Press Release

www.seniorexecs.org
FOR IMMEDIATE RELEASE 29 March 2012 Contact: Jeff Spinella (202) 927-7000 action@seniorexecs.org

The Senior Executives Association Applauds the Introduction of the SES Reform Act
Washington, D.C. Today, the Senior Executives Association (SEA) welcomed the introduction of the Senior Executive Service Reform Act of 2012, sponsored by Senator Daniel Akaka (D-HI). The Reform Act encapsulates several provisions proposed and supported by SEA that address many challenges facing the Senior Executive Service (SES). In 2010, SEA released a survey of GS-14/15s that confirmed the existence of several barriers that dissuade qualified candidates from aspiring to the SES. These barriers included a lack of work life balance, a skewed risk to reward ratio, mobility concerns and limited access to career development opportunities with few incentives to entice GS-15s to enter the SES. We are increasingly concerned that highly qualified GS-14/15s are not aspiring to the SES and that current Senior Executives are not receiving the necessary resources to enable them to perform at the highest level of which they are capable, said Carol Bonosaro, SEAs President. We believe the reforms contained in this legislation will make the SES more attractive to both aspiring and current Senior Executives, she continued. SEA applauds the continued leadership of Akaka in identifying ways to revitalize the SES. We believe that this legislation will provide meaningful incentives to overcome barriers to entry into the SES and will restore needed emphasis on career leadership and career development, added Bill Bransford, SEAs General Counsel. SEA has long pressed for these reforms as a means to address the lingering problems with the SES pay and performance management system that was enacted in 2003. SEA worked with Senator Akaka to ensure that the legislation builds an even more effective and efficient SES. The legislation consists of several sections: Restoration of Career Leadership, Reformation of the SES Pay & Performance Management System, SES Career Development, and Diversity in the SES. SEA looks forward to working with Senator Akaka to move this important legislation forward. A one-page summary of the SES Reform Act follows at the end of this release.

Legislation Introduced to Reform the Senior Executive Service

The Senior Executives Association (SEA) is a professional association representing Senior Executive Service members and other career federal executives. Founded in 1980, SEAs goals are: to improve the efficiency, effectiveness and productivity of the federal government; to advance the professionalism and advocate the interests of career federal executives; and to enhance public recognition of their contributions. The SEA Professional Development League (PDL) is a nonprofit educational organization committed to advancing the professionalism of career federal executives through the sponsorship of training, recognition, and research activities. For more information, please see the attached fact sheet and visit www.seniorexecs.org -###-

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SES Reform Act of 2012 Summary

A Proposal by the Senior Executives Association
The Problem: The increase of political appointees has diminished the strength of career leadership at the senior levels of each agency. Due to challenges facing the administration in virtually every facet of the federal establishment, it is crucial that this administration maximize the use of the career SES corps to achieve swift and successful implementation of its critical initiatives. The current SES pay and performance management system is inconsistent, and many view pay adjustments as arbitrary or politicized and subject to de facto quotas. Members of the SES receive no locality pay or minimum salary adjustments, making geographic reassignments unattractive and creating recruitment barriers and causing some Senior Executives to be out-paid by those who work for them. The pay system is causing many to retire and fewer quality applicants to apply, which over time, will result in a diminishment of the senior leadership corps. When an agencys budget is reduced, manager training and career development programs are usually the first to be cut, resulting in diminished opportunities for leadership development.

The Solution: 1. Restoration of Career Leadership Base the percentage of non-career Senior Executives permitted on filled, not allocated positions, and reduce the percentage permitted at any agency from 25% to 15%. Require agencies to fill the assistant secretary for administration or management, or comparable position, with career SES appointees. Require all cabinet level agencies to have at least one career Senior Executive at the principal Deputy Assistant Secretary level for each Assistant Secretary or comparable position. Designate certain positions with agency-wide responsibility over acquisition, information technology, and

human resources as career appointments.

2. Senior Executive Service Pay and Performance Management System Reform Ensure that Senior Executives receive notification and feedback regarding their individual rating levels and specific reasons for the rating level in a reasonable period of time (within 60 days). Count performance awards toward high-3 salary calculations for retirement. Provide Senior Executives with timely indication of a performance rating and a written explanation if that rating is lowered. For those agencies which utilize SES tiers, require that Executives be informed of the criteria for placement in each tier.

3. Senior Executive Service Career Development Establishes an SES Resource Office to oversee major functions pertaining to the SES. Require agencies to have an onboarding program for new Senior Executives. Create a central SES Profile Registry for use by agencies in recruiting executives for vacancies and identifying talent for, e.g., details and task force.

4. Senior Executive Service Diversity Assurance Promotes diversity in the career appointments process and on Executive Resources Boards. Requires agencies to create plans to maximize diversity within the SES.