Strengthening the SES (E.O. 13714)

Summary

Aims to improve the federal government's top managers by changing how they are hired, trained, paid, and moved between jobs to better serve the public.

What problem does this solve?

The process for hiring and managing top government leaders was often slow, difficult, and did not always attract or keep the best people. This order creates new rules to make hiring easier, pay executives more fairly, and train them better to improve government leadership.

What does this order do?

Establishes a new subcommittee for senior executives

Creates a new group under the President's Management Council to advise on how to improve the management of the government's senior leaders.

Simplifies the hiring process for executives

Requires agencies to make the application process for top jobs simpler and faster. This includes getting rid of the long essays that were previously required.

Promotes job rotation for executives

Sets a government-wide goal for 15% of senior executives to rotate to different jobs for at least four months. This helps them gain new skills and a broader perspective.

Limits spending on performance awards

Caps the amount agencies can spend on performance bonuses for senior executives at 7.5% of their total salaries. This ensures that awards are given to the highest performers.

Requires executive pay to be higher than their staff

Directs agencies to make sure that senior executives are paid more than the employees they supervise. This helps make executive positions more attractive.

Implements changes in three phases

Rolls out major reforms across different government agencies in three stages, finishing in 2018. This allows the government to learn from each phase.

Mandates talent management and succession planning

Requires agencies to create a yearly process to plan for future leadership needs. This includes assessing the skills of current executives and preparing them for future roles.

Requires formal onboarding for new executives

Directs agencies to create a formal program to help new executives adjust to their roles during their first year.

Who does this affect?

Senior Executive Service (SES) members
Federal government agencies
Applicants for federal executive positions

What is the real world impact?

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Improves government leadership

Aims to make the federal government work better by improving the skills and quality of its top career managers. Better leaders can lead to more effective agencies and better services for the American people.

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Makes government jobs more competitive

Increases pay and simplifies the hiring process to attract talented leaders from outside of government. This helps the government compete with private companies for the best executives.

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Ensures stability during political transitions

Focuses on the continuity of career executives between different presidential administrations. This helps ensure that government operations continue to run smoothly regardless of political changes.

When does this start?

This order sets multiple deadlines and a phased rollout for its requirements, beginning in 2016 and continuing through 2018.

Phase I Reforms

The first group of seven agencies must implement key reforms by September 30, 2016.

Phase II Reforms

The second group of seven agencies must implement key reforms by September 30, 2017.

Phase III Reforms

All other agencies must implement key reforms by September 30, 2018.

Limit on Performance Awards

Starting in Fiscal Year 2017, agencies must limit spending on performance awards for senior executives.

Agency Rotation Plans

Agencies with 20 or more senior executives must submit a 2-year plan for job rotations by May 31, 2016.

Guidance on Hiring

The Office of Personnel Management (OPM) must issue new guidance to simplify the executive hiring process within 90 days of the order.