Building the Leadership Bench: Developing a Talent Pipeline for the SES
Publication Date: 07/22/2013
Publication Topics: Federal Retirement Trends, Leadership, Recruiting and Hiring, Training and Development
Publication Type: Research Reports and Surveys
In the next five years, nearly two-thirds of the Senior Executive Service (SES)—the elite cadre of civil servants who hold the top managerial and policy positions in government—will be retirement eligible. Given the complex challenges confronting our government, the need for strong leaders to fill these executive positions is critical. Are federal agencies prepared for the potential turnover? Are agency leaders identifying and developing aspiring executives?
That is what the Partnership for Public Service and McKinsey & Company set out to understand in the new report, “Building the Leadership Bench: Developing a Talent Pipeline for the SES. ” The report includes four phases of a cohesive SES pipeline-development strategy and case studies of agencies who excel in their execution of one or more of these phases.
The Partnership for Public Service is a nonprofit, nonpartisan organization that works to revitalize our federal government by inspiring a new generation to serve and by transforming the way government works.
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Communication from agency leadership can have a significant impact on employee attitudes toward their jobs and workplaces. But according to a new Best Places to Work in the Federal Government® analysis from the Partnership for Public Service and Deloitte, communicating effectively and motivating employees is a challenge for many leaders, with only half of the federal workforce satisfied with the level of communication from senior leaders and managers.
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As a result of the 2008–2009 economic downturn and increased budget constraints, federal hiring has been on the decline. With fewer opportunities to bring on new employees, it is critical for agencies to focus on hiring the most highly qualified individuals to meet the nation’s needs. Who did government hire in 2013 and how has the profile of this hiring class evolved from previous years? Where are these new employees located and in which agencies do they serve? To answer these questions, the Partnership for Public Service analyzed recent hiring data for full-time, nonseasonal, permanent civilian employees hired in fiscal 2013 in executive branch agencies, excluding the U.S. Postal Service.
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In the report, the Partnership for Public Service calls for major reforms to the federal government’s decades-old civil service system and lays out a plan to modernize areas that include the outdated pay and hiring policies.