I know at least some readers have been SES, so feel free to correct. This is based on some basic info that I used Grok to put together from a hand-scribbled flowchart.
It’s a little confusing at first as there is a selection process (for all comers) plus if the applicant had not been previously certified (say through the SES Candidate Development Program) and is selected for the position, that individual has to go through a separate certification process with OPM (the Office of Personnel Management).
First, here’s how the selection process goes:
Step-by-Step SES Candidate Selection Process
- Applicant Applies
- Position is announced on USAJOBS.
- Candidates submit application (resume + possibly ECQs or Technical Qualifications).
- Multiple paths feed into this stage (new folks, reinstatement or transfer of already qualified SES)
My take is that the FS is low on SES at this point, the combo of certain age classes retiring, plus some that don’t prefer working for this Admin when they can retire. Plus the FS probably hasn’t hired new ones recently, possibly due to a hiring freeze imposed by (OPM?OMB?) plus they wanted to see what positions they need after reorg.
2. HR Screens Basic Eligibility / Minimum Qualifications
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- Human Resources checks for basic requirements (e.g., U.S. citizenship, GS-14/15 level experience or equivalent, specialized experience).
- Ineligible applicants are screened out.
In our universe, most folks that get to the 14 or 15 level have some kind of college degree.
3. Panel Ranks / Rates Candidates
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- A rating panel (subject matter experts) evaluates qualified candidates.
- They score/rank applicants based on experience, ECQs, technical qualifications, and other criteria.
Here is the technical qualification for the State Directors:
” 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.” Seems like that qual would give FS, BLM and possibly State natural resource employees a leg up, because where else would one gain “demonstrated” “experience on making decisions on controversial natural resource management issues where interests may conflict or not align with Agency authorities and needs.”
4. USDA Executive Resources Board (ERB) includes one FS member, rest from other USDA agencies
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- The agency’s Executive Resources Board reviews the top candidates.
- They recommend finalists to the Selecting Official. (This is a key oversight body ensuring merit-based process, according to Grok sources.)
5. Selecting Official Chooses Candidate
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- The hiring manager/executive (Selecting Official) makes the final choice from the recommended candidates.
If the selected candidate has not been certified as SES previously, then..
6. OPM Qualifications Review Board (QRB) Review
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- The selected candidate’s executive qualifications are submitted to an independent OPM Qualifications Review Board.
- The QRB certifies that the candidate demonstrates broad executive leadership across the ECQs.
- This is required before any initial career appointment to SES.
- There are no USDA SESers on the OPM Qualifications Review Board, they are all from other agencies.
7 .Final Selection / Offer
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- Once QRB certifies, the agency can issue the formal SES appointment/offer.
- New SES members serve a 1-year probationary period.
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More details can be found here. To make everyone’s life easier, compared to the past, applicants need to address the ECQs via their resume and a two pager (there is a sample two pager at the end.)
The non-SES selectee only gets two chances to go before the Qualifications Review Board at OPM. If they fail the first time, often specialists are brought in to help the candidate rewrite their application. Otherwise, it’s back to the drawing board (or the list of candidates) and all this takes time, plus the next candidate down the line might have gotten another job..
Now some people overstate their accomplishments and some understate them. I’m not sure if the panels look at references. There is kind of a priesthoody vibe to all this, but the point is that those without an axe to grind (SESers from other agencies) rule on whether the applicant is suited for this level of position.
I encourage all who are interested and think they might fit to apply, just writing an application is a learning experience, plus it might show some gaps that you can address in your training plan.
Downsides of SES are that they can move you anywhere on a whim. There may be other downsides. For those who are attached to locations, though, wise elders advise me to wait to apply until you are retirement eligible.
Here’s a table comparing the different ways of filling SES slots summarized by Grok.
