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Frequently Asked Questions Senior Executive Service

  • No. Credit hours are a form of premium pay; SES members are not eligible.
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  • 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.

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  • This system was designed to appraise SES members.  Agencies may adopt or adapt the system for use with other senior employees as appropriate (e.g. senior level employees who serve as the agency’s executives when they do not have SES members).
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  • 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.

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  • 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:

     

     

    Critical Element

    Element Rating

    Weight

    Performance Element Score

    Summary Level Ranges

    1. Leading Change

    4

    10

    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

    10

    5 x 10 = 50

    3. Business Acumen

    3

    10

    3 x 10 = 30

    4. Building Coalitions

    4

    10

    4 x 10 = 40

    5. Results Driven

    4

    60

    4 x 60 = 240

     Total

     

    100%

    400

               

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  • The basic system description does not specify requirements for how pay adjustments or performance awards are given.  The basic appraisal system description provides the tools and metrics to help rating officials and Performance Review Boards (PRB) make meaningful distinctions in relative performance.  The ratings from application of the basic system description will provide performance information to rating officials and PRB members so they will be able to appropriately apply the agency’s pay policy and recognize top performers.
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  • An Executive Development Plan is a document completed by an executive to plan developmental activities over a period of time.  Developmental activities may include classroom and online training, developmental assignments, action learning, collaborative team projects, and reading.  An EDP template is available on the U.S. Office of Personnel Management’s (OPM) website (www.opm.gov/ses), but first check with your agency – your agency may have a specific version for you to use.

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  • The statistically validated ECQs have served as the foundation for selecting and developing Federal executives across Government for over 14 years.  Using the ECQs to appraise and recognize Federal executives will complete a holistic approach for not only selecting and developing Federal executives, but also for appraising, recognizing, and retaining a diverse cadre of high-performing Federal executives.  With the ECQs as a framework, the Federal Government can ensure a performance management system applicable to all executive position responsibilities and performance expectations, as well as maintaining a balanced emphasis on strategic leadership as well as results.
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  • As of January 2012, over 60 SES performance appraisal systems exist throughout the Federal Government.  A broad range of agencies collaborated to design a single SES performance appraisal system applicable to all organizations across the entire Federal Government and to all SES members.  The basic SES appraisal system promotes consistency, clarity, equity, and transferability of performance processes, standards, feedback and ratings throughout Government.  Additionally, the implementation of a basic SES appraisal system will enable a streamlined and more efficient process for SES performance appraisal system approval and certification by OPM.
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  • Yes, a Governmentwide working group will identify training requirements for implementation of this basic SES appraisal system description.  The goal is to ensure agency executives and executive resources staff are trained on the use and implementation of the basic system description before full-scale implementation.  OPM will provide several workshops this spring to support agencies’ transitions to the basic system description.
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