(How can my agency’s program meet the requirements of 5 CFR 412?)

To graduate from an SES CDP, candidates must complete the requirements of the program in 5 CFR 412.302 and all additional requirements established by their agency. Each candidate must have a documented development plan based upon the candidate's competency-based needs determination. The plan must address the following:

• Executive Core Qualifications
• Crucial leadership challenges for senior executives
• Increased knowledge and understanding of the overall functioning of an agency so the candidate is prepared for a range of positions and responsibilities
• Interaction with senior employees outside the candidate's agency to foster a broader perspective
• Governmentwide or multi-agency applicability in the scope and nature of the training 

Candidates must also complete:

• Formal interagency and/or multi-sector training lasting at least 80 hours. The training must address the ECQs and their application to SES positions Governmentwide. A training experience must include interaction with senior employees outside the candidate's agency.
• Developmental assignment(s) totaling at least 4 months of full-time service outside the candidate's position of record. One assignment must be at least 90 continuous days in a position other than, and substantially different from, the candidate's position of record. The purpose of the assignment is to broaden the candidate's experience and/or increase his or her knowledge of the overall function of the agency so the candidate is prepared for a variety of positions. The assignment(s) must include executive-level responsibilities and differ from the candidate's current and past assignments. The assignment(s) should challenge the candidate with respect to leadership competencies and the ECQs.
• A mentor who is a member of the SES or otherwise determined by the ERB to have the knowledge and capacity to advise the candidate, consistent with the goals of the agency SES CDP. All mentors must be approved by the ERB.

The focus of the entire program should be on closing competency gaps identified at the beginning of the program. If all of the requirements are met and the candidate's competency gaps(s) have not been fully addressed, the agency will need to provide additional training or other developmental opportunities to the candidate prior to QRB certification. Here is a checklist to help you get started with developing your program, and some tools to assist your candidates to meet the requirements.

Executive Development Plan
OPM developed an Executive Development Plan template for agencies to use.
Here is the link to the template: http://www.opm.gov/ses/references/EDPTemplate.pdf

For more information on EDPs, please go to the Individual-Development-Plans.

80-hour Interagency Training Requirement
The Department of Energy developed a Senior Executive Courses and Seminars guide.  The guide contains description of over 350 courses, offered by 56 colleges, universities, and OPM. Each course is matched to a particular ECQ though some course may have more than one ECQ. Please note that course descriptions and information on dates, locations, and cost are taken directly from the course catalogs of institutions of where they are offered. Please check the institution's website prior to registering.

NASA developed an executive development resource portal. The portal is designed to provide members of the SES community with a structured approach to training, networking, and other opportunities.
Here is a link to the portal:  http://execdev.nasa.gov/Default.aspx

Developmental Assignment
OPM hosts a website listing of SES CDP developmental assignments to help SES CDP candidates find developmental assignments outside their current agency. Here is the link to the website: http://apps.opm.gov/SESCDP/devassgnmnt.asp

If an agency is interested in hosting an SES CDP candidate for a developmental assignment, the agency should contact OPM at hrdleadership@opm.gov. The agency will need to submit a description of the assignment to OPM for review and approval. Once these assignments are reviewed and approved, they will be posted on this website. 

Agencies should use this website as a tool to offer opportunities for all SES CDP candidates and encourage their candidates to use this website when searching for developmental assignments.

A Developmental Assignment Memorandum of Agreement  template, which outlines the understanding between the Employing Agency and the Gaining Agency, is also available on the OPM SES CDP Developmental Assignment webpage.

Does your agency use any tools to assist candidates in meeting the SESCDP requirements? If so, please share your comments with the training & development community.

(Which agencies have SES Candidate Development Programs?)

Here are agencies who have implemented SES CDPs. Click on the agencies below to learn more about their programs.

• Department of Treasury, Internal Revenue Service
• Department of Energy
• Department of Interior
• Social Security Administration

The Department of Commerce Action Learning Team has provided a very useful presentation, and report highlighting how best practices can be leveraged in placing SES CDP graduates successfully.  There are many great takeaways to be shared here.  Take a look at both the PowerPoint presentation, as well as the report on these links:

• DOC Action Learning Team Project Presentation
• DOC Action Learning Team Project Report

Has your agency implemented an SES CDP?

(Where can SES CDP coordinators find training opportunities?)

OPM periodically hosts interagency roundtables for SES CDP coordinators and other staff members. The SES CDP Roundtable is an opportunity for agencies to network, share best practices, and learn from others involved in running SES CDPs. If you are interested in attending these roundtables, please contact hrdleadership@opm.gov.

(What other tools and resources are available for me?)

Law and Regulation:

• 5 U.S.C. 3396
• 5 CFR 412.301 and 302

OPM SES Website - Candidate Development Programs

SES Candidate Development Program Study and Innovative Practices Report
This report was developed as an independent third party study of SES CDPs in the Federal Government. The report provides an overview and analysis of success factors, notable practices, and key recommendations for SES CDPs Governmentwide.

Federal agencies are required by law (Title 5, U.S. Code, Section 3396) to establish programs for the continuing development of senior executives.

SES members are required to prepare, implement, and regularly update an EDP as specified by 5 CFR 412.401. The Executive Development Plan (EDP) is a key tool in assisting executives in their continued development.  EDPs should outline a senior executive's short-term and long-term developmental activities which will enhance the executive's performance. These activities should meet organizational needs for leadership, managerial improvement, and results. EDPs should be reviewed annually and revised as appropriate by an Executive Resources Board or similar body designated by the agency to oversee executive development.

OPM has developed a sample EDP template you or your agency can use. Department of Commerce has developed this IDP/EDP template for its executives.  Department of Labor also created an EDP Template and A Guide to Writing an Executive Development Plan (EDP) that references, by ECQ competency, possible training and books.

                              JUST RELEASED: OPM's Executive Development Best Practices Guide                                 OPM conducted interviews with 17 Fortune-500 companies and 21 Federal agencies to compile current trends and best practices in the field of executive development.

Does your Agency have an EDP template that you find useful? Please share it with us!

There may be barriers or perceived barriers to executive development.  The 2008 Survey of Senior Executives indicated that many executives felt their training and developmental needs were not being met by their agency.  Over one third of the executives surveyed indicated they had never taken advantage of the activities commonly used for developing executives (360 degree assessments, details, mentoring, coaching, residential programs, etc.).  How can you overcome these barriers?  The article, Three Barriers to Owning your Leadership Development, presents an interesting way of thinking about these barriers and some possible solutions.  Do you have ideas or suggestions?

Solve Problems

(What tools are available for Executive Development?)

360 Degree Feedback: 360 degree feedback is a widely used method and tool to assist in identifying strengths and developmental needs.  OPM offers 360 degree survey services, as do other organizations.

Formal Training:  OPM offers formal training at its Management Development Centers and the Federal Executive Institute.  There are many other formal training opportunities outside OPM. For more information, visit the Executive Development Community web page.

Mentoring and Coaching: Mentoring and Coaching are very effective tools for personal and leadership development. OPM is currently piloting mentoring program featuring the latest techniques for transfer of knowledge and information such as Speed mentoring, and Reverse mentoring. For more detailed information, please see our Mentoring-and-Coaching wiki page. And please share your comments and practices your agency uses in mentoring. 

Mobility Assignments:  Current and aspiring executives have the option to participate in mobility assignments (5 U.S.C. 3131). These assignments consist of details, special/short-term assignments, transfers, projects, use of Intergovernmental Personnel Act authority, sabbaticals, formal training, and other creative ways to expose executives to challenges or otherwise expand their capacity to serve.

Sabbaticals: Another means for an SES member to gain a broader knowledge and experience is to participate in a sabbatical. Sabbaticals may be used for teaching; study (independent or structured); research; developmental work experience in the private sector, non-profit organizations, State, local, or foreign governments; and an activity or a project not covered above. 

Other tools could include books, book summaries, webinars, and serving on Intra-agency work groups. What tools have you found useful in your professional development as an executive?

Stay Current

(What are other organizations doing in this area? Does your agency have any tips or ideas to share?)

Check out the Harvard Business Review.  The site features great articles, discussions, webinars for executives and managers alike. Subscribe to stay up to date on new and cutting edge trends in growing and developing senior leadership.

Federal Executive Boards offer many training and development programs of interest to the executive and aspiring executive. The Federal Executive Boards (FEBs) are a forum for communication and collaboration among Federal agencies outside Washington, DC. The National network of 28 FEBs, located in areas of significant Federal populations, serves as the cornerstone for strategic partnering in Government.

National Nuclear Security Administration (NNSA)

The Department of Energy’s NNSA has implemented the Executive Career Enrichment Initiative.  This program is designed to be a comprehensive leadership program for the NNSA leadership Corps.  The program helps to define NNSA’s Executive Corps (consisting of members of the SES and Excepted Service), it enriches the careers of NNSA Executives, it develops future Executives, and it enhances NNSA’s mission execution and growth.  For more details on this exciting program, view these powerpoint slides.

Department of Energy

The U.S. Department of Energy has developed a Senior Executive Seminars and Courses guide. The guide contains descriptions of over 350 courses, offered by 56 colleges and universities and OPM. Each course is matched to a particular ECQ though some courses may have more than one ECQ. Please note that course descriptions and information on dates, locations, and costs are taken directly from the course catalogs of institutions of where they are offered. Please check the institution's websites prior to registering.

Department of the Interior

The U.S. Department of the Interior (DOI) developed an Executive Development policy and fillable EDP. DOI's policy provides guidance for continuing professional development of DOI's executives, Senior Leaders and Senior Technical staff. At the beginning of each fiscal year, all DOI executives must develop learning goals and develop their EDP. The policy also includes tips on writing an EDP.

Department of Health and Human Services

The Department of Health and Human Services began a series of SES Leadership Development Forums to provide meaningful leadership development training to its executives.  These trainings, which are held every few months, offer leadership development, functional training and networking opportunities for executives.  In addition to leadership and career development, the Forums are a way to involve the SES in the vision and priorities of the Agency and the Administration.

The kick-off was held in September 2010 in Washington, DC with Secretary Sebelius, Deputy Secretary Corr, and senior White House, OMB and OPM officials briefing 220 SES members on Departmental and Administration priorities.  Since the kick-off, HHS has held a second all-SES forum at the National Institutes of Health and two mini-Forums on Health Reform and Telework, and plans to continue these programs.

Tell us about your agency’s efforts toward Executive Development so we can highlight them here.

Find Opportunities

(What training or other opportunities are available for Executives?)

OPM Executive Leadership and Development Programs

OPM offers a variety of training and development opportunities online and as resident programs.  To learn more about these opportunities visit the Leadership and Development site.

Other organizations that help people in their quest to become better leaders

• Center for Creative Leadership
• Senior Executives Association
• Harvard University: The John F. Kennedy School of Government Executive Education
• Massachusetts Institute of Technology Sloan Executive Programs
• Maxwell School of Syracuse University Executive Education Programs
• Graduate School, USDA
• GovLeaders.org
• Federal Executive Boards (FEBs)
• American University: Key Executive Leadership Programs

Discover Helpful Tools and Resources

(What other tools and resources are available to me?)

• The Executive Core Qualifications (ECQs) establish the basic leadership skills needed to succeed in the SES.
• The Guide to Senior Executive Service Qualifications describes these leadership skills (competencies) and the behaviors associated with the ECQs.
• The Fact Book: Explore statistics on Senior Executive Service awards, positions and appointments, and member profile.

If you see an error or have any suggestions for improvement, please email us at HRDLeadership@opm.gov