The guidance says that while the order also set certain standards for developing potential SES candidates, agencies won’t necessarily have to change their succession planning programs.
“The Executive Order is meant to elevate best practices and encourage an enterprise view towards senior executive talent management. OPM recognizes that some agencies already have a mature senior executive succession planning process in place to evaluate organizational and individual developmental needs of SES/SL/ST/SES equivalents and encourages those agencies to continue those practices and mentor other agencies,” it says.
It says that developmental programs can take many forms, including meaningful relationships, coaching and feedback, or formal training, including training at the Federal Executive Institute.
OPM also encouraged agencies to take advantage of the SES situational mentoring program and the federal coaching network. The former provides executives, particularly those who are new to the SES or transitioning to different roles, with advice and support from experienced executive mentors. The latter features a database of federal internal coaches available to help others reach their potential.
OPM also repeated earlier-issued guidance regarding rotational assignments under the order, noting that while the goal is to have at least 15 percent of execs rotate each year to other assignments or agencies, the frequency of rotations in any agency will depend on agency and individual needs. Not every executive is required to rotate over a career and not every SES candidate is required to rotate in order to demonstrate readiness to become an executive, it adds.