Evaluation of the FDICís Succession Planning Efforts, March 2007 –

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.

Last updated 05/07/2007