U.S. Office of Personnel Management www.opm.gov - Recruiting, Retaining and Honoring a World-Class Workforce to Serve the American People

About the Senior Executive Service

Frequently Asked Questions

About SES

• What does the SES insignia symbolize?
• Are agencies permitted to use the SES insignia on letterhead, place cards, invitations, etc?
• What's the difference between SES, ST, and SL positions?

Facts & Figures

• Where do I find information about the number of SES who receive Presidential Rank Awards and bonuses (performance awards)?

Recruitment & Selection

• Where can I apply for SES positions?
• Do veterans receive hiring preference for SES positions?
• What kind of forms do I need to fill out when I apply for an SES position?
• The vacancy announcement says I must submit supplemental documents addressing how I meet the mandatory Executive Core Qualifications (ECQs). How do I address these?
• What are the 3 types of Qualifications Review Board (QRB) cases?
• I believe I am qualified for the Senior Executive Service because of the executive type positions I have held. How do I go about obtaining SES certification from OPM?
• If I send OPM my written responses to the Executive Core Qualifications (ECQs), will you give me your opinion and any suggestions for improvements?
• Do I need to address each Fundamental Competency within each Executive Core Qualification (ECQ)?
• Will I be assessed on all of the competencies?

Performance & Compensation

• What are the current pay rates for SES jobs?
• Is there a difference between acting in an SES position and being detailed to one? Am I entitled to SES pay while I am detailed to or acting in such a position?
• Am I eligible to earn credit hours if I participate in my agency's Alternative Work Schedule (AWS) Program?
• Can I earn compensatory time?
• What are the eligibility requirements for a "last move home" for a member of the SES?

Basic SES Appraisal System

• What are the rating levels and what are they called?
• How will the basic SES appraisal system description affect my pay and performance awards?
• Why is the basic system description based on the Executive Core Qualifications (ECQs)?
• How are the ratings derived?
• Will training be provided?
• Will the basic system description require a change to Agency performance-based pay and awards policies?
• Will the basic system description apply to Senior Professionals and other employees above the GS-15 level?
• Will the basic system description drive strategic alignment from organizational goals to executive performance elements as currently required?
• Will there be a cost to my agency to implement the basic system description?
• The Governmentwide performance requirements in the basic performance appraisal system description are broadly written. How will this allow for the specificity my agency executives need to ensure they are rated against clearly articulated expectations?
• May agencies incorporate other competencies beyond the five ECQs into the basic SES appraisal system?
• When will my agency implement the basic SES performance appraisal system description?
• Why adopt the basic SES performance appraisal system?
• The minimum weight for the “Results Driven” performance element under the basic system description is different from the 60% results-focused requirement OPM had in past years. What does this mean?
• How will SES members transition their performance plans under the ECQ-based basic appraisal system description?
• Will agencies still need to get the basic SES performance management system description approved by OPM and certified by OPM with concurrence from OMB?
• Does the basic SES appraisal system description require specific weights for each performance element?
• The scoring ranges for the basic system description are different from what my agency currently uses. Can my agency maintain its existing scoring ranges?
• Will the basic performance appraisal system description be tested?
• What will happen to my agency’s automated performance appraisal system tool?

Executive Development

• Is there any program that will help me prepare to become an SES member?
• Where can I get information about SES Candidate Development Programs (SESCDPs)?

Miscellaneous

• Are members of the SES subject to the Federal Hatch Act?
• Are members of the SES allowed to join Federal labor unions?
• What is the established protocol for SES members?
• Is there an association for the Senior Executive Service?

Q. What does the SES insignia symbolize?

A. The SES insignia or emblem represents a keystone -- the center stone that holds all the stones of an arch in place. This represents the critical role of the SES as a central coordinating point between Government's political leadership which sets the political agenda and the line workers who implement it. Members of the SES translate that political agenda into reality. The upright lines in the center of the keystone represent a column in which individual SES members are united into a single leadership corps. There is no particular symbolism to the number of lines, which has varied over the years with different iterations of the logo. The SES insignia can not be modified.

Q. Are agencies permitted to use the SES insignia on letterhead, place cards, invitations, etc?

A. Agencies are permitted to use the SES insignia for official Government business. The insignia can not be modified.

Q. What's the difference between SES, ST, and SL positions?

A. SES positions are classified above GS-15 or equivalent. The position involves one or more of the criteria set forth in 5 USC 3132 (e.g., directing the work of an organization, monitoring progress toward organizational goals, etc.).

ST (scientific and professional) positions are classified above the GS-15 level and involve high-level research and development. ST positions are established under 5 USC 3104 and are always in the competitive service.

SL (senior level) positions are classified above GS-15. The work of the position does not meet the SES criteria nor does it involve the fundamental research and development responsibilities that are characteristic of ST positions. SL positions may be in either the competitive or excepted service.

Q. Where do I find information about the number of SES who receive Presidential Rank Awards and bonuses (performance awards)?

A. Historical information about both types of awards is published in OPM's "The Fact Book & Federal Civilian Workforce Statistics".

Q. Where can I apply for SES positions?

A. All SES vacancies are advertised on OPM's website: www.usajobs.gov. - From this site, you may download announcements for vacancies of interest to you.

Q. Do veterans receive hiring preference for SES positions?

A. No. The reason is that 5 USC 2108(3) which defines the term "preference eligible" provides that this term does not include applicants for, or members of, the Senior Executive Service.

Q. What kind of forms do I need to complete when I apply for an SES position?

A. You may submit a resume or an Optional Application for Federal Employment (OF-612 which you may download from OPM's website) in accordance to the vacancy announcement instructions. Check the vacancy announcement for additional forms or documents required by the agency/department to which you are applying. Take particular note of the information you must provide if you submit a resume instead of an OF-612.

Q. The vacancy announcement says I must submit supplemental documents addressing how I meet the mandatory Executive Core Qualifications (ECQs). How do I address these?

A. The "Guide to Senior Executive Service Qualifications" contains information about the ECQs and samples you may use to develop your own statements.

Q. What are the 3 types of Qualifications Review Board (QRB) cases?

A. Criterion A cases are based on demonstrated executive experience. Candidates must demonstrate that they have experience/competence in all 5 ECQs.

Criterion B cases are based on successful participation in an OPM approved SES Candidate Development Program (SESCDP). Candidates who compete governmentwide and successfully complete a CDP are eligible for non-competitive appointment to the SES. (However, successful completion does not guarantee placement in the SES.)

Criterion C cases are based on the candidate's having special or unique qualities that indicate a likelihood of success in the SES. Candidates must demonstrate that they have the qualifications for the position and the potential to quickly acquire full competence in the 5 ECQs. The package submitted for QRB approval must contain the agency's assessment of why the selectee uniquely qualifies for the position, and an Individual Development Plan that focuses on the specific ECQs that need to be enhanced.

Q. I believe I am qualified for the Senior Executive Service because of the executive type positions I have held. How do I go about obtaining SES certification from OPM?

A. You must first identify a position to apply for. Agencies announce their SES vacancies on OPM's website USAJOBS. From there, you may download information on vacancies of interest to you, complete the application procedures, and submit your application to the agency that has the vacancy. The agency submits the executive core qualifications of the person selected to a Qualifications Review Board (QRB) convened by OPM. The QRB must certify all selectees before they can be appointed to the SES. Further information about the selection process is available elsewhere on this site.

Q. If I send OPM my written responses to the Executive Core Qualifications (ECQs), will you give me your opinion and any suggestions for improvements?

A. No. OPM will not pre-review ECQ statements. To do so would be a conflict of interest since we administer the Qualification Review Boards, and would also provide the requestor with an unfair advantage over other applicants.

Q. Do I need to address each Fundamental Competency within each Executive Core Qualification (ECQ)?

A. No. Because the Fundamental Competencies are cross-cutting, they should be addressed over the course of the ECQ narrative. It is not necessary to address them directly as long as the narrative, in its totality, shows mastery of these competencies on the whole.

Q. Will I be assessed on all of the competencies?

A. No. You will be assessed on each ECQ, not on the individual competencies (although you are expected to demonstrate mastery of the Fundamental Competencies somewhere within your narrative statement).

Q. What are the current pay rates for SES jobs?

A. The current pay rates for SES jobs can be found at http://www.opm.gov/oca/payrates/index.asp.

Q. Is there a difference between acting in an SES position and being detailed to one? Am I entitled to SES pay while I am detailed to or acting in such a position?

A. There is some difference between acting in and being detailed to an SES position. OPM defines "acting" to mean a situation in which (for instance) a Deputy's position description includes authority and responsibility to perform the duties of an SES level Director's position in that Director's absence. This "acting" authority is meant to cover a short term absence or vacancy. When an acting assignment extends to the lengths of time discussed in 5 CFR 317.903, the provisions of that section, including requirements for competition, apply. These restrictions are appropriate since the opportunity to serve under detail in an SES position may provide an advantage in competing for SES positions in the future. OPM regulations on details to SES positions are found at 5 CFR 317.903. Under that section, a detail includes "the temporary assignment of a non-SES member to an SES position, with the expectation that the employee will return to the official position of record upon expiration of the detail." The regulation provides that, "For purposes of pay and benefits, the employee continues to encumber the position from which detailed." That is, a GS-15 who is detailed to a SES position continues to be paid at the GS-15 rate of pay of his or her position of record.

Paragraph (b) of the regulation (5 CFR 317.903) describes procedures and time lengths for detailing a non-SES member to an SES position. It requires agencies to use competitive procedures for any detail exceeding 240 days. Agencies must receive OPM approval before detailing for longer than 240 days a non-SES member to an SES position that supervises other members of the SES.

Q. Am I eligible to earn credit hours if I participate in my agency's Alternative Work Schedule (AWS) Program?

A. No. Credit hours are a form of premium pay, SES members are not eligible. (5 CFR 610.408)

Q. Can I earn compensatory time?

A. No. Compensatory time is another form of premium pay, SES members are not eligible. (5 CFR 610.408)

Q. What are the eligibility requirements for a "last move home" for a member of the SES?

A. You must be a career member of the SES to be eligible for a "last move home." SES members on non-career and limited-term/emergency appointments are not eligible. Under 5 U.S.C. 5724(a)(3), retiring career appointees are entitled to travel, transportation, and household goods expenses to the place where they will live if:

• They retire after 9/22/88.
• They were moved geographically as a career appointee in the SES (either reassigned or transferred in the career SES or appointed into the career SES at the new duty station); and
• At the time of the geographic move, they were eligible for optional retirement, or were within 5 years of optional retirement, or were eligible for discontinued service retirement.

The General Services Administration regulates payment of travel and transportation expenses. Contact your agency's travel or human resources office for further information and guidance.

Q. What are the rating levels and what are they called?

A. The basic system description uses a five-level rating system:  Level 5 – Outstanding, Level 4 – Exceeds Fully Successful, Level 3 – Fully Successful, Level 2 – Minimally Satisfactory and Level 1 – Unsatisfactory.  Agencies may use agency-specific labels, which they must include in their additions to the basic system description.

Q. How will the basic SES appraisal system description affect my pay and performance awards?

A. 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.

Q. Why is the basic system description based on the Executive Core Qualifications (ECQs)?

A. 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.

Q. How are the ratings derived?

A. 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

Q. Will training be provided?

A. 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.

Q. Will the basic system description require a change to Agency performance-based pay and awards policies?

A. Agencies will continue to apply their existing pay and awards policies to determine how executive annual summary ratings (and scores) translate into performance-based pay and awards.  The existing principles driving effective executive performance i.e., emphasizing excellence in performance – will continue under the basic system description.

Q. Will the basic system description apply to Senior Professionals and other employees above the GS-15 level?

A. 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).

Q. Will the basic system description drive strategic alignment from organizational goals to executive performance elements as currently required?

A. Yes, the basic SES performance appraisal system description and performance plan template require that the performance requirements within the “Results Driven” performance element be strategically aligned.  Agencies have the flexibility to require such alignment within the remaining performance elements.

Q. Will there be a cost to my agency to implement the basic system description?

A. Implementation of the new basic system template does not involve a fixed charge; however, agencies will need to engage in a number of important activities to ensure successful implementation (e.g., marketing, communication and engagement targeting SES members, and required training). To assist with these efforts, adaptable communication and training tools are being developed for Governmentwide use. Additionally, an Implementation timeline is being developed to support agency planning for transition to the basic system description.

Q. The Governmentwide performance requirements in the basic performance appraisal system description are broadly written. How will this allow for the specificity my agency executives need to ensure they are rated against clearly articulated expectations?

A. The Governmentwide performance requirements were written broadly to incorporate all regulatory and certification criteria and be applicable across all agencies. Agencies have the flexibility to include additional performance requirements under any performance element to increase the usefulness and job specificity needed for their executives.

Q. May agencies incorporate other competencies beyond the five ECQs into the basic SES appraisal system?

A. Agencies must request approval from OPM in order to use additional statistically-validated competencies in their appraisal system. OPM has approved the use of additional competencies for the Department of Defense and the Intelligence Community.

Q. When will my agency implement the basic SES performance appraisal system description?

A. Agencies will implement the basic performance appraisal system description as certifications for their current SES performance management systems naturally expire – or sooner, if an agency prefers. Executives should contact the executive resources office at their agencies for additional information.

Q. Why adopt the basic SES performance appraisal system?

A. 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.

Q. The minimum weight for the “Results Driven” performance element under the basic system description is different from the 60% results-focused requirement OPM had in past years. What does this mean?

A. This system aims to balance the results-focused performance element, which remains a critical part of a well-rounded performance appraisal plan, with the other leadership responsibilities of Federal executives. Agencies now have the flexibility to more fully reflect key priorities for their own executives within the basic SES performance appraisal system description and performance plan template by carefully selecting the applicable weights for each performance element.

Q. How will SES members transition their performance plans under the ECQ-based basic appraisal system description?

A. The design of the basic system description is consistent with how most agencies currently construct performance plans, e.g. results-focused, leadership and accountability. For some agencies, the basic system description may represent a transition to new terms and methods. Agency executive resources staff will develop an implementation plan that will outline an approach to help SES members transition and to construct their performance plans as ECQ-based performance requirements.

Q. Will agencies still need to get the basic SES performance management system description approved by OPM and certified by OPM with concurrence from OMB?

A. Yes, by law (5 U.S.C 4312) agencies with SES members (i.e. subject to 5 U.S.C chapter 43 and 5 CFR 430) must have their SES performance management systems approved by OPM. Additionally, by law (5 U.S.C. 5307(d)) and regulation (5 CFR 430 subpart D) agencies must have their SES performance management systems certified by OPM, with concurrence by OMB, to set SES member basic pay at a higher rate (i.e. up to the rate for level II of the Executive Schedule) and use a higher aggregate limit (i.e. up to the Vice President’s salary). Both processes will be streamlined when using the basic system description.

Q. Does the basic SES appraisal system description require specific weights for each performance element?

A. Each performance element has a minimum required percentage weight, all adding up to a total weight of 100%.  The minimum weight assigned to the “Results-Driven” performance element is 20%.  The minimum weight for each of the other four performance elements is 5%, with no single performance element weighing more than the “Results-Driven” performance element.

Q. The scoring ranges for the basic system description are different from what my agency currently uses. Can my agency maintain its existing scoring ranges?

A. The scoring ranges are an integral part of the basic SES appraisal system description design and will provide greater consistency and uniformity across Government.  Therefore, the ranges (Level 5 = 500 – 475, Level 4 = 474-400, Level 3 = 399 – 300, Level 2 = 299 – 200) will be standard across the Federal Government for agencies adopting the basic system description.

Q. Will the basic performance appraisal system description be tested?

A. A number of agencies are currently implementing the basic system description. These agencies will provide feedback and lessons-learned from their experience that will inform any appropriate refinements as other agencies begin to implement.

Q. What will happen to my agency’s automated performance appraisal system tool?

A. The basic SES performance appraisal system description is adaptable to automation. Its requirements can be loaded into existing tools, or existing tools can be modified to support the basic system description’s requirements. Additionally, the performance plan template is available electronically for agency use.

Q. Is there any program that will help me prepare to become an SES member?

A. 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.

Q. Where can I get information about SES Candidate Development Programs (SESCDPs)?

A. Visit http://www.opm.gov/ses/recruitment/fedcdp.asp for information about SES Candidate Development Programs. You may also visit http://www.opm.gov/ses/recruitment/fedcdp.asp for information about OPM's Federal Candidate Development Program (FED CDP). Agencies and departments that recruit for SESCDP participants must advertise on OPM's website USAJOBS.

Q. Are members of the SES subject to the Federal Hatch Act?

A. Yes. The Hatch Act, administered by the Office of Special Counsel (OSC), restricts the political activity of executive branch employees of the Federal Government, District of Columbia government and some state and local employees who work in connection with federally funded programs. Go to OSC's website for additional information.

Q. Are members of the SES allowed to join Federal labor unions?

A. Union membership is not prohibited. However, a labor union cannot represent a member of the SES in a grievance, and its contract provisions do not apply to the SES.

Q. What is the established protocol for SES members?

A. For guidance on SES protocol, contact your agency's human resources office.

Q. Is there an association for the Senior Executive Service?

A. Yes. The Senior Executive Association (SEA) is a professional association representing the interests of the members of the career Senior Executive Service. SEA maintains a website where members may access valuable resources from legal help (ie: professional liability insurance) and member forums to information on how to obtain SES flags, lapel pins, and other SES items.