u.s. federal senior executive service - its purpose, features, challenges and role in policy...

U.S. FEDERAL SENIOR EXECUTIVE SERVICE

ITS PURPOSE, FEATURES, CHALLENGES AND ROLE IN POLICY PLANNING AND IMPLEMENTATION

Presented by: Timothy M. Dirks

Director, Member and Agency Liaison

Senior Executives Association

© 2013 by the Senior Executives Association

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History of the U.S. Civil Service

• U.S. Constitution of 1789 Established Federal Government

• Early U.S. Presidents Appointed Persons to all Federal Jobs Based on Political Affiliation – “The Spoils System”

• Pendleton Act of 1883 Established the U.S. Civil Service Commission (CSC) and Required Merit Based Hiring

• By the mid 1900s most Federal jobs filled Competitively

• Civil Service Reform Act of 1978 Overhauled the U.S. Civil Service System – Eliminated Outmoded CSC

• Created the U.S. Office of Personnel Management (OPM) to Set Policy/Guide Human Resources (HR) Management

• Created the Merit Systems Protection to Safeguard Merit

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Civil Service Reform Act

• Key Distinctions between Political and Career Executives in Terms of Hiring, Pay and Tenure

• Created the Senior Executive Service (SES) to Improve Management of Government Programs

• SES a Carefully Balanced Reward vs. Risk System

• Pay for Performance for SES Career Leaders based on Management Achievements

• Managerial Accountability and Risk for Career SES – Easier to Remove, Demote or Reassign

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SES System – Purpose and Key Features

• SES not the only Leadership System in Federal Government – But the Most Important One

• Major Purpose: Create Highly Talented and Responsive Leaders to Manage Key Programs

• SES Comprised of 7,000 and 8,000 positions out of a total Federal workforce of 1.8 million

• SES HR policies different than those for other workers under the General Schedule (GS)

• Political SES Appointees up to 10% of all SES

• Career SES Leaders Work under Political Direction of President and his Self Appointed Agency Heads

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SES Role in Policy Planning & Implementation

• President, Agency Heads and Political SES Develop Policy Strategy and Direction for Government

• Agency Heads and Political SES Executives Change with each new Presidential Administration

• Career SES Executives do not Change and Provide Continuity and Ongoing Program Management

• Career Executives Primarily Focused on Policy Interpretation and Implementation

• Political Boss may ask Career SES to help Develop Policy Based on Job, Expertise and Relationship

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SES Workforce: System Overview

• Currently 7,100 Career SES in 75 Different Agencies

• OPM Allocates SES Jobs based on Agencies’ Needs

• 66% SES Executives are Men and 34% are Women

• Average Age for Executive in the SES is 54

• Average Age for Rest of Federal Workforce is 46

• About 700 SES Career Executives Hired each year

• Annual Turnover in Career SES Jobs is Just Over 8%

• Annual Turnover for Other Federal Workers is 5%

• Average Annual Pay for SES is $166,529 per year

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Selection For SES Positions

• Political (i.e., non-Career) SES Jobs Filled by U.S. President or Agency Heads Non-Competitively

• Career SES Jobs Filled Competitively based on Merit

• Recruitment is Usually Nationwide – all Sources

• Both Agency Head and OPM’s Qualification Review Board must approve Career SES appointments

• New SES Hires must Satisfactorily Complete 1 year Probationary Period – if not, removed from SES

• No Appeal Rights if Probationer Removed

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SES Performance Evaluation

• No Formal Appraisal for Political SES Executives

• Career SES Appraised Annually based on Formal Plan Created Jointly by SES and his/her Boss

• Plan Contains Clear Performance Goals and Metrics

• Each SES given Rating Ranging from Outstanding to Unacceptable – Vast Majority are Satisfactory

• Those with Satisfactory or Above Ratings Eligible for Pay Increases and Cash Performance Bonuses

• Those with Unacceptable Ratings Reassigned or Removed from the SES

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SES Pay for Performance

• Political SES eligible for Pay Increases not Bonuses

• Career SES Eligible for Pay Increases, Bonuses, and Presidential Rank Awards

• Pay Range in SES is from $119,554 to $179,700

• Only One Pay Increase per Year Allowed

• Performance Bonuses can be from 5-20% of Basic Pay

• Two Thirds of Career SES Received Bonuses in 2011

• Average Performance Bonus in 2011 was $10,889

• Two Levels of Rank Awards –Distinguished (35% of pay) and Meritorious (20% of pay)

• Only 1% of Career SES can get Distinguished; 5% Meritorious

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SES Work Schedule and Time-Off

• Executive Work Hours Unlimited, no Overtime Pay

• Expected to do Whatever it Takes to get Job Done

• SES Executives Earn 26 Days of Annual Leave per Year and 13 Days of Sick Leave

• Can Accumulate up to 90 Days Unused Annual Leave (other employees only 30 days)

• Paid for Unused Annual Leave upon Retirement or Resignation

• Can Accumulate Unlimited Unused Sick Leave

• Unused Sick Leave Enlarges Retirement Pension

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Risks of Being a Career SES Executive

• Performance-Based Removal With No Appeal Rights

• Reassignment Outside Commuting Area – Limited only by 60 Day Notice and “Get Acquainted” Rule

• 1 Year “No Contact” Restriction when SES Retires

• Defending Unjustified Employee Grievances/Appeals

• Being Subject of Formal Agency or Congressional Mismanagement or “Whistleblower” Investigation

• Suffering from Over-Work and “Burn-Out”

• Being Marginalized by Layers of Political Bosses

• Ongoing Federal Workforce Pay Freeze = 3 Years+

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Current SES Issues and Challenges

• Difficulty in Leading Successfully in Current Uncertain U.S. Budget and Political Environments

• Decline in Morale among Subordinates is Causing Management and Productivity Problems for SES

• Congressional Investigations and Political Intrusion Leading to Risk Aversion and Loss of Innovation

• Frustration with Pay Freeze, SES Bonus Limits and Suspension of Presidential Rank Awards Program

• Increasing SES Turnover Causing “Brain Drain”

• Inadequate Preparation/Interest among Successors

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Role of the Senior Executives Association

• SEA is a Non-Profit organization in Washington, DC with over 2,000 Current/Former Executive Members

• SEA is not Part of the U.S. Federal government

• SEA has several Missions and Key Goals:

-Improve efficiency and effectiveness of government

-Advance the professionalism, development, fair treatment, and recognition of career SES leaders

-Advocate the interests of career SES with Congress and the Administration in terms of pay and benefits

-Enhance public recognition of career SES achievements

• SEA is Governed by Board of Directors and Managed by a President with the Assistance of a Small Staff

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Summary

• SES is a Key Component of the U.S. Government’s Management and Policy system

• SES Career Corps is Selected, Promoted, Paid, Retained and Removed based on Merit

• Career Executives Maintain Leadership Integrity and Continuity during Presidential Transition; Operate Impartially to Support Important U.S. Policy Goals

• SEA will Continue Advocating for Good Government and Support and Celebrate the Talented Men and Women who Comprise the Career SES Corps

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For Further Information

Carol A. Bonosaro, President, SEA [email protected], (202) 927-7000

Timothy M. Dirks, Director of Member & Agency Liaison [email protected], (202) 927-7000

Senior Executives Association

77 K Street N.E., Suite 2600

Washington, DC 20002

USA

Website: www.seniorexecs.org


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http://www.seniorexecs.org/