Competencies regarding who may qualify for the Senior Executive Service (SES) in the United States have shifted. How agencies must measure SES qualification will now rely on executive assessment. Hogan Assessments can measure the new competencies, providing data-driven talent insights aligned precisely with the new SES standards.
The SES comprises civilian leaders who support top political appointees across dozens of federal agencies. The US Office of Personnel Management (OPM) determines the Executive Core Qualifications (ECQs) that inform the hiring and development process for the SES. The OPM has recently rewritten all the core qualifications for SES leadership.
“This ECQ model might be entirely different from the previous version, but it remains a critical part of the SES program,” observed Greg Haudek, PhD, director of talent analytics at Hogan Assessments. Dr. Haudek, who previously held the role of personnel research psychologist at OPM, described the new framework as useful, informative, and focused on policy, process, execution, and results.
New ECQ Model
According to an OPM memorandum, the transition to the updated ECQs—as well as the use of executive assessments in SES talent strategy—will occur by October 1, 2025. These and other changes to the SES are designed to comply with an executive memorandum about restoring accountability for career senior executives.
Prior ECQs dated March 2017 include (1) leading change, (2) leading people, (3) results driven, (4) business acumen, and (5) building coalitions. Now, the new ECQs will include (1) commitment to the rule of law and the principles of the American founding, (2) driving efficiency, (3) merit and competence, (4) leading people, and (5) achieving results.
“The OPM memo emphasizes that a validated executive assessment of SES leadership candidates is necessary for hiring and strongly recommended for development,” said Dr. Haudek. The addition of assessment to the SES talent management process is intended to promote fairness in decision-making.
How Hogan Helps
Hogan Assessments houses the largest personality database in the world. The depth, breadth, and quality of our data are unmatched. These data inform our scientifically validated, reliable personality assessments.
In response to the OPM memorandum, we analyzed the five updated ECQs and 15 sub-competencies for SES qualification and mapped them to Hogan competencies. This allows us to measure those specific ECQs, evaluate candidates for qualification, and customize development recommendations for individuals or cohorts.
Hogan Assessments is proud to be the provider of choice for leadership development tools among federal defense agencies. Our approach is readily adaptable to meet the specific SES program qualifications of any type of federal agency. Hogan reporting seamlessly incorporates ECQ scores and feedback for ease of implementation and compliance with executive orders.
As federal agencies face changes in the SES talent strategy, identifying and developing leaders who are resilient and adaptable remains essential. “It’s time to start addressing gaps in agency leadership and succession planning,” Dr. Haudek said. “It’s time to update the way you’ve been evaluating your talent.”
Contact us about custom Hogan solutions for US federal agencies.