Next up for Reading Between the Edicts is an Executive Order and related OPM memos affecting the Executive Branch’s Senior Executive Service (SES). I encourage you to read all sources in their entirety in addition to reading the excerpts below.
2025-01-20 — Executive Order – Restoring Accountability for Career Senior Executives
Because SES officials wield significant governmental authority, they must serve at the pleasure of the President.
2025-02-25 — OPM Policy – Basic Appraisal System
Old Critical Elements for Senior Executive Service Performance:
1. Leading Change
2. Leading People
3. Business Acumen
4. Building Coalitions
5. Results Driven
2025-02-25 — OPM Memo – New Senior Executive Service Performance Appraisal System and Performance Plan…
New Critical Elements for Senior Executive Service Performance:
1. Faithful Administration of the Law and the President’s Policies
2. Government Efficiency
3. Merit and Competence
4. Holding Others Accountable and Treating Them Fairly
5. Achieving Organizational Goals
Faithful Administration of the Law and the President’s Policies. This is the most critical element for reviewing the job performance of someone who serves under the elected President. All senior executives must clearly and demonstrably execute congressionally-authorized tasks pursuant to the leadership and executive authority of the President. Faithful administration of one’s role in the Executive Branch requires commitment to the principles of the Founding, including equality under the law and democratic self-government. Senior executives must demonstrate specific results that align with and advance the President’s specific policy agenda.
For agencies with five or more executives, no more than 30% of total ratings shall be Level 4 or Level 5, unless the President waives this provision by certifying that the performance of the agency’s executives was outstanding during the relevant time period*
*This requirement will only become effective after OPM has completed rulemaking to revise 5 C.F.R. § 430.305(a)(5). Until that rulemaking is completed, agencies should treat the 30% cap on Levels 4 and 5 as general guidance for ensuring “performance evaluation results that make meaningful distinctions based on relative performance,” 5 C.F.R. § 430.405(b)(1)(iii), and not a hard-and-fast rule or requirement.
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