I thought I’d add some context for the State Director positions.
First, for those of you who wonder what SES is, it stands for the Senior Executive Service. The idea apparently was at one time that federal executives could be trained up and then form a cadre that could be moved around where needs are.
At the present, regional foresters, station directors, various associate and deputy chiefs, and directors of staffs (WO level groups within NFS, ST&P, and R&D) are SES (at least when I retired). Becoming SES involves being selected, going for training, and then being eligible for SES positions. People come into the FS, or are in the FS and not SES (like Chief Thomas) and people are around to help them qualify by writing their application appropriately. So there is the in-house path and the external path. Hopefully SES folks reading this can add. In our Region, at least, all the other positions were not SES and topped out at GS-15.
I asked Grok for the history of SES and here’s what it said..
The SES remains the backbone of federal executive leadership, intended to bridge political appointees and the permanent civil service while enabling better management of large programs and agencies. It has faced ongoing debates about recruitment, diversity, mobility, pay incentives, and political responsiveness versus neutrality. For official details, OPM’s SES overview and history page is the primary source.
What I like about this advertisement is that it’s really clear that the person should know about the work:
Demonstrated experience and accomplishments in developing strategies and making decisions on controversial natural resource management issues where the interests of valued partners may conflict with or not align with Agency authorities or needs. This includes the full range of natural resource management programs of a multiple-use land management agency, and diverse partners such as Tribes, States, other Federal agencies, local governments, non-governmental organizations, and members of the public.
You can compare the advertisement to this one I found for a BLM State Director. Leadership competencies include political savvy (reading the writeups on those might be entertaining! These are Mandatory Technical Qualifications.. I don’t know what the year was but it sounds like maybe Biden or Obama Admins.
MTQs are designed to assess an applicants experience relevant to the specific position requirements. Each MTQ narrative response must 1.) not exceed two pages per narrative statement; 2.) include specific examples of your experience, education, and/or accomplishments; and 3.) address specific challenges, contexts, actions, and results.
- Knowledge of and ability to implement the laws, regulations, Executive Orders, Secretarial Orders, etc., governing public land/natural and cultural resources management.
- Knowledge of public land/natural and cultural resource program development, policy formulation, program and budget accomplishment, as well as how top-level government procedures and decision making are handled.
- Knowledge of and ability to apply the best available science, promoting adaptation and restoration efforts to reduce the impacts of climate change and other threats on public lands, and addressing the disproportionate and cumulative harm from air pollution, water pollution, and toxic sites on communities of color, low-income families, and rural and indigenous communities.
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Ability to present, discuss, and defend major program objectives before Congress; national and international organizations; scientific and professional organizations; Federal, State, Tribal, and local governments; interagency groups; private industry; special interest groups; and public meetings which often involve dealing with highly controversial and sensitive issues.
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It explains the CCAR model
Challenge-Context-Action-Result(s) (CCAR) Model.
CCAR Model is outline below. When addressing the ECQs and MTQs, you are strongly recommended to utilize the CCAR Model. Each ECQ or MTQ statement should include more than one example of relevant experience.
- Challenge: Describe a specific problem or goal.
- Context: Talk about the individuals and groups you worked with, and/or the environment in which you worked, to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
- Action: Discuss the specific actions you took to address a challenge.
- Result: Give specific examples of the results of your actions. These accomplishments demonstrate the quality and effectiveness of your leadership skills.
Next post: how political is political?