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Federal agencies are required by law (5 U.S.C. 3396) to establish programs for the continuing development of senior executives. One tool that OPM has developed to help is the SES Situational Mentoring program. As an SES mentor please view these program Frequently Asked Questions and Roles and Responsibilities for detailed information about the program and your role. SES members interested in being mentored by a federal executive should email SESDevelopment@opm.gov. For more information about the SES Situational Mentoring program please view this VIDEO.
Federal agencies often perceive resource constraints as barriers to their ability to support professional development.By strategically prioritizing executive development, Federal agencies will maximize executive leadership effectiveness and potential, as well as significant organizational outcomes, while preparing the leadership corps for future challenges.
The Executive Development Plan (EDP) is a key tool in assisting executives in their continued development. EDPs should outline the short-term and long-term developmental activities that will enhance an 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 governing body designated by the agency to oversee 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 (e.g. 360 degree assessments, details, mentoring, coaching, residential programs, etc.). The article, Three Barriers to Owning your Leadership Development, presents an interesting way of thinking about these barriers and some possible solutions.
Federal agencies are required by law (5 U.S.C. 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 U.S. Office of Personnel Management (OPM)
OPM's "Executive Excellence and Wellness through Strategic Leadership" course- this course is a tool you can use to gain valuable knowledge, strategies and resources on how to use strategic leadership skills in your work and personal life to achieve executive excellence and wellness. The strategies in this training — even if obvious or intuitive — are designed to provide a helpful reminder of the value of strategic approaches to both work and personal life. Duration: 30 minutes. Download the SCORM 1.2 course package here. Please contact Yadira at Yadira.Guerrero@opm.gov for instructions on how to upload the SCORM package to your agency's LMS.
NOTE: There is specific language in the course regarding “always” including both quality and timeliness metrics in SES performance requirements. This language is intended to communicate and promulgate a best and desirable practice; however, it does not address certification requirements and is not intended to set or change current certification practice. The content is intended to promote good performance management by and for the audience of operational senior executives, rather than human resources practitioners, and therefore focuses on ideal performance management implementation practices rather than OPM’s certification requirements.
OPM's "Applying Executive Core Qualifications for Enterprise Leadership in the Federal Government" course--The purposes of the course are to provide SES-level participants with a deep practical and theoretical understanding of the OPM Executive Core Qualifications (ECQ), as well as the knowledge on how to apply ECQs to lead cross-cutting change initiatives that require broad collaboration across organizations and agencies. The course draws on a case study of the 2011 interagency collaborative effort to design a Governmentwide model SES performance appraisal system, and provides participants with a highly-participatory and interactive experience. The course includes simulations and exercises in which participants have an opportunity to explore various leadership behaviors, make decisions that lead to specific scenario outcomes, and collaborate and network with other participants. Duration: 1 day. The following are the materials for the course: Instructor Guide, Participant Guide, articipant Guide, Presentation, Case Study Challenges: What Really Happened, and Course Evaluation . Please contact Jaye at Jaye.Murray@opm.gov for any questions regarding the course.
The U.S. Department of Energy (DOE)
The U.S. Department of the Interior (DOI)
The U.S. Department of Health & Human Services (HHS)
Other Public Sector organizations that encourage executive development:
The Harvard Business Review: Features informational articles, discussions, and 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 (FEBs): FEBs are a forum for communication and collaboration among Federal agencies outside Washington, DC, and offer many training and development programs of interest to the executive and aspiring executive. The National network consists of 28 FEBs, located in areas of significant Federal populations, and serves as the cornerstone for strategic partnering in Government.
Private sector organizations that encourage executive development:
Remember that Executive Learning and Development can take place in a variety of forms. Here are a few ideas to get you started:
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