Convert the SES performance award system to a prize competition. Only give performance awards to SES managers as "prizes." Only give prizes to SES managers who actually SOLVE an agency problem or deliver mission-related RESULTS. Part of the prize package could be extra funds or special privileges for the SES manager's team that helped him/her to deliver the results or solve the problem.
All member of the Senior Executive Service (SES) will receive awards solely based on their contributions to other organizations within their agency or to agency level contributions. SES members will receive base pay for managing their particular organization well; however, they will not receive additional compensation for simply doing their jobs. To receive an award, SES must demonstrate a strong commitment to the success... more »
All member of the Senior Executive Service (SES) will rotate to new assignment (to a different organization within their agency, or optionally to another agency) no less than every 3 years. The SES program was set up to promote and ensure a corps of qualified senior leaders within each agency, not as a career path for subject mater experts. SES members who linger in one job too long become narrowly focused advocates for... more »
End SES government-wide. There is very little evidence that the SES system has improved management across government. It was an idea that was conceived of 34 years ago and it has led to "clublish" thinking in many agencies. The movement of SES officials from agency to agency has not taken place and it creates a caste system within the ranks of government employees. The process of SES selection lack transparency and... more »
Reduce the number political appointees to only executive agency heads and limit the number of schedule c hires that can be made. This reduces the impact to numerous sub agencies as administrations turnover. Professionalize the SES core and look for EXECUTIVES not just managers with little ablility to lead.