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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.
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
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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