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The Office of Personnel and Management (OPM) has unveiled a new set of guidelines by which members of the Senior Executive Service (SES) can track their personal career development.
The document, called Framework for the Continuing Development of Federal Senior Executives, notes that “Federal senior executives are expected to possess the leadership capabilities to lead in a continuously changing political climate with evolving performance expectations, and must continually broaden their perspectives and strive for continual professional executive development” and sets out to provide “a clear, comprehensive, and flexible structure and guidance for ongoing executive development.”
The below graphic, included in the report, demonstrates the three overarching phases in a federal executive’s career and the steps that can be taken to maximize development during each stage:
Federal News Radio notes that the guidance helps to fill in the gaps of President Obama’s executive order on civil service, which, though widely praised, “did little to address much-needed culture changes within the SES and provided few opportunities to empower current managers to lead such changes.”
It can also be useful in stemming a rising tide of frustration amongst career federal executives, as reflected in OPM surveys conducted in late 2016, in which “OPM surveyed 230 departing executives between Aug. 2014 and July 2015. About 54 percent of them said they would recommend the Senior Executive Service to others, down from the previous year’s 62 percent,” according to the outlet.
“A recent report from the Partnership for Public Service and McKinsey & Company indicated similar malaise at the SES, where roughly 55 percent of employees at GS-14 or GS-15 expressed interest in joining the Service.”
“Whether it be for new hires, first line supervisors or senior executives, investments in continuous employee development and learning are critical to ensuring the federal workforce keeps its toolkit sharp and is best able to serve agency missions and the American people,” SEA Executive Director Jason Briefel said. “This framework should assist agencies in ensuring their career senior executive leaders receive the development they need to succeed.”
Posted in General News