Strengthening the Senior Executive Service: Executive Rotations Guidance
This executive order provides guidance on implementing the Executive Rotations Requirement to enhance talent development, mission delivery, and collaboration within the Senior Executive Service. It outlines the definition of rotations, examples of rotation types, a two-year rotations plan, and requirements for submitting plans to the Office of Personnel Management. Agencies are instructed to establish robust tracking processes for annual reporting to OPM on executive rotations.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Executive Order Guidance Strengthening the Senior Executive Service Implementing the Executive Rotations Requirement 9/27/2024 1
Rotation Definition A development process, involving movement to another position or an assignment, that broadens the executive s knowledge, skill and experience in order to improve talent development, mission delivery and collaboration. A rotation must last a minimum of 120 consecutive calendar days and provide experience outside the executive s current role. 9/27/2024 2
Rotation Examples Executive reassignment Executive transfer Developmental assignment internal to the agency, for example to another subcomponent, functional area, or location (e.g., acting in another executive position, field executive rotating to HQ or vice versa, action learning team, cross-agency working group) Detail or developmental assignment external to the agency (e.g., Intergovernmental Personnel Act (IPA) program; temporary assignment/detail to another Federal agency or private sector where permitted by law) Sabbatical 9/27/2024 3
2 Year Rotations Plan Statement of objectives of the agency s rotations process Description of: how the executive rotations process ties to the agency s annual talent management and succession planning process agency s executive rotations programs, including processes, use of rotational authorities, and activities to manage the rotations of executives in and out of the agency 9/27/2024 4
2 Year Rotations Plan Description of: how the agency will evaluate the success of the rotations program roles and responsibilities of individuals and organizations relating to the agency s rotations process/program Agency Point of Contact Signature of agency Senior Accountable Official and Deputy Secretary, or their designee 9/27/2024 5
2 Year Executive Rotations Plan Submit to OPM by May 31, 2016 Email plans to SESDevelopment@opm.gov 9/27/2024 6
Annual Reporting to OPM Establish a reliable internal executive rotations tracking process, and Accurately report this data to OPM on an annual basis beginning September FY 17 9/27/2024 7
Rotations And The Annual Talent Management And Succession Planning Process The Talent Management and Succession Management process should inform decisions about rotations, reassignments and other executive development. 9/27/2024 8
Information, Templates, Resources Executive Learning and Development Wiki Page http://www.opm.gov/wiki/training/Executive -Development.ashx 9/27/2024 9
Contact Information SESDevelopment@opm.gov Cassie Brennand (Cassandra.Brennand@opm.gov) Yadira Guerrero (Yadira.Guerrero@opm.gov) Cheryl Abram (Cheryl.Abram@opm.gov) Julie Brill (Julie.Brill@opm.gov) Gregory McHugh (Gregory.McHugh@opm.gov) 9/27/2024 10
9/27/2024 11
Rotations And The Annual Talent Management And Succession Planning Process John James, Executive Director, Missile Defense Agency (MDA) Miriam Cohen, Chief Human Capital Officer, Nuclear Regulatory Commission (NRC) Gwen DeFilippi, Deputy Assistant Secretary of the Army (Civilian Personnel), DOD 9/27/2024 12
