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Free Downloads New Requirements and Improvements in 2025 for Executive SES/ECQ
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New Requirements and Improvements in 2025 for Executive SES/ECQ

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(23-Pages) US Office of Personnel Management (OPM) Memorandum. May 2025. SES ECQ Improvements in Hiring, Oversight and Development.

Download Full Memo 23-pages PDF

(23-Pages) US Office of Personnel Management (OPM) Memorandum. May 2025. SES ECQ Improvements in Hiring, Oversight and Development.

(23-Pages) US Office of Personnel Management (OPM) Memorandum. May 2025. SES ECQ Improvements in Hiring, Oversight and Development.

Summary | The document is a memorandum from the U.S. Office of Personnel Management outlining reforms to the Senior Executive Service hiring and development processes to enhance accountability, efficiency, and alignment with the administration's priorities.

Senior Executive Service (SES) Hiring Reforms | Summary (not full 23-page document)

The U.S. Office of Personnel Management (OPM) is implementing significant reforms to the Senior Executive Service (SES) hiring process to enhance efficiency and align with the current administration's priorities. ​ These changes aim to streamline hiring, improve candidate quality, and ensure accountability in executive leadership. ​

  • OPM is overhauling SES performance plans to prioritize fidelity to the Constitution and Administration goals. ​

  • The hiring process will transition from lengthy narrative essays to a resume-only application method, capped at 2 pages. ​

  • Agencies must involve politically-accountable leadership throughout the hiring process. ​

  • A Structured Interview assessment method will replace narrative essays for Qualifications Review Board submissions starting FY 2026. ​

  • Agencies are required to submit QRB cases within 80 calendar days of vacancy announcements. ​

Updated Executive Core Qualifications

New Executive Core Qualifications (ECQs) have been established to guide SES hiring and development, focusing on merit and competence without considering diversity factors. ​ These qualifications emphasize the importance of leadership aligned with American founding principles. ​

  • The ECQs include Commitment to the Rule of Law, Driving Efficiency, Merit and Competence, Leading People, and Achieving Results.

  • Each ECQ has specific sub-competencies that detail the skills and knowledge required for effective leadership. ​

  • The qualifications aim to ensure that SES officials are knowledgeable about the American system of government and committed to serving the public. ​

SES Candidate Development Programs

OPM is tasked with establishing programs for the systematic development of SES candidates to ensure a robust pipeline of future leaders. ​ These programs are designed to enhance executive competencies and align with administration priorities. ​

  • Agencies must obtain OPM approval for their SES Candidate Development Programs (CDPs) before implementation. ​

  • CDPs should include a class length of up to nine months, validated executive assessments, and a minimum of 100 hours of training.

  • At least 20% of participants should come from outside the agency, and a placement rate of at least 40% for graduates receiving QRB certification is required. ​

  • Agencies must evaluate and recertify their CDPs every three years to ensure effectiveness.

Executive Resources Board Oversight

Agencies are required to establish Executive Resources Boards (ERBs) to oversee SES staffing, planning, and development, ensuring alignment with administration policies. ​ This oversight is crucial for effective executive management and accountability.

  • Each agency head must assign non-career SES members to chair the ERB alongside career SES members. ​

  • ERBs will provide strategic oversight on executive hiring, management, and assessment processes.

  • Agencies must update their policies to reflect the new ERB requirements and ensure effective implementation of the President's directives. ​

Implementation Timeline for Changes

The outlined changes to SES hiring and oversight processes will take effect by October 1, 2025, marking a significant shift in how federal executives are selected and developed. ​

  • Key changes include the transition to updated ECQs, implementation of resume-only applications, and the use of executive assessments. ​

  • Agencies must adhere to an 80-day deadline for QRB submissions and replace narrative assessments with structured interviews. ​

  • Agencies are required to report their implementation progress to OPM by October 31, 2025. ​

Overview of Executive Resources Boards (ERB)

ERBs are mandated by 5 U.S.C. ​ § 3393(b) to oversee the merit staffing process for career appointments in the Senior Executive Service (SES) and ensure effective leadership within federal agencies. ​ They play a crucial role in executive resource management, policy setting, and succession planning. ​

ERB Composition and Structure Requirements

Agencies managing over 75 SES allocations must establish a permanent agency-level ERB with specific composition requirements. ​

  • A noncareer official at the Assistant Secretary level or equivalent must serve as the ERB Chair. ​

  • Another noncareer official at the same level serves as the alternate Chair. ​

  • Senior noncareer officials must constitute a majority of the ERB. ​

  • Permanent and rotating member roles should be identified. ​

  • The Chief Human Capital Officer or Deputy CHCO serves as the Executive Secretary. ​

Roles and Responsibilities of ERB Members

ERB members provide essential advice and oversight regarding executive resources management. ​

  • The ERB Chair oversees procedures, leads meetings, and provides recommendations to the agency head. ​

  • Individual members prepare for meetings, review agenda items, and participate in selection panels. ​

  • The ERB Secretary documents meetings and maintains relevant records. ​

Mandatory and Discretionary ERB Responsibilities

ERBs have both mandatory and discretionary responsibilities in managing executive resources. ​

  • Mandatory responsibilities include conducting merit staffing for SES appointments and overseeing executive development programs. ​

  • Discretionary responsibilities may involve executive compensation management and performance management coordination. ​

ERB Meeting Protocols and Scheduling

ERB meetings are essential for decision-making and must occur regularly. ​

  • The ERB must meet at least once a month, with the Chair scheduling additional meetings as needed. ​

  • A quorum is required for decisions, and cases are discussed in a predetermined order. ​

Recruitment, Selection, and Staffing Processes

ERBs are responsible for overseeing the recruitment and selection processes for SES positions. ​

  • Agencies must approve senior executives for rating and ranking panels and monitor recruitment programs. ​

  • Component-level ERBs must recommend how positions are filled and approve the Best Qualified list. ​

Allocation and Position Management Strategies

ERBs play a critical role in determining executive allocations and position management. ​

  • They assess the impact of attrition and budget changes on executive positions. ​

  • Recommendations are made for restructuring positions and requesting allocations from OPM. ​

Succession Management and Development Programs

ERBs may recommend establishing SES Candidate Development Programs (CDPs) for succession management. ​

  • They oversee candidate selection, mentoring programs, and evaluate candidate performance. ​

  • Successful candidates are certified for SES entrance and receive full consideration for appointments.

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