The Senior Executive Service — what it looks like in 2026.

The SES is roughly 7,500 positions across the federal executive branch. It sits above General Schedule grade 15 (and equivalent pay systems) and below political appointees confirmed by the Senate. The statutory framework at 5 U.S.C. 3131-3152 establishes four appointment types (career, noncareer, limited term, limited emergency), performance expectations, pay framework, and reassignment authorities. The vast majority of SES appointees — typically more than 85% — are career appointees who reach the SES through merit-based competition and QRB certification. The rest are noncareer appointees (political) and limited appointees (temporary, typically 3-year limits).

This article covers how the SES works in 2026: the updated ECQ framework that took effect July 1, 2025; the 2026 pay ranges and performance system; the restructured hiring process; the QRB certification framework; the current Schedule Policy/Career context; and the practical strategic considerations for federal employees considering the SES path. The focused topic of SES Candidate Development Programs — the most common non-competitive path into the career SES — is covered separately in SES Candidate Development Programs (CDPs).

Section I SES structure and appointment types

The SES is governed primarily by 5 U.S.C. 3131-3152 (establishing the SES and its structure) and 5 U.S.C. 5382-5385 (pay framework). Under 5 U.S.C. 3132, the SES includes positions classified above GS-15 (and equivalent) in executive branch agencies, excluding those specifically designated to be filled by Presidential appointment with Senate confirmation (PAS positions) and certain agency-specific positions in the intelligence community and elsewhere.

Four SES appointment types

Appointment Type	Character	Typical Duration	QRB Required?
Career appointment	Merit-based, tenured, non-political	Indefinite (subject to removal procedures)	Yes — initial appointment
Noncareer appointment	Political, serves at pleasure of appointing authority	Indefinite; typically ends with administration	No
Limited term appointment	For positions expected to last 3 years or less	Up to 3 years	No
Limited emergency appointment	For urgent hiring needs	Up to 18 months	No

Career vs noncareer composition rules

Under 5 U.S.C. 3134, noncareer SES appointments are capped governmentwide at 10% of total SES positions, and individual agencies are capped at 25%. "Career reserved" positions are those that must be filled by career appointees — typically positions involving inspection, investigation, audit, or law enforcement functions where political neutrality is essential. Agencies determine career-reserved positions in consultation with OPM.

5-year continuous service requirement

Under 5 U.S.C. 3135, at least 70% of SES positions governmentwide must be filled by individuals with 5 years or more of current, continuous service immediately before initial SES appointment. This is designed to ensure federal executive experience and continuity. The 5-year rule is widely met because most career SES entrants have substantial prior federal service.

Executive/managerial pay cap context

The SES sits in a specific band in federal compensation. Below the SES are GS-15 employees with locality pay (total compensation potentially exceeding $195,200 in high-cost localities in 2026). Above the SES are Senate-confirmed political appointees at Executive Schedule levels I-V. SES pay is typically above GS-15 total compensation in moderate-locality areas but can approach GS-15 compensation in the highest-locality pay areas (such as San Francisco or New York City).

Section II The updated ECQs (effective July 2025)

The Executive Core Qualifications are the foundational competencies OPM identifies as essential for SES performance. The ECQs had been stable since 2006, organized around five competencies (Leading Change, Leading People, Results Driven, Business Acumen, Building Coalitions) with 28 underlying sub-competencies. In May 2025, OPM issued substantially revised ECQs. Hiring actions initiated after July 1, 2025 must be based on the new ECQs.

The five ECQs as of 2026

ECQ	Title	Focus
ECQ 1	Commitment to the Rule of Law and the Principles of the American Founding	Demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people
ECQ 2	Driving Efficiency	Demonstrated ability to strategically and effectively cut wasteful spending and pursue efficiency through process and technological upgrades
ECQ 3	Merit and Competence	Demonstrated knowledge, ability, and technical competence to effectively and reliably produce work of exceptional quality
ECQ 4	Leading People	Demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture
ECQ 5	Achieving Results	Demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors

What changed from the prior ECQs

The prior ECQs (in place from 2006 through mid-2025) were:

• Leading Change
• Leading People
• Results Driven
• Business Acumen
• Building Coalitions

The new framework preserves "Leading People" in name but restructures the others. "Leading Change" and "Building Coalitions" as distinct competencies have been replaced. New emphasis areas include rule of law and constitutional knowledge (ECQ 1), cost efficiency and technology modernization (ECQ 2), and technical competence in work product (ECQ 3). The "Results Driven" competency remains conceptually similar in ECQ 5 (Achieving Results).

Implications for candidates already in development

Federal employees who were actively developing against the prior ECQs — through development plans, CDP participation, or self-directed development — should reorient around the new framework. ECQ-related training from providers like the Federal Executive Institute, Harvard Kennedy School, and others has been updated through late 2025 and early 2026 to align with the new ECQs. Candidates whose QRB applications were already submitted before the July 2025 transition were evaluated under the prior framework; candidates submitting packages after the transition use the new framework.

Section III 2026 pay ranges and performance system

The SES operates on a performance-based pay system rather than a step-based GS scale. Under Executive Order 14368, signed December 18, 2025, the 2026 SES pay ranges are:

Position	2026 Rate	Reference
SES Minimum basic pay	$151,661	Floor across all SES positions
SES Maximum (certified system)	$228,000	Equivalent to Executive Schedule Level II; available only in agencies with OPM-certified SES performance appraisal system
SES Maximum (non-certified system)	$209,600	Equivalent to Executive Schedule Level III; agencies without certified appraisal system

Certified vs non-certified appraisal system

Under 5 U.S.C. 5307, agencies must have OPM-certified SES performance appraisal systems to pay SES members above Level III of the Executive Schedule. Certification requires that the system meaningfully differentiates performance, holds executives accountable for results, and complies with governmentwide standards. Most major cabinet agencies maintain certified systems; some smaller agencies operate under non-certified systems and are limited to the Level III cap.

No locality pay for SES

SES members do not receive locality pay under the General Schedule system. Instead, the SES basic pay range itself encompasses what would otherwise be locality variation. An SES member in San Francisco and an SES member in Des Moines are paid from the same range; their specific pay reflects individual performance, experience, and agency decisions rather than geographic location. This differs from GS-15 compensation, where locality pay can add 17-46% to base pay depending on the locality pay area.

SES performance bonuses and rank awards

SES members are eligible for annual performance bonuses based on ratings under agency appraisal systems. Bonuses are typically capped at a percentage of basic pay (5-20% is common range) and are tied to documented performance results. The President's Meritorious and Distinguished Executive Rank Awards provide additional recognition for sustained exceptional performance — Meritorious Executive (35% of SES basic pay as a one-time award) and Distinguished Executive (20-35% varies; the highest recognition). Rank Awards have been subject to political variation in recent years, including periods of suspension; check current OPM guidance for the most recent status.

Section IV Hiring process reforms (May 2025)

OPM's May 29, 2025 memorandum "Hiring and Talent Development for the Senior Executive Service" substantially restructured SES hiring. The stated intent was to reduce delays, align with private-sector hiring practices, and implement the Merit Hiring Plan framework. Key changes effective 2025 and forward:

Practical effect on candidates

For federal employees pursuing SES, the reforms materially changed preparation strategy. Under the old framework, candidates invested significant time producing the 10-page ECQ narrative — often with paid coaches or writers. Under the new framework, preparation emphasizes:

• Resume quality — the 2-page resume must clearly demonstrate executive experience and leadership
• Assessment preparation — validated executive assessments test leadership judgment, situational decision-making, and interpersonal capabilities; preparation differs from essay writing
• Interview readiness — structured interviews require candidates to orally demonstrate ECQ experience using frameworks like Challenge-Context-Action-Result (CCAR)
• New ECQ alignment — candidates should align their experience articulation with the new ECQs, not the prior framework

The CCAR model

The Challenge-Context-Action-Result (CCAR) model remains OPM's recommended approach for demonstrating executive experience — now in interview format rather than written narrative. For each significant accomplishment a candidate might cite in a QRB interview:

• Challenge — the specific problem or goal
• Context — the environment, stakeholders, resource constraints, and organizational setting
• Action — the specific leadership actions the candidate took
• Result — the measurable outcome and impact

Section V QRB certification

The Qualifications Review Board is the critical last step before initial career SES appointment. Under 5 CFR 317.502, QRB certification is required for any initial career appointment to the SES — whether through competitive selection or through graduation from an SES Candidate Development Program.

QRB composition and rules

• Three members — SES members from three different agencies
• Majority career — more than half of QRB members must be career appointees
• No agency overlap — QRB members cannot review candidates from their own agencies
• Volunteer service — QRB members serve as volunteers, typically for multi-day review sessions
• Rotation — whenever possible, one of three members has previously served as a QRB member

The three QRB certification criteria (5 CFR 317.502(c))

Criterion	Basis	Typical Candidate
Criterion A — Demonstrated executive experience	Candidate has documented executive experience across all five ECQs	GS-15 or equivalent with significant executive responsibility, being selected through competitive SES vacancy announcement
Criterion B — SESCDP graduate	Candidate completed an OPM-approved Senior Executive Service Candidate Development Program	GS-14/15 who went through a formal development program; see SES Candidate Development Programs
Criterion C — Special or unique qualities	Candidate has special or unique qualities indicating a likelihood of SES success; agency must justify why the candidate uniquely qualifies for the specific position	Rarer pathway; typically for highly specialized technical or subject matter expertise; requires an Individual Development Plan addressing specific ECQ gaps

QRB outcomes

The QRB issues one of three determinations:

• Approve — the candidate's executive qualifications are certified; the agency may proceed with appointment
• Disapprove — the candidate does not meet the ECQ standard; typically after lack of executive leadership evidence in three or more ECQ areas. The candidate may receive one reconsideration within 60 days. If disapproved on second attempt, the candidate must gain additional experience and wait one year before reapplying for SES positions.
• Rewrite — pending approval requiring significant revision of two or fewer ECQ areas; the candidate can respond to address specific deficiencies

Presidential transition considerations

Under 5 CFR 317.502(d), OPM may determine the disposition of QRB requests where the QRB has not yet acted if the agency head leaves office or announces intention to leave, if the President has nominated a new agency head, or if there is a Presidential transition. This authority has been exercised in recent transitions. Candidates with QRB packages pending at transition points may experience delays or reclassification.

Section VI Schedule Policy/Career context

Executive Order 14171, signed January 20, 2025, established "Schedule Policy/Career" as a new schedule in the excepted service. The order reinstated and renamed what had been briefly established as Schedule F in October 2020. Schedule Policy/Career is for positions of a confidential, policy-determining, policy-making, or policy-advocating character that are not normally subject to change as a result of a Presidential transition.

What Schedule Policy/Career does

• Reclassifies certain positions from the competitive service or from the regular excepted service into a new schedule
• Removes certain competitive service protections including some procedural protections around removal, demotion, and reassignment
• Preserves other protections such as merit system principles protections and prohibitions against discrimination
• Scope depends on agency implementation — agency heads identify and propose positions for reclassification

Interaction with the SES

The interaction between Schedule Policy/Career and the career SES is complex and evolving. Key points as of April 2026:

• Career SES appointees retain career protections as a general matter — their tenure protections are governed by the SES-specific statutory framework at 5 U.S.C. 3592-3594
• Some SES-adjacent positions may be reviewed — GS-15 positions with policy-adjacent work, Senior Level (SL) positions, and similar executive-level positions may be subject to reclassification review
• Agency-specific implementation continues; specific reclassifications are ongoing as of early 2026
• Litigation and oversight continue to shape actual implementation

Section VII SES benefits and obligations

Benefits beyond pay

• Enhanced annual leave accrual — SES members accrue 8 hours of annual leave per pay period regardless of years of service, compared to the GS graduated scale
• Executive Development — access to executive development programs through the Federal Executive Institute, Harvard Kennedy School, Brookings Institution, and other providers (see Training Rights & GETA)
• Performance awards — potential for performance bonuses and rank awards
• Transfer portability — career SES can move between agencies and between SES positions without further QRB certification
• Senior executive community — peer network across agencies through QRB service, interagency councils, and professional associations

Obligations and expectations

• Mobility expectation — SES members are expected to be available for reassignment within and between agencies based on agency mission needs
• Probationary period — initial career SES appointees serve a 1-year probationary period under 5 U.S.C. 3393(d); removal during probation is procedurally simpler than removal after
• Performance accountability — SES members are subject to annual performance appraisal; sustained unacceptable performance can result in removal
• Reassignment authority — under 5 U.S.C. 3395, SES members can be reassigned within agency to any SES position for which they qualify; involuntary geographic reassignment requires advance notice
• Financial disclosure — SES members file annual financial disclosure reports (OGE Form 278) with more detail than GS-15 confidential disclosure
• Conflict of interest — enhanced conflict-of-interest rules, post-employment restrictions under 18 U.S.C. 207

Removal procedures

Career SES appointees can be removed from the SES but with procedural protections. Under 5 U.S.C. 3592, a career SES appointee removed for performance or misconduct may be reduced to a GS-15 position (or equivalent) rather than separated from federal service entirely, unless the removal is for cause. Under 5 U.S.C. 7543, career SES appointees have MSPB appeal rights for certain adverse actions, though the standards differ from GS-level MSPB appeals covered in MSPB Appeals.

Section VIII Strategy — deciding whether to pursue SES

The SES is not the right path for every senior federal professional. For many, GS-15 with locality pay in a high-locality area provides comparable compensation without the mobility, accountability, and political exposure of the SES. For others, the SES represents the natural culmination of a federal career and the opportunity for governmentwide impact.

Three additional strategic points worth internalizing. First, the path to SES typically takes 5-10 years of deliberate development at GS-14/15 — the most common entry path is through an SES Candidate Development Program as covered in SES Candidate Development Programs (CDPs). Second, ECQ alignment is now a multi-year development project. Federal employees who want to pursue SES should structure their assignments, details, and development experiences to build demonstrable experience across all five of the new ECQs well before pursuing QRB certification. Third, the 2025 hiring and framework changes create opportunities for candidates who can articulate their leadership clearly and concisely in a 2-page resume and structured interview format — a different skill set than the 10-page narrative essay skill set that had dominated for decades.

Section IX Frequently asked questions