Strengthening the Senior Executive Service: Executive Rotations Requirement Implementation
This guidance outlines the requirements for implementing executive rotations within the Senior Executive Service to enhance talent development, mission delivery, and collaboration. It covers rotation definitions, examples, a two-year rotations plan, evaluation processes, and reporting obligations to OPM.
- Senior Executive Service
- Talent Development
- Rotations Requirement
- Executive Leadership
- Succession Planning
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Executive Order Guidance Strengthening the Senior Executive Service Implementing the Executive Rotations Requirement 9/9/2024 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. 9/9/2024 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, 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 9/9/2024 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 9/9/2024 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 9/9/2024 5
2 Year Executive Rotations Plan Submit to OPM by May 31, 2016 Email plans to SESDevelopment@opm.gov 9/9/2024 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 9/9/2024 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. 9/9/2024 8
Information, Templates, Resources Executive Learning and Development Wiki Page http://www.opm.gov/wiki/training/Executive -Development.ashx 9/9/2024 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) 9/9/2024 10
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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 9/9/2024 12
