BPA - Jobs | Senior Executive Service

Senior Executive Service

What is the Senior Executive Service?
What are the minimum qualifications for the Senior Executive Service?
How are Senior Executive Service positions filled?
What is the process for filling SES positions at Bonneville?
How long does it take to fill a position?
What information should I put in my resume?
What is a technical qualification?
What are Executive Core Qualifications?
What are the core leadership competencies for SES ECQs?
How do I write Executive Core Qualification narrative statements?
How do I prepare for an interview to a Senior Executive Position?
How are Senior Executives compensated?
Does the government pay relocation expenses?
What benefits are offered?
Who do I contact for additional information?
Office of Personnel Management (OPM) Guide to the Senior Executive Service
Application Package Checklist

What is the Senior Executive Service?

The Senior Executive Service (SES) was established by the Civil Service Reform Act (CSRA) of 1978 and became effective in July 1979. The CSRA established a distinct personnel system for managerial, supervisory, and policy positions above grade 15 of the General Schedule. (Senior Executive Service General Information and Demographics)

The SES was designed to develop a senior executive corps that has solid executive expertise, public service values, and a broad perspective of government. Bonneville's top executives occupy positions in the senior executive service. For example, the Administrator/Chief Executive Officer is an SES position as well as the Chief Operating Officer; General Counsel; Senior Vice President, Power Business Line; and Senior Vice President, Transmission Business Line.

Members of the Senior Executive Service hold higher security clearances and are subject to detailed background investigations prior to appointment. In addition, Senior Executives are covered by Federal Government Ethics Standards and are required to complete annual financial disclosure statements (financial disclosure statements are kept confidential).

Senior Executives are subject to a one-year probationary period upon an individual's initial career appointment to an SES position. An individual's appointment becomes final only after he/she has successfully completed the probationary period, which begins on the effective date of the appointment and ends one calendar year later.

To Top

What are the minimum qualifications for Senior Executive Service positions?

The Office of Personnel Management (OPM) is responsible for establishing the minimum qualification requirements for all Senior Executive Service (SES) positions in the Federal government, which are the SES Executive Core Qualifications. Agencies are responsible for establishing specific professional/technical qualifications required, if any.

The type and level of experience required to meet minimum qualifications is associated with managerial positions that have responsibility for directing major organizations, programs, or program segments that have a significant scope and effect on the Agency's mission or a major program. Manager positions at this level usually have responsibility for formulating, issuing, and implementing program policies to support the strategic objectives established by the organization's executives. Managers at this level are also, generally, responsible for the effective management of their organizations and/or program's resources (i.e., financial, human, etc.), and are responsible for achieving broad program goals and objectives.

A candidate's qualifications are evaluated based upon their possession of the SES Executive Core Qualifications (ECQ) and any technical qualifications identified. In evaluating the qualifications of candidates with no prior Federal experience, an assessment of the candidate's work experience (e.g., level of responsibility, complexity of organization led, complexity/scope of programs responsible for, etc.) is made in comparison with programs found in the Federal sector.

To Top

How are Senior Executive Service positions filled?

Senior Executive Service positions are, typically, filled using a merit-based open competitive process; however, positions may be filled through non-competitive means.

If filled competitively:

A vacancy announcement is open to all candidates (i.e., no prior Federal experience required)
Announcement is open a minimum of two-weeks
Announcement is listed on a wide-range of Internet sites, including jobs.bpa.gov and usajobs.opm.gov
Announcement requires candidates to address the five Senior Executive Service Executive Core Qualifications
- Time-in-grade requirements do not apply
- Veterans' Preference does not apply

If filled non-competitively:

Current or former career SES members may be transferred, reassigned, or reinstated to an SES position
Candidates that have successfully completed an OPM certified SES Candidate Development Program may be placed in an SES position without further competition.

To Top

What is the process for filling SES positions at Bonneville?

Bonneville, typically, fills SES positions through a competitive process.

Position is advertised using a vacancy Announcement and applications are accepted.
Human Resource Professional reviews applications for eligibility and minimum qualifications.
Candidates are referred to an ad hoc Merit Staffing Board, typically, consisting of three SES members, one of which is from outside of the Agency.
Merit Staffing Board determines a list of "best-qualified" candidates who are referred to the selecting official based on their possession of the technical qualifications and Executive Core Qualifications listed in the announcement.
Selecting Official, typically, convenes a selection panel to assist in the evaluation of candidates.
Selecting Official assesses candidates (e.g., interview, reference checks, etc).
Selection is made.
Human Resource Office submits selection to the Department of Energy for concurrence.
Human Resource Office submits selection to OPM for final approval.

Selection Review Process

The Department of Energy and OPM MUST approve and certify a candidate's qualifications prior to appointment of the employee to an SES position. There are a total of 14 reviews to receive final approval for appointment to SES position.

Agency (i.e., Department of Energy)

1 - Human Resource Professional
6 - Executive Resources Board (EBR) panel members
3 - Recommending, Selecting, and Approving Officials

Office of Personnel Management

1 - Human Resource Professional
3 - Qualifications Review Board (QRB) Members (Independent Board)

To Top

How long does it take to fill a position?

If the position is filled through the merit-based open competitive process described above, the selection process from beginning-to-end may take up to six-months to complete. Bonneville, as well as other Federal agencies, undergo an extensive recruitment, candidate evaluation, and approval process before an appointment may be made. However, candidates are periodically informed regarding the status of their application throughout the process.

To Top

What information should I put in my resume?

The information or content of your resume or employment application differs from the content of a typical resume that you would use when applying for a position in private industry. When applying for a Federal position, a determination regarding your qualifications and whether you are referred to the selecting official for consideration is made based upon the content of your application package (resume/application and narrative statements addressing how your experience meets the technical qualifications and SES Executive Core Qualifications).

It is not uncommon for an agency to receive 50 to 150 applications for a Senior Executive position. It is also not uncommon for the selecting official to interview only the top 5 candidates, so competition is keen for Senior Executive Service positions. The application package is your "first impression," so if it is not exceptional, you will not likely get an opportunity to make a "personal" impression. As an applicant, your objective is to provide sufficient information in your application package (i.e., resume/applications and narrative responses to technical qualification and ECQs) in a clear, concise, and visually appealing manner to successfully compete and be referred for an interview.

A "Federal" resume or employment application also differs from a typical resume since it must include the following information:

Announcement number
Full name and address
Day and evening phone numbers
Country of Citizenship
Federal employment reinstatement eligibility, if any
Highest grade held in the Federal service, if previously employed
Education level
Work Experience (Clear, concise, description of your duties, responsibilities, and accomplishment)
Other job-related information pertinent to the position, if applicable

What are some things that may "Derail" your application?

Out-of-date information
Content of resume and ECQ statements contains insufficient information
Contains spelling and/or grammatical errors
Contains task statements rather than a description of responsibilities and accomplishments
Employment experience does not support content of ECQ responses
Resume is verbose, confusing, vague, or contains conflicting dates

To Top

What is a technical qualification?

A technical qualification for a Senior Executive position is typically used when knowledge of a subject or functional area is necessary for successful job performance as well as to access the candidate's relative ability to perform the duties of the position.

Technical qualifications are usually written in a manner to draw out a candidate's specific experience regarding a subject or functional area. A technical qualification is usually written in a two-part format that is related to the candidate's possession of a body of knowledge (e.g., specific industry issues, government programs, application of laws, rules, regulations, etc.) as well as ability to apply the knowledge in performing the duties of the position.

An applicant should address the technical qualifications by:

Providing a clear and concise description of your knowledge of the subject area asked for in the technical qualification. Do not just provide a bulleted list of task statements.
Describing, in sufficient detail, how you have applied the knowledge in performing work, including accomplishments, rather than philosophizing on how things should be.
Ensure work experience described in your narrative responses to the technical qualifications are supported by current and prior employment descriptions contained in your resume/application.

Example of a Senior Executive technical qualification statement:
Knowledge of electric utility industry restructuring legislation and initiatives, including Standard Market Design, sufficient to plan, develop, and implement programs to ensure compliance with Federal Energy Regulatory Commission (FERC) rules.

To Top

What are SES Executive Core Qualifications (ECQ)?

Executive qualifications are the primary selection criteria for the Senior Executive Service (SES). While technical job-specific qualifications are important, the essence of the SES is the ability to lead. OPM has developed executive core qualifications (ECQs) that represent the critical leadership skills all executives need to succeed today and in the future.

Leading Change
Leading People
Results Driven
Business Acumen
Building Coalitions/Communication

ECQ Definitions --

Leading Change

Ability to develop and implement an organization vision
Ability to balance change and continuity

To improve customer service and program performance

To create a work environment that encourages creative thinking

To maintain focus, intensity, and persistence, even under adversity

Leading People

Ability to design and implement strategies which maximize employee potential and foster high ethical standards in meeting organization vision, mission, and goals.

Results Driven

Accountability and continuous-improvement, timely and effective decisions
Produce results through strategic planning and implementation and evaluation of programs and policies
Focus on bottom line results...not process
Emphasis on entrepreneurship
Keep current...have technical credibility.

Business Acumen

Acquire and administer human, financial, material, and information resources in a manner, which instills public trust and accomplishes the organization's mission.
Ability to use new technology to enhance decision making
Getting optimum results for taxpayers' money

Building Coalitions/Communication

Ability to explain, advocate, and express facts and ideas in a convincing manner
Ability to negotiate with individuals and groups internally and externally
Ability to develop an expansive professional network with other organizations

To Top

What are the core leadership competencies for SES ECQs?

Office of Personnel Management (OPM) has identified a set of core "leadership competencies" for each Executive Core Qualification (ECQ) listed above. The leadership competencies for each ECQ are:

Leading Change

Continual learning
Creativity and motivation
External awareness
Flexibility
Resilience
Service motivation
Strategic thinking
Vision

Leading People

Conflict management
Leveraging diversity
Integrity and honesty
Team building

Results Driven

Customer Service
Decisiveness
Entrepreneurship
Problem solving
Technical credibility

Business Acumen

Technology management
Human Resource Management
Financial Management

Building Coalitions/Communication

Influencing/negotiating
Oral and written communication
Interpersonal skills
Partnering
Political Savvy

To Top

How do I write Executive Core Qualification (ECQ) narrative statements?

Applicant's for SES positions should focus on leadership rather than management or technical qualifications. ECQ responses should be tailored for the vacancy (i.e., "one-size does not fit all"), addressed separately, and written using the Challenge/Context/Action/Result Model (CCAR).

Challenge/Context/Action/Results

Challenge - Description of a specific problem or goal
Context - Individuals and groups you worked with, and/or environment in which you worked to address a challenge
Action - What you did to address a challenge and/or accomplish the goal
Result - A specific accomplishment of your action

Other Tips

Avoid "laundry list" of activities without context or accomplishments
Show personal leadership, not "participation"
Show executive level examples
Show measurable results tied to the organization's mission
Limit ECQ responses to 2-pages (10-page maximum)
Use a medium size font (i.e., leave white space)
Show diversity accomplishments
Avoid or describe acronyms (i.e., outside reviewing officials, such as OPM, may not be familiar with Agency or industry acronyms and/or terminology)
Do not make vague statements. For example, I manage various communications process in field offices. A better example might be, I produced two weekly radio shows; one monthly television program, and a bi-monthly newsletter for 10,000 employees in 12 Regions.
Use "I" to show your contributions
Write in active rather than passive voice

OPM ECQ Narrative Response Examples

To Top

How do I prepare for an interview for a Senior Executive position?

Bonneville most often uses a structured competency-based interviewing method called a Learning from Experience® (LFE) when filling Senior Executive positions. An LFE interview has a different focus than a traditional interview. The focus of a a competency-based LFE interview shifts to accessing the learning agility of applicants, based upon identifying competencies, and then using the interview process to obtain in-dept information about applicants to gauge how they perform and translate learning to new situations.

The emphasis of a competency-based interview is on the applicant's life learning and accessing the individual as a whole. In contrast, traditional interviews focus on accomplishments and future plans. The LFE interviewing method emphasizes excellent communication throughout the interview with the focus on learning. Applicants with substantial learning, generally, interview better than those applicants with good interviewing skills, but who possess little self-awareness.

If selected for an interview, the applicant will be provided with descriptions of the competencies that will be used as part of the interview process as well as an provided an Introduction to Competency-Based Interviewing guide, including how to prepare for an interview.

Here are links to information on LFE interviewing:

Introduction to Competency-Based Interviewing
Preparing for a competency-based interview

To Top

How are Senior Executive Compensated?

The National Defense Authorization Act for Fiscal Year 2004 (Public Law 108-136, November 24, 2003 ) established a new performance-based pay system for members of the Senior Executive Service.

The former SES pay system had six levels of pay, which were replaced by an open pay range, and locality pay is no longer extended to SES members. The SES pay range has a minimum rate of basic pay equal to 120 percent of the rate for General Schedule grade 15 step 1, and a maximum salary equal to level III of the Executive Service. The law, however, provides for a maximum salary equal to level II of the Executive Service for agencies that have a performance appraisal system certified by the Office of Personnel Management. As of April 2004, the Department of Energy's Executive Service Performance Appraisal System has not been certified. Approval is anticipated by October 2004.

An individual's salary, upon entrance into the Senior Executive Service, is set commensurate with his/her experience and qualifications. The following is the 2004 pay rates for members of the Senior Executive Service.

Fiscal Year 2004	Minimum	Maximum
Agencies with a Certified SES Performance Appraisal System	$104,927	$158,100
Agencies without a Certified SES Performance Appraisal System	$104,927	$145,600

SES Members are also eligible for awards based upon performance as well as individual incentive awards and Presidential rank awards.

Recruitment and relocation bonuses up to 25% of basic pay may be given for hard to fill positions; executives must agree to serve in the Federal Government for one-year or be subject to repayment of all or part of the bonus received.

Retention allowances up to 25% of basic pay may be paid, if unusually high or unique qualifications of individual or a special need of the agency makes it essential to retain the individual, and individual would likely leave the Government in the absence of an allowance.

To Top

Does the government pay relocation expenses?

The payment of relocation expenses for candidates located outside the local commuting area may be authorized in accordance with Federal Travel Regulations (FTR). The expenses that may be paid vary under the FTR and BPA policy depending upon the status (Federal or non-Federal) of the employee. The following is a chart of the basic allowances.

RELOCATION ALLOWANCES

	Eligibility
Type of Allowance	Transferee Selection (Current Federal Employee)	New Hire Selection (New Hire or Reinstatement Elig.)*
Advance Round Trip	Discretionary(1,2)	Not Allowed
Lease Breaking Expenses	Required	Not Allowed
Real Estate Sale Expenses	Required	Not Allowed
Contract Relocation Services (Guaranteed Home Purchase Program)	Required	Not Allowed
Real Estate Purchase Expenses	Required	Not Allowed
Transportation of Household Goods	Required	Required
Storage of Household Goods	Required	Required
Shipment of Automobile	Discretionary(3)	Discretionary(3)
Transportation Costs to New Duty Station for Employee and Family	Required	Required
Enroute Per Diem Allowance for Employee(4)	Required	Required
Enroute Per Diem Allowance for Family Members(4)	Required	Not Allowed
Miscellaneous Expense Allowance	Required	Not Allowed
Temporary Quarters Allowance	Discretionary(1)	Not Allowed
Tax Allowance	Required	Not Allowed

*BPA is not required to pay relocation benefits for “new hires”. In the event management chooses to offer relocation benefits, benefits will be authorized as described in this column.

This chart summarizes items that may be used authorized for transfers or appointments:

Based on case-by-case approval

Not authorized for transfers to or from Alaska or Hawaii

May be authorized from Alaska or Hawaii under certain conditions

Per diem allowed only for travel over 12 hours

To Top

What benefits are offered?

Senior Executives are covered by the Federal leave system and earn annual and sick leave. Senior Executives are also covered by the Federal Employees Retirement System (FERS), life insurance, and government health benefits programs.

Annual Leave - SES appointees earn 26 days of annual leave a year. Annual leave accrues incrementally at the rate of 8 hours every 2 weeks. SES appointees may carry over up to 90 days of annual leave to the next leave year.

Sick Leave - SES appointees also earn 13 days of sick leave each year (which accumulates without limit in succeeding years). Sick leave also accrues incrementally, i.e., 4 hours every 2 weeks. In certain situations, employees may use sick leave for family care purposes. They may use a total of up to 12 weeks of sick leave each year to care for a family member with a serious health condition. They may also use sick leave for adoption or bereavement.

Family and Medical Leave - Under the Family and Medical Leave Act of 1993 (FMLA), an employee is entitled to a total of 12 workweeks of unpaid leave during any 12-month period for: the birth of a child and care of the newborn; the placement of a child with the employee for adoption or foster care; the care of an employee's spouse, son or daughter, or parent with a serious health condition; and an employee's own serious health condition that makes him/her unable to perform the duties of his/her position. An employee may substitute annual leave or sick leave, as appropriate, for unpaid leave under the Family and Medical Leave Act.

Leave and Transfer and Leave Bank Programs - An employee who has a personal or family medical emergency and who has exhausted his/her own leave may receive donated annual leave from other Federal employees through the voluntary leave transfer or leave bank programs. All agencies have a leave transfer program, and they may also choose to establish a leave bank for their employees.

Other Leave - In addition, employees are entitled to court leave, military leave, leave for bone marrow or organ donation, and other types of leave. Additional information on the Government's leave programs is available at OPM's website at: www.opm.gov/oca/leave/index.htm.

Health Insurance - Federal employees can enroll in health insurance coverage for themselves and their families at reasonable rates. They enjoy one of the widest selections of plans in the country. Over 350 plans participate in the health insurance program. Employees can choose among managed fee-for-service plans, health maintenance organizations, and point-of-service plans. There is an annual open season during which employees can change their enrollment. Unlike a growing number of private sector health benefits programs, Federal employees can continue their health insurance coverage into retirement with a full Government contribution. Most enrollees pay only one-fourth of the health benefits premium.

Holidays - Federal employees are entitled to 10 paid holidays each year.

Pensions - Employees newly hired since 1987 are covered by the Federal Employees Retirement System (FERS) which is an outstanding 3-tiered plan to provide secure retirement, disability, and survivor benefits for employees and their dependents. In addition to Social Security benefits as a base, FERS offers both an annuity that grows with length of service and a tax deferred savings plan. Employees pay less than 1 percent of salary to qualify for the annuity and are fully vested after 5 years of service and, for disability benefits, after just 18 months.

Thrift Savings Plan - The Thrift Savings Plan (TSP) allows employees to save for retirement. For employees under the Federal Employee Retirement System (FERS), the Government contributes 1 percent of salary to employees who do not contribute and will match up to another 4 percent of savings for employees who do contribute. Because the savings plan is tax deferred, no income tax is due on either the employee's contributions or the Government matching funds, or the earnings on those amounts, until retirement. Employees can choose to invest in any of five funds, or to spread investments across the funds. For additional information visit the TSP website at www.tsp.gov.

Life Insurance - Most full-time and part-time employees are automatically enrolled in basic life insurance equal to their salary, rounded to the next $1,000, plus $2,000. The Government pays one-third of the cost of this group term insurance. Employees do not have to prove insurability; no physical is required. Basic coverage includes double benefits for accidental death and benefits for loss of limb(s) or eyesight. Employees can also purchase optional insurance at their own expense. Optional coverage includes additional insurance on the employee's life as well as coverage for the employee's spouse and eligible children, if any.

Those younger than 45 receive an additional amount of coverage at no greater cost. The enhancement declines from double the basic amount for those 35 and younger to zero at age 45, when coverage becomes the basic amount.

Accelerated death benefits are available to terminally ill enrollees so that they can receive life insurance proceeds while they are living.

Many large organizations are cutting life insurance benefits to retirees. This is untrue in the Federal Government, which allows life insurance to be continued into retirement. It can also be converted to private coverage upon termination, without proof of insurability.

In addition to offering the life insurance program, agencies can pay up to $10,000 to the personal representatives of employees who die from injuries sustained in the line of duty.

Liability Insurance - A recently enacted law (P.L. 106.58) requires Federal agencies to reimburse certain employees for up to one half of the cost of professional liability insurance, subject to the availability of appropriations.

To Top

Who do I contact for additional information?

For further information, please contact Susan Custard, Manager, Acquiring and Positioning Human Resources at spcustard@bpa.gov.

To Top