The Senior Executive Service (SES) was established by Title IV of the Civil Service Reform Act (CSRA) of 1978 (P.L. 95-454, October 13, 1978) and became effective on July 13, 1979.

The Senior Executive Service (SES) lead America’s workforce. As the keystone of the Civil Service Reform Act of 1978, the SES was established to “…ensure that the executive management of the Government of the United States is responsive to the needs, policies, and goals of the Nation and otherwise is of the highest quality.”.

In keeping with Congressional tradition the words “Reform or Modernization” in the title indicate once simple and well reasoned limits, included in the original legislation, has been modified to include giant loopholes and industry friendly terms. The continuing process of “Modernization” in successive Food Safety Modernization Act bills eliminated Delaney Clause that prohibited any cancer causing agents in food or packaging as an example.

The Senior Executive Service replaced the existing system where career Federal employees rose through the ranks to leadership positions. Under new SES rules the original, stepped system of GS ranks, is bypassed with political appointees placed into the full spectrum of Federal Agency management roles.

This Grand Canyon size loophole is a pipeline to expand revolving door influence well beyond appointees heading the agencies and controlling the management below appointees and across all functional areas.

The CSRA envisioned a Senior Executive Service whose members have shared values, a broad perspective of government, and solid executive skills. Its stated purpose was to “ensure that the executive management of the Government of the United States is responsive to the needs, policies, and goals of the nation and otherwise is of the highest quality.” The Government's senior executives would be held accountable for individual and organizational performance. To achieve this purpose, the CSRA gave greater authority to agencies to manage their executive resources and assigned OPM the responsibility for Governmentwide leadership, direction, and oversight.

Under the CSRA, the SES was set up as a “third” service, completely separate from the competitive and excepted services. It replaced over 60 separate executive personnel authorities covering from one to several thousand positions. Top management positions that had been subject to disparate rules and practices, with requirements for prior approval of almost every personnel action, were joined into a unified and distinct personnel system that provided for considerable agency authority and flexibility.

Since 1979, OPM's approach to executive resources management has gradually evolved from the traditional regulatory and procedure oriented approach to one that focuses on leadership, provides expert assistance and quality services to agencies and executives, and preserves merit principles and other governmentwide interests. Our goal today is to maintain a proper balance between the agencies' need for flexibility and OPM's responsibility to preserve the Government wide interests of a corporate, merit-based executive service.¹⁾

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 may not be modified.

Information about the number of SES who receive bonuses is available at http://www.opm.gov/ses/facts_and_figures/index_data_trends.asp.

In an agency covered by the Senior Executive Service (SES), SES positions include positions classified above GS-15 that include duties involving one or more of the functional criteria (executive or managerial) identified in law. Scientific and professional (ST) positions include positions classified above GS-15 that are not SES positions (i.e., do not involve executive and management responsibilities) and are engaged in research and development in the physical, biological, medical, or engineering sciences, or a closely related field.

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

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.²⁾