Roadmap to the Senior Executive Service, 2nd Edition: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application

Check Point 1

Understanding the Senior Executive Service

UNDERSTANDING THE SES

What is the SES?

There is a great deal of information available on the Office of Personnel Management’s (OPM) website about how and why the Senior Executive Service (SES) was formed, but here’s what you really need to know: The SES was created in 1979 as part of the Civil Service Reform Act of 1978 to streamline disparate hiring practices across 75 government agencies and to provide an added level of leadership above the GS-15 level.

Since then, the SES has grown, and oversight of the federal government’s most critical functions and programs has grown with it. Today, SES members oversee almost all of the missions taking place within about 75 federal agencies. Their positions include Executive Branch supervisory, policy, and managerial positions classified as higher than General Schedule (GS)-15 or equivalent positions.

Behind only the President of the United States (POTUS) and Presidential appointees, SES members are among the highest-level leaders in our nation’s government.

Serving within Executive Branch federal agencies, SES members lead the way in transforming Presidential policies into the missions and daily activities carried out by thousands of personnel employed by the federal government.

Even while Presidents and their appointees change and move on, SES members remain. They are the link between administrations and federal workers. The nature of their roles demands a commitment to public service and the democratic ideals of our Constitution.

It is no exaggeration to claim that those who make up the SES Corps are among the best leaders in our country, and persons deemed qualified enough to join these ranks can be certain that they, too, are considered best of the best. Although more than one person has scoffed at this perhaps over-the-top description of the SES, it really is a level of leadership, management, and oversight reserved for the most elite, high-performing federal executives.

According to OPM, there are close to 9,000 SES positions across the federal government. As with much of the federal government, it is estimated that as much as 90% of current SES members will retire within the next 10 years, and that approximately 75% of all SES positions are located in Washington, D.C.; Maryland; and Virginia. As SES members depart and new positions are created, there will be increased demand for new leaders to join the ranks around the nation.

Learn more about how and why the SES was formed, OPM offers an in-depth history at https://www.opm.gov/policy-data-oversight/senior-executive-service/overview-history/#url=History.

In addition, this link provides answers to some of the most frequently asked questions: https://www.opm.gov/policy-data-oversight/senior-executive-service/faqs/.

What Types of SES Positions Are There?

Within the SES, there are two types of positions—Career Reserved and General. Career Reserved positions are those that can be filled only by career appointees. Most SES applicants fall in the category of General, and these positions can be filled through any of the four types of SES appointments described below:

Career Appointments. This is by far the most common type of SES appointment. Individuals hired under Career Appointments must be selected by the hiring agency as Best Qualified and then have their executive qualifications approved through OPM.

Non-Career Appointments. Positions filled under Non-Career Appointments must be approved by OPM on a case-by-case basis and are not intended to be long term. Once individuals in these positions leave, appointment authority reverts to OPM, meaning agencies have to once again obtain OPM’s approval to fill the position with another Non-Career Appointment.

Limited-Term Appointments. As the name implies, positions filled under this type of appointment authority are temporary. Limited-Term Appointments cannot exceed three years and the terms are not renewable. Limited-Term Appointments are intended to fill SES positions that are not expected to be needed indefinitely, such as positions created to oversee special projects. At the end of the three years—or sooner if the need ends—the Limited-Term Appointment authority expires, so agencies cannot appoint another individual to the position.

Limited Emergency Appointments. Like Limited-Term Appointments, Limited Emergency Appointments are non-renewable. However, Limited Emergency Appointments have additional, stricter requirements. These appointments last for no more than 18 months and OPM’s authorization for such appointments is granted only when an agency can demonstrate an urgent, unanticipated, and justifiable need for such a position.

Other SES Positions. While SES positions are primarily executive leadership roles, other categories for high-level positions do not fall within the purview of the SES. Since they don’t fall within the SES, they will not be covered in detail. However, to gain a complete understanding of high-level roles in the federal government, it is important to be familiar with these positions.

Scientific or Professional Personnel System (ST)

While previously discussed SES positions focus on executive leadership roles, there are also senior-level positions that are non-executive in nature. These are referred to as Scientific or Professional (ST) positions, and they include senior-level (above GS-15) positions involved in research and development (R&D) fields such as medicine, engineering, and biology.

ST positions are those primarily involved in using or performing experimentation, systematically testing theories or conducting studies, and documenting findings or developing end products. For example, a senior-level cancer researcher would fall under this categorization.

Because these positions emphasize scientific/professional skills over executive abilities, the criteria for working in these positions are different. Usually, ST members:

•hold advanced degrees in their fields;

•are recognized nationally and/or internationally for their expertise;

•have significant research experience;

•have authored works that are regularly cited and used within their fields;

•are regularly sought to serve as advisors for scientific and technological issues; and

•have received important honors and recognitions from the leading organizations in their fields.

How Much Can You Expect To Make in the SES?

Federal agencies have a certain degree of flexibility in terms of pay. Below is the 2020 SES pay scale, and the average pay is approximately $165K annually. You can find this and other related information by conducting an online search for current SES pay scale or browsing OPM’s official website.

Salary Table No. 2020-ES

Rates of Basic Pay for Members of the Senior Executive Service (SES)

Effective January 2020

All ST positions are Competitive Service, and, like SES, agencies must have allocations for these positions. While ST members may also perform management or supervisory duties, these do not constitute the majority or focus of their roles.

In fact, ST members are restricted from having more than 25% of their duties fall within supervisory or management responsibilities. If these duties do exceed 25%, these ST members will typically meet the qualifications for classification as SES.

SENIOR-LEVEL POSITIONS (SL)

Prior to 1990, the federal employee pay grades included the grades 16, 17, and 18. However, the Federal Employees Pay Comparability Act of 1990 (FEPCA) eliminated these grade levels, capping General Schedule (GS) positions at 15 and creating the core of positions that comprise Senior-Level positions (SL).

As with ST, the SL category is for non-executive, high-level positions that would not qualify for SES. However, since these positions do not involve significant amounts of scientific research and development, they would not qualify for ST. Instead, SL positions require a great amount of field specialization, but they do not encompass supervisory or management roles as primary functions. A senior attorney is an example of the type of position that would fall under SL.

SL positions are always Competitive Service unless they are specifically excepted by regulations or statutes. Similar to ST, SL positions must be allocated by OPM, and members are limited to no more than 25% of their duties in management or supervision. Any amounts over that would likely qualify them for SES.

EXCEPTED SERVICE POSITIONS

OPM provides Excepted Service hiring authorities to fill special jobs or to fill any job in unusual or special circumstances. These authorities enable agencies to hire when it is not feasible or simply impractical to use traditional competitive hiring procedures, and can streamline hiring.

Are You Ready for the SES?

You now know that the SES is an elite level of government leadership made up of former GS-15s, corporate executives, former military officers, and other high-level professionals. The federal government is seeking visionary men and women with well-honed executive leadership skills and qualifications that can continue to transform our government. Are you one of them?

Maybe you are a civil servant, and you’ve been at the GS-14 or GS-15 level for a while and your SES colleagues are nudging you to go for SES. Maybe you have been at that level for the past decade.

Maybe you are a military officer at the O-5 level or above, and you have held multiple command positions. Now you are ready to leave the military, but you’d like to continue to serve your country by working within the federal government.

Or, maybe you are a corporate leader or seasoned government contractor and feel that you could play an important role in the SES. All of these and other scenarios have played out numerous times, and you should certainly set high professional standards and goals, but we also want you to be realistic about whether you qualify.

Having the drive, ambition, passion, and vision is important, but it might not be enough, unless you can prove it on paper highlighting your experience and accomplishments. Even if you are the most motivated Army Colonel or GS-15 Contracting Specialist, you must be able to demonstrate in your application materials that you do indeed possess the experience, training, and background to thrive in the SES. Put another way:

The process might not be easy, but it can be, and has been, done, and you can do it, too!

Determining Your Eligibility

Many people transitioning to the federal government are often attracted to the high level of responsibility and compensation offered at the SES level. However, just because someone has run his/her own small business and held the title of CEO or CIO doesn’t necessarily mean that he/she is automatically eligible for SES status.

A certified career advisor can help you to decide if you are SES qualified. Here are seven questions you should ask yourself if you are considering applying for a federal SES position:

1. Do you share a broad perspective of government and a public service commitment that is grounded in the Constitution?

2. Are you interested in serving in the key positions within federal government just below the top Presidential appointees?

3. Would you like to serve as one of the major links between Presidential appointees and the rest of the federal workforce?

4. Are you qualified to lead and oversee complex program activities in one of approximately 75 federal agencies?

5. Do you have the personal and professional passion to serve as one of the top executives in federal government?

6. Are you a visionary leader and able to motivate personnel, build interagency partnerships, and communicate with diverse customers?

7. Do you possess solid management skills in order to produce optimum results for your customers with limited resources?

If you answered YES to most (or all) of these questions, and you have the senior-level experience to substantiate it, then OPM wants to hear from you! If not, then you might want to consider targeting GS-15 positions and spending a couple of years at that level, then using that experience to move toward SES more confidently.

Eligibility falls into one of three categories, as follows:

Criterion A cases are based on demonstrated executive experience. Candidates must demonstrate that they have experience/competence in all five ECQs as part of their application for SES positions.

Criterion B cases are based on successful participation in an OPM-approved SES Candidate Development Program (CDP). Candidates who compete government-wide and successfully complete a CDP are eligible for non-competitive appointment to the SES. However, successful completion does not guarantee placement in the SES.

Criterion C cases are based on the candidates having special or unique qualities that indicate a likelihood of success in the SES. Candidates must demonstrate that they have the qualifications for the position and the potential to quickly acquire full competence in the five ECQs.

The package submitted for QRB approval must contain the agency’s assessment of why the selectee uniquely qualifies for the position and an Individual Development Plan (IDP) that focuses on the specific ECQs that need to be enhanced.

Candidate Development Programs

If you are determined to gain employment in the SES, but don’t yet have the necessary qualifications, you might be interested in a government-offered Candidate Development Program (CDP) designed to help give candidates a competitive edge for SES consideration.

Participating agencies that offer an SES CDP have collaborated with trainers to ensure candidates receive the most comprehensive training to prepare them for a challenging career at the SES level. The CDP class size typically consists of 20-50 eligible participants who are at the GS-14 or -15 level and have put in at least one year’s time in that grade.

While the class size, application process, and topics vary according to the agency, typically, the program must be completed within 12-18 months of enrollment and concurrently with a candidate fulfilling his/her other job responsibilities.

The goal of a CDP is to:

•Prepare participants for SES certification by OPM

•Establish a pool of qualified candidates for SES positions

•Prepare future executives for collaborative leadership

Activities of the CDP include a combination of lectures, workshops, seminars, guest speakers, group meetings, and field trips, as well as:

•Leadership development experiences

•Personal skills and behavioral assessment

•Leadership training

•Capitol Hill exposure

•Developmental assignments

•Action learning projects

•Mentoring

•Team-building exercises

The program also features feedback-intensive and mentoring components to further assist candidates in their developmental journey. Candidates who complete the program and obtain certification by an SES Qualifications Review Board (QRB) may be selected for an SES position anywhere in the federal government without further competition.

Is a Candidate Development Program Right for You?

Are you a GS-14 or GS-15 who feels that the SES could be in your future? Imagine expanding your normal career path and daily activities to participate in a 12-month program (sometimes longer) designed to enhance your leadership, scope of experience, and executive potential.

Although each person’s experience will be a little different, during a CDP, you can expect to receive personal mentoring, an Individual Development Plan (IDP), specialized training, and a developmental or stretch assignment.

At the end of your CDP, you’ll have an opportunity to develop your Executive Core Qualifications (ECQ) essays and submit them for OPM approval. Going through a CDP doesn’t guarantee you an SES position, but it can certainly give you an advantage.

Plus, if you are selected for an SES position at some point, you may already have a certified set of ECQs. So, while all of your competition is still working to get ECQ approval, you will simply need to show proof of your ECQ certification.

Five Tips for Becoming a Member of the SES

Some current or former SES members were asked to list the top tips a leader should follow to make that next step into the SES, and here are their top five:

1. Conduct some research (like reading this book and following the links where you have more questions). Take time to understand the ECQs and to honestly evaluate whether you are ready to present a portfolio of selected and strong career accomplishments to an executive review board.

2. Let your leaders know you’re interested. Don’t assume that your senior executives know you want to be SES just because you work so hard. It’s a good idea to find a mentor you can speak to candidly about your goals and what it will take for you to achieve them. Ask them about how they became a member of the SES and the kinds of challenges they overcame.

3. Take action! Leaders create their own paths. To demonstrate the ECQs, you’ll need a broad base of experience and training. You might want to join a professional association or volunteer for an interagency governing board or taskforce. Leadership development programs are a great idea, and there are many leadership books and articles out there to help you develop your strengths and identify your weaknesses.

4. Set some goals to enhance your career and then follow through. For example, you could write and submit an article or an op-ed for a professional journal, volunteer to speak at a conference, or suggest a new transformation initiative and volunteer to lead the effort.

5. Move on when the time is right. While it is possible to stay in one organization for most of your career, the SES Corps is increasingly seeking people with experience in multiple organizations and work environments when filling their senior positions. To land one of those positions, you may need to move out of your comfort zone.

CDPs aren’t always available, and they are coveted opportunities among many federal employees. Not surprisingly, they are also highly competitive. In terms of applying, the programs are advertised on USAJOBS just like any other position.

Make sure you read the entire vacancy announcement and submit exactly what they ask for—nothing more and nothing less.

Some CDP announcements call for a full set of ECQs just to apply, while others require you to submit what we’ve coined a 5-Page All-Inclusive Resume. This is simply a resume focusing on the past 10 years of your career that shows your executive potential.

Most importantly, these submissions require you to demonstrate your experience and potential in each ECQ category: Leading Change, Leading People, Results Driven, Business Acumen, and Building Coalitions.

So, if a CDP is something that interests you, it’s a good idea to start thinking about (and actively seeking) career experience in each of these areas.

Check Point 1 Summary

You should now have a basic understanding of the history of the SES, the different types of SES appointments, and some helpful tips on how to determine whether you are ready and qualified. In the next Check Point, you’ll gain a better understanding of the actual SES hiring process.

Check Point Notes

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Check Point 2

Finding SES Jobs and Navigating

the Hiring Process

FINDING SES JOBS AND NAVIGATING THE HIRING PROCESS

Patience and Persistence are Key

Once you decide to actively seek an SES position, you are embarking on what could be a highly challenging and rewarding process. Of course, some candidates land the first SES job for which they apply, but in most cases, it seems to take even the most qualified candidates a few tries. The process of recruiting, evaluating, and approving potential SES candidates before they are selected to fill a vacancy can be a lengthy one. It can take as little as a month, or two to six months or even more from the time the initial position announcement is posted to the time the position is actually filled.

Research and Identify Federal Occupation(s) or Agencies of Interest

Many professionals have a range of backgrounds and skills, and, in theory, could thrive in multiple jobs or business areas. But the first step is to familiarize yourself with the occupational areas in the federal government, and start to focus on where you could best serve and lead. The General Schedule (GS) series consists of 23 occupational families that are further divided into more than 400 white-collar occupations. The following are the core GS descriptions, and you can find more details online by searching for OPM general schedule classification qualification.

GS-000: Miscellaneous

This group includes all classes of positions, the duties of which are to administer, supervise, or perform work that can’t be included in other occupational groups.

0006 Correctional Institution Administration Series

0007 Correctional Officer Series

0017 Explosives Safety Series

0018 Safety and Occupational Health Management Series

0019 Safety Technician Series

0020 Community Planning Series

0023 Outdoor Recreation Planning Series

0025 Park Ranger Series

0028 Environmental Protection Specialist Series

0060 Chaplain Series

0062 Clothing Design Series

0072 Fingerprint Identification Series

0080 Security Administration Series

0081 Fire Protection and Prevention Series

0082 United States Marshals Series

0083 Police Series: Grade Evaluation Guide for Police and Security Guard Positions

0084 Nuclear Materials Courier Series

0085 Security Guard Series

0086 Security Clerical and Assistance Series

0090 Guide Series

0095 Foreign Law Specialist Series

GS-100: Social Science, Psychology, and Welfare Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform research or other professional and scientific work, subordinate technical work, or related clerical work in one or more of the social sciences: in psychology, in social work, in recreational activities, or in the administration of public welfare and insurance programs.

GS-200: Human Resources Management Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform work involved in the various phases of personnel management.

GS-300: General Administrative, Clerical, and Office Services Group

This group includes all classes of positions, the duties of which are to administer, supervise, or perform work involved in management analysis; stenography, typing, correspondence, and secretarial work; mail and file work; the operation of office appliances; the operation of communications equipment, use of codes and ciphers, and procurement of the most efficient communications services; the operation of microfilm equipment, peripheral equipment, duplicating equipment, mail-processing equipment, and copier/duplicating equipment; and other work of a general clerical and administrative nature.

GS-400: Natural Resources Management and Biological Sciences Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform research or other professional and scientific work or subordinate technical work in any of the fields of science concerned with living organisms, their distribution, characteristics, life processes, and adaptations and relations to the environment; the soil, its properties and distribution, and the living organisms growing in or on the soil; and the management, conservation, or utilization thereof for particular purposes or uses.

GS-500: Accounting and Budget Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform professional, technical, or related clerical work of an accounting, budget administration, related financial management, or similar nature.

GS-600: Medical, Hospital, Dental, and Public Health Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform research or other professional and scientific work, subordinate technical work, or related clerical work in the several branches of medicine, surgery, and dentistry or in related patient care services, such as dietetics, nursing, occupational therapy, physical therapy, pharmacy, and others.

GS-700: Veterinary Medical Science Group

This group includes all classes of positions, the duties of which are to advise and consult on, administer, manage, supervise, or perform research or other professional and scientific work in the various branches of veterinary medical science.

GS-800: Engineering and Architecture

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform professional, scientific, or technical work concerned with engineering or architectural projects, facilities, structures, systems, processes, equipment, devices, materials, or methods. Positions in this group require knowledge of the science or art—or both—by which materials, natural resources, and power are made useful.

GS-900: Legal and Kindred Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform professional legal work in the preparation for trial and the trial and argument of cases; the presiding at formal hearings afforded by a commission, board, or other body having quasi-judicial powers, as part of its administrative procedure; the administration of law entrusted to an agency; the preparation or rendering of authoritative or advisory legal opinions or decisions to other federal agencies or to administrative officials of own agency; the preparation of various legal documents; and the performance of other work requiring training equivalent to that represented by graduation from a recognized law school and, in some instances, requiring admission to the bar; or quasi-legal work that requires knowledge of particular laws, or of regulations, precedents, or departmental practice based thereon, but that does not require such legal training or admission to the bar.

GS-1000: Information and Arts Group

This group includes positions that involve professional, artistic, technical, or clerical work in (1) the communication of information and ideas through verbal, visual, or pictorial means; (2) the collection, custody, presentation, display, and interpretation of art works, cultural objects, and other artifacts; or (3) a branch of fine or applied arts, such as industrial design, interior design, or musical composition. Positions in this group require writing, editing, and language ability; artistic skill and ability; knowledge of foreign languages; the ability to evaluate and interpret informational and cultural materials; the practical application of technical or aesthetic principles combined with manual skill; and dexterity and related clerical skills.

GS-1100: Business and Industry Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform work pertaining to and requiring a knowledge of business and trade practices, characteristics, and use of equipment, products, or property, or industrial production methods and processes, including the conduct of investigations and studies; the collection, analysis, and dissemination of information; the establishment and maintenance of contracts with industry and commerce; the provision of advisory services; the examination and appraisement of merchandise or property; and the administration of regulatory provisions and controls.

GS-1200: Copyright, Patent, and Trademark Group

This group includes all classes of positions, the duties of which are to advise on, administer, supervise, or perform professional scientific, technical,