Among other key provisions of the order are:
A requirement that OPM review the qualifications review process for initial hiring and recommend alternatives to the current lengthy essay requirement, “which may deter qualified applicants for SES positions or put an additional burden on human resources staff.”
OPM also is to advise agencies about “ways to streamline their initial application requirements for SES positions, including evaluation of options, such as allowing individuals to apply by only submitting a resume-based application and any additional materials necessary to determine relevant qualifications, consistent with the new QRB submission requirements.”
A three-year implementation, starting with seven departments and agencies by the end of the current fiscal year, of: an annual talent management and succession planning process; recruiting reforms including a “tailored outreach strategy for proactive recruitment for key strategic positions”; new emphasis on career development programs; and establishing a formal executive onboarding program based on an OPM model.
Establishment of a subcommittee under the President’s Management Council to advise OPM, the White House and OMB on ways to strengthen the SES, including input from at least two career members of the SES. It is to “identify any government-wide obstacles it perceives to executive management, assist OPM in facilitating career executive continuity between administrations, and facilitate communication among the SES cadre.”
