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Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
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Yes. SES Candidate Development Programs are competitive programs designed to develop the executive qualifications of employees with strong executive potential. Participation in an SESCDP is not a prerequisite for obtaining an SES appointment
In order to be eligible for a sabbatical, SES Career appointees must complete seven years of service in SES position(s) or SES equivalent civil service position(s) (grade level above a GS-15 or equivalent), and at least two of the seven years specifically must be in the SES. SES members may not be eligible for voluntary retirement at the time the sabbatical begins. A sabbatical may not be granted to the same individual more than once in a 10-year period.
Training is delegated to the agencies (5 U.S.C. 4103(a)). Each agency is responsible for developing its own programs. You should check with your agency to obtain information on training your agency specifically requires for SES members. Agencies are required to develop learning programs and opportunities for the continued development of their executives.
All Federal employees are required to take a set of Federal Mandatory training courses including IT Security Awareness, No Fear Act, and EEO training. Executives are required to take Ethics Awareness training as well. Check with your Executive Resources office for a schedule of these mandatory courses at your agency.
Visit http://www.opm.gov/ses/recruitment/candevprg.asp for information about SES Candidate Development Programs. Agencies and departments that recruit for SESCDP participants must advertise on OPM's website USAJOBS.
Each performance element is appraised and assigned points according to the performance level attained, the points are multiplied by the applicable weight for the associated performance element to determine the element score. These performance element scores are added together to determine the summary score, which yields the overall summary rating. Consider the following example:
Performance Element Score
Summary Level Ranges
1. Leading Change
4 x 10 = 40
475-500 = Level 5
400-474 = Level 4
300-399 = Level 3
200-299 = Level 2
Any CE rated Level 1 = Level 1
2. Leading People
5 x 10 = 50
3. Business Acumen
3 x 10 = 30
4. Building Coalitions
5. Results Driven
4 x 60 = 240
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