report Numbers: GAO-01-263, GAO-03-119, GAO-05-207, and GAO-07-310.
Footnote 2: ExpectMore.gov provides information developed by OMB and federal agencies on the performance of every federal program.
Footnote 3: Corporate Performance Objectives are a compilation of specific performance targets and measures developed during the annual planning and budget process and approved by the Chairman.
Footnote 4: The FDIC established a knowledge management action learning team to develop standard protocols for capturing and sharing personal knowledge held by officials in key positions to maintain the FDICís ability to perform at a high level as the employee population changes.
Footnote 5: The Governing Board is comprised of the Deputy to the Chairman and Chief Operating Officer; Deputy to the Chairman and Chief Financial Officer; division directors; General Counsel; Regional Counsel and the CU Chief Learning Officer.
Footnote 6: A criticality matrix is a tool that can help identify positions of concern with respect to replacement planning.
Footnote 7: The Program Manager will be responsible for coordinating the CEDP, designing training and development, implementing and managing all components of the program, and gathering data on program effectiveness.
Footnote 8: The FDIC has identified three major programs or business lines: Insurance, Supervision, and Receivership Management.
Footnote 9: Term and temporary employees with 1 year or less remaining on their appointments will receive PLA funds monthly on a pro-rated basis.
Footnote 10: The Federal Career Intern Program is designed to help agencies recruit and attract exceptional individuals into a variety of occupations. It was created under Executive Order 13162, and is intended for positions at grade levels GS-5, 7 and 9 or other trainee positions. In general, individuals are appointed to a 2-year internship. Upon successful completion of the internships, the interns may be eligible for permanent placement within the agency.
Footnote 11: The psychologist interviewed 130 employees in 2004 and 219 employees in 2005.