Leadership Principles

1. The Bank values leaders with breadth and depth of experience, knowledge, and perspective.
Leaders are expected to have a fundamental understanding of the Bank's primary business functions. Individuals will be encouraged to seek out experiences in multiple areas, both through management-directed rotations and self-initiated job postings. A variety of experiences provide exposure to different management styles and decision-makers, hone leadership skills, and broaden perspective. Relocations also are encouraged (under certain circumstances) to broaden the experience of high potential individuals and to prepare them for positions of greater responsibility.

Some leadership roles will emphasize policy analysis and formulation through broad knowledge in specific areas of expertise. Individuals in these roles are expected to influence outcomes and policies through their ideas, innovation, and depth of knowledge. A variety of experiences provide insight into the complex financial, regulatory, and economic environment in which we operate.

2. Future leaders will be challenged with a variety of assignments, training, and developmental experiences.
Emphasis will be placed on assignments with significant responsibility and authority that provide visibility, accountability, recognition, and an opportunity to exercise leadership skills. Emphasis also will be placed on opportunities to influence Federal Reserve policy on a wide range of issues. Individuals will be actively exposed to special projects/assignments at the Bank and System levels, external training, and coaching/mentoring opportunities. The Bank will seek out opportunities at the Bank and System level that create or expand avenues for individuals to demonstrate leadership potential.

3. The Bank acknowledges higher risks and rewards for those who accept the challenge of a people leadership role.
We will maintain a standard of high performance among leadership candidates. We will seek to clearly recognize those strong performers who demonstrate the ability to take on increased responsibility and make important policy contributions, both through financial rewards and promotional opportunities, and also through training and developmental experiences.

4. Every officer is expected to play an active role in leadership development within his or her own area of responsibility and within the Bank.
One of the most significant criteria used to assess an officer's overall performance is the ability to identify leadership talent and to be personally involved in coaching and development activities.

5. Individuals who pursue leadership responsibilities must have clear, timely feedback on their performance to succeed and to evaluate their growth potential.
The Bank has developed a list of leadership competencies considered critical to assessing an individual's potential. Advancement is based on performance and the demonstrated ability to take on greater responsibility.