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Presidential Senior Executive Service (S.E.S.) Awards 9/14/89 [OA 6268] [1]
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Presidential Senior Executive Service (S.E.S.) Awards 9/14/89 [OA 6268] [1]
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Records of the White House Office of Speechwriting (George H. W. Bush Administration)
Speech Backup Chronological Files
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Originally Processed With FOIA(s):
FOIA Number:
S
S
FOIA
MARKER
This is not a textual record. This is used as an
administrative marker by the George Bush Presidential
Library Staff.
Record Group/Collection:
George H.W. Bush Presidential Records
Collection/Office of Origin:
Speechwriting, White House Office of
Series:
Speech File Backup Files
Subseries:
Chron File, 1989-1993
OA/ID Number:
13684
Folder ID Number:
13684-004
Folder Title:
Presidential Senior Executive Service (S.E.S.) Awards 9/14/89 [OA 6268] [1]
Stack:
Row:
Section:
Shelf:
Position:
G
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THE WHITE HOUSE
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teleproneter
September 8, 1989
INFORMATION
MEMORANDUM FOR THE PRESIDENT
THROUGH:
CHRISS WINSTON and
FROM:
EDWARD MCNALLY Erm
SUBJECT:
REMARKS FOR THE PRESIDENTIAL S.E.S. AWARDS
I. SUMMARY
Attached for your consideration and review are draft
remarks for the Presidential Senior Executive Service (S.E.S.)
awards.
II. DISCUSSION
At 2:00 p.m. on Thursday, September 14, 1989, you are
scheduled to arrive at Constitution Hall to address an audience
of approximately 2,000 at the Presidential S.E.S. awards.
The suggested remarks emphasize your respect for career
civil servants, your appreciation for their teamwork with your
Administration, and your commitment to fostering a tradition of
community service by federal officials and employees.
(McNally/Simon)
Sept. 8, 1989, 5:00 p.m.
Draft Four (SES)
PRESIDENTIAL REMARKS: PRESIDENTIAL S.E.S. AWARDS
CONSTITUTION HALL -- 2:00 P.M.
THURSDAY, SEPTEMBER 14, 1989
Thank you. Thank you all of you. I appreciate your warm
greetings. But really -- we may have this a little backwards
today. I have come here to applaud you -- you of the Senior
Executive Service -- you whose leadership helps makes possible
the continuing success of the world's greatest experiment in
freedom and diversity.
And I'd like to take a moment to offer my personal thanks to
Connie Newman, for the first class job you're doing at OPM.
This is a cheerful occasion, and it's a pleasure to be here
to help honor a talented group of public servants whose
contributions, all too often, go unrewarded. I'm thinking of the
Defense Department official, who was waiting for his annual
physical when a young doctor struck up a conversation -- asking
about the Pentagon and his job, and so on. The official said he
liked his work, but launched into a nasty tirade about Washington
weather, expensive housing, and government pay. The doctor heard
him out, then wrote a few notes on a form.
Nervously, the official asked: "Did I say something wrong?"
"Oh, no," the doctor answered. "You just passed the
psychiatric part of the exam."
"But," said the official, "what if I'd said I had no
complaints about the weather or the pay?"
2
The psychiatrist said: "Then we would have to ask you a few
more questions." [[PAUSE]]
It's often said that nobody notices when things go right.
Well, I notice. The oath of office that each of you has taken is
not much different from the oath I took when signing on with the
Navy at age 18, and not much different from the oath I've taken
as President. During the years that link those two events, I've
held a lifelong belief in the nobility of public service, and a
lifetime of respect for you who are engaged in this important and
honorable work.
That's why, right after I became President, you were the
first group I met with outside the White House. And seven months
as President have only confirmed what I told you then -- that
"you're one of the most important groups I will ever speak to." "
That's why we're back. And that's why we are honoring 63
public servants with the Presidential Rank of "Distinguished
Executive" -- the highest number of gold pins ever awarded.
We're also very pleased to welcome today's nearly 300
"Meritorious" winners -- marking the first time this presidential
ceremony has included this special and talented group.
All these awards represent a great honor. But they also
represent something concrete -- cash bonuses totaling more than
four million dollars. It's a sound investment, an investment in
people. And it's an investment in excellence.
It's also money well-spent -- money well-earned. But the
truth is, for too many years money for the Senior Executive
3
Service simply hasn't matched the high quality of the people and
their efforts. And it sure hasn't kept pace with pay scales in
the private sector.
That's penny wise and pound foolish. An ever-increasing
flood of skilled personnel leaving government service has cost
America some of her finest servants and best ideas.
We're with you in this battle for a fair shake for America's
starting team. In July, we submitted legislation to Congress
calling for pay increases of up to 25 percent for S.E.S.
officials, along with higher salaries for positions requiring
specialized and critical skills. The numbers now on the table
call for Executive Schedule compensation of nearly $125,000 --
and bring top S.E.S. salaries where they belong.
It's not just that you deserve fair wages. America deserves
a system that attracts the best in the land.
When we met here in January, I called on you to build a
"spirit of teamwork" between career S.E.S. and newly appointed
officials. Today we're very pleased with the progress my
Administration is making, and know that a large part of that
success is due to the fact that you've answered that call with
energy and good faith.
Our government works because it is made up of people who try
to make their lives count -- people who try to make a difference.
Today we honor 349 who did.
People like Wade Houk, whose management of the largest
prison construction program in history has backed up law
4
enforcement with something even the drug lords can respect --
concrete and steel. And Stanley Laskowski of the E.P.A., who
will soon be returning to Poland as part of our pledge to provide
environmental assistance abroad.
Our commitment to a new era of educational excellence would
be impossible without leaders like Mary Jean LeTendre, who
administers programs active in 75 percent of America's elementary
schools, and who helped develop the Nation At Risk report.
Others have helped bring about dramatic breakthroughs, like
Ambassador Peter Murphy's successful conclusion of the historic
trade agreement with our Canadian neighbors. And many of you
have far-flung responsibilities almost epic in distance and time,
like NASA's Richard Petersen, whose programs range from
understanding global warming to the basic research needed to take
us back to the Moon, to Mars and beyond.
There's never enough time to single out each of you. But
there is time for me to say that I am proud to be leading a
government served by the likes of you, and I will be proud to
shake your hands when we finish.
Before leaving you today, I want to mention something close
to my heart -- community service -- and to salute your efforts to
"give something back" to society.
For example, one of today's "Distinguished Executives," John
Mullen of A.I.D., showed leadership and initiative after the
Armenian earthquake struck, cutting red tape to help speed
private relief efforts for the victims. Over at Interior,
5
they've launched the "Take Pride In America" campaign,
coordinating volunteers to protect and enhance our natural
resources. The Department of Transportation has bridged
generations by adopting both a senior citizens home and an
elementary school, enriching the lives of both young and old.
Back at the White House, our staff is encouraged to sign up
for at least one volunteer project each month, whether repairing
low-income housing or answering phones for last week's Muscular
Dystrophy telethon. These kinds of initiatives are vital to our
progress as a nation, in our fight against homelessness,
illiteracy, hunger, loneliness and other social problems. I urge
you -- as I did America's business leaders in June -- to make
community service central to your daily life and work.
The theme of my Administration is "Building a Better
America." With commitment, imagination, and sometimes daring --
you strive to do that every day, and have for years. Not because
of glamour or power. And certainly not for the pay. You do it
because you believe it, because it's the right thing to do.
It's an exciting time to be serving America. The world is
changing. It's changing in part because America has stood
steadfast as a beacon -- a shining, modern example of a system
that works -- and of a people committed to doing the right thing.
Congratulations. You have my admiration, my respect, and my
support. God bless each of you. And God bless the America you
serve so well. Thank you.
#
#
#
AGENCY SUMMARIES FOR EACH DISTINGUISHED WINNER
John E. Mullen
AID
Deputy General Counsel
Mr. Mullen is the Deputy General Counsel of the Agency for International Develop-
ment which administers the U.S. $7.5 billion foreign aid program in over 70 coun-
tries worldwide. Mr. Mullen manages A.I.D.'s 60 lawyers, 26 of whom are located
abroad, and directs the legal work for programs that affect every nonmilitary
sector of developing country economies, ranging from agriculture and health to tele-
communications, power, transportation and finance. This entails activities in
areas as diverse as vaccines research, debt/equity swaps, tropical rain forests,
venture capital initiatives, and foreign disaster assistance, and requires advice
and counsel in a wide range of legal areas such as public international law, export
finance, debt, investment, privatization, technology transfer, capital markets,
joint ventures, dispute settlement, and legislation. Mr. Mullen joined A.I.D. in
1967 following private practice and graduate study in international and comparative
law. He has had assignments as Assistant General Counsel in a number of functional
and regional areas, including the Middle East, and has traveled extensively through-
out the world. He has been instrumental in establishing recent private sector
initiatives and since 1983 has been the U.S. negotiator in the Development Assistance
Committee of the OECD in Paris on mixed credits, a method utilized by western
industrialized countries to finance exports and capital projects with foreign aid
funds. Mr. Mullen previously has received the Meritorious Presidential Rank
Award.
Peter O. Murphy
U.S. Trade
Special Negotiator for U.S. - Canada Negotiators
Representative Repre sentative
As the Chief Negotiator for U.S.-Canada trade, Ambassador Murphy was responsible
for the successful conclusion of the $150 billion U.S.-Canada Free Trade Agreement,
the largest bilateral trading agreement in history. In leading the United States'
delegation during 2 years of negotiations, Ambassador Murphy reported directly to
President Reagan and the Economic Policy Council. During this time, he was also
responsible for implementing the U.S. bilateral trade and investment policy with
Mexico, which also entered into a Framework Agreement with the United States.
Previously, Ambassador Murphy was confirmed as Deputy U.S. Trade Representative.
He represented the United States at the General Agreement on Tariffs and Trade
(GATT) in Geneva, Switzerland, and concluded a key agreement that led to the initia-
tion of the GATT Uruguay Round. Ambassador Murphy first joined the Office of the
United States Trade Representative as an International Economist and was later
named Ambassador for Textile Matters. He has negotiated numerous bilateral agree-
ments including trade deals with China, Hong Kong, Korea, and Taiwan.
AID
Kelly C. Kammerer
Director of Congressional Relations
Mr. Kammerer was a Reginald Heber Smith Fellow, specializing in the trial and
appellate litigation, at the University of Pennsylvania Law School from 1968-1970,
and Deputy General Counsel of the Peace Corps from 1970-1974. Joining the Agency
for International Development (AID) in 1975 as an attorney advisor, he has subse-
quently served as Assistant General Counsel, Senior Deputy General Counsel, Legal
Counsellor to the Administrator and, since 1982, Director of Congressional Rela-
tions. Prior to attending law school, Kammerer served for two years as a Peace
Corps volunteer in Colombia, South America. Kammerer has received A.I.D.'s
highest individual and unit awards for sustained outstanding service and for promo-
ting equal employment opportunity.
James H. Burrows
Commerce
Director
National Computer Systems Laboratory
Mr. Burrows' distinguished career in computer technology has spanned the evolution
of computers from early applications in government to their important role in the
nation's economy today. In positions in the 1950s and 1960s with the Lincoln
Laboratory, Lexington, Massachusetts, and the MITRE Corporation, Bedford, Massachu-
setts, he made significant technical contributions to the design and development of
large information systems. His projects produced radical advances in computer
programming, data retrieval, and file handling techniques for systems such as SAGE
(Semi-Automatic Ground Environment), an innovative air defense network that process-
ed information for visual display. Mr. Burrows' government career, which began in
the early 1970s, has focused on improving the effective use of computers which have
become pervasive and indispensable tools for carrying out Federal programs.
Currently Director of the National Computer Systems Laboratory at the National
Institute of Standards and Technology, he also served as the Associate Director of
Computer Resources, U.S. Air Force. Through his personal leadership and technical
direction, Mr. Burrows has stimulated government/industry cooperative efforts to
get standards for computer systems developed and used. These standards are key to
helping organizations buy commercial off-the-shelf products, to integrate these
products into new and existing information systems, and to boost the productivity
of staff members. The successful collaborations advanced by Mr. Burrows are
producing standards for improved communications between systems, components, and
users. The future use of the growing technology in offices, manufacturing, and
research will depend upon these standards to enhance productivity and competitive-
ness across the economy.
Joseph O. Fletcher
Commerce
Director
Environmental Research Laboratories
Dr. Fletcher is currently the Director, Environmental Research Laboratories, and
was the Assistant Administrator of NOAA for Oceanic and Atmospheric
Research, Department of Commerce. After 22 years of military service, Colonel
Fletcher retired from the Air Force in 1963. While in the Air Force he was Director
of the Geophysical Research Laboratories and headed the Long Range Plans Group at
Air Force Headquarters. In 1952, after two years of flying over the Arctic as
commander of a long range strategic reconnaissance squadron, he led the expedition
that established a research station on a massive chunk of drifting ice in the
Arctic Ocean, better known now as Fletcher's Ice Island. His polar activities are
commemorated in geophyiscal features such as Fletcher Abyssal Plain in the Arctic
and Fletcher Ice Rise in Antarctica. From 1964 to 1970, Dr. Fletcher was Research
Scientist for the Rand Corporation in Santa Monica, California. In 1970-71 he was
Research Professor of Atmospheric Sciences and Oceanography at the University of
Washington, and Director of the University's polar research programs. In 1971-1981
he was Deputy Director and Acting Director of NOAA's Environmental Research Labora-
tories. Dr. Fletcher has served on many scientific committees including the Climate
Board and the Polar Research Board of the National Academy of Sciences, the U.S.
Coast Guard's Science Advisory Committee, and the International Commission on Polar
Meteorology. He is widely recognized for his contributions to understanding global
climate change and to polar meteorolgy.
Dennis A. Klejna
CFTC
Director
Division of Enforcement
Mr. Klejna has established a record of outstanding achievement since he joined
the Commodity Futures Trading Commission in 1976. Under his leadership, the CFTC
has aggressively pursued investigations of unlawful trading practices on the futures
exchanges in Chicago and New York on its own and in conjunction with criminal law
enforcement authorities such as the Department of Justice, the FBI and the Postal
Inspection Service. Mr. Klejna has also succeeded in generating wide interest in
the pursuit of commodity fraud by establishing a Commission program to train other
federal, state and local law enforcement officials in the prosecution of illegal
commodity boilerroom operations. Through this program 50 seminars and workshops
have been conducted nationwide. In addition, under Mr. Klejna's supervision, 18
states have been enlisted to join the Commission as co-plaintiffs in injunctive
actions filed in federal district courts across the country. Mr. Klejna has also
responded effectively to the internationalization of the financial markets by
establishing an enforcement office to handle cooperative international law enforce-
ment matters and the development of effective working relationships with commodity
enforcement authorities around the world. In this regard, Mr. Klejna was a negotia-
tor of the Memorandum of Understanding with the United Kingdom's Department of
Trade and Industry, signed in 1976, which has been a model in negotiations with
other foreign authorities.
Ralph W. Alewine, III
Director
OS D
Nuclear Monitoring Research Office
Defense Advanced Research Projects Agency
Dr. Alewine has demonstrated sustained superior performance as Director, Nuclear
Monitoring Research Office, Defense Advanced Research Projects Agency, in formula-
ting and managing the U.S. research program for developing improved methods for
detecting and determining the characteristics of nuclear explosions and nuclear
materials. Dr. Alewine has produced a superlative record of achievements in improv-
ed technology for treaty verification and is recognized as the leading technical
expert in this field. Dr. Alewine has played a leading role in the work of the
Conference on Disarmament, Group of Scientific Experts, as well as with the U.S.-
Soviet Nuclear Testing Talks. Dr. Alewine's dynamic leadership, diplomacy, and
excellent professional work have been an invaluable contribution to the nation.
Michael Leonard
05 D
Principal Deputy Assistant Secretary of Defense
for Program Analysis and Evaluation
Mr. Leonard was selected for the Rank of Distinguished Executive in recognition of
his accomplishments as Acting Assistant Secretary of Defense, Deputy for Theater
Assessments and Planning, and as Principal Deputy Assistant Secretary of Defense
for Program Analysis and Evaluation. His notable achievements include substantial
contributions to the development and implementation of the department's moderniza-
tion program, carried out over the last several years, guiding the development and
implementation of the Planning, Programming, and Budgeting (PPBS) Electronic Deli-
very System (PEDS) and the ancillary Standardization of Program Review Information
Network Technologies (SPRINT), and his concentrated efforts to preserve the priori-
ties and goals of the department in the face of dwindling scarce resources.
Derek J. Vander Schaaf
OSD
Deputy Inspector General
Mr. Vander Schaaf is being honored for his sustained, extraordinary accomplishments
in protecting the resources of the Department of Defense from fraudulent and waste-
ful practices and helping to ensure that our military personnel receive safe,
dependable equipment at fair and reasonable prices. He has been a driving force
behind the success of DOD auditors, investigators and inspectors. He has displayed
courage in the quest for truth, energy in leading the Office of the Inspector
General, DoD, and competence in the analysis and evaluation of DOD programs and
activities.
Ira L. Kemp
Air Force
Associate Director
Directorate of Contracting and Manufacturing Policy
Assistant Secretary of the Air Force (Acquisition)
Mr. Kemp has served with exemplary distinction as Associate Director of Contracting
and Manufacturing Policy, Assistant Secretary of the Air Force (Acquisition).
Mr. Kemp demonstrated sustained and extraordinary accomplishments through his
innovative leadership in crafting acquisition planning strategies for sensitive
source selections for a full spectrum of Department of Defense acquisition programs.
Mr. Kemp's commitment to acquisition integrity is accented in his capacity as
Chairman of the Air Force Debarment and Suspension Review Board. Mr. Kemp imprint-
ed his stamp of high professional standards on the Air Force's civilian acquisition
work force by designing and implementing a comprehensive career management program.
As the foremost authority on acquisition of logistics support requirements, Mr. Kemp
brought about critically needed improvements to the spare parts procurement process.
His commitment to achieving socio-economic goals is worthy of special mention, as
evidenced by his diligent efforts as a Presidential appointee serving on the Commit-
tee for Purchase from the Blind and Other Severely Handicapped.
Leonard J. Mabius
Senior Technical Director/Chief Engineer
Army
U.S. Army Information Systems Command
Fort Huachuca, Arizona
Mr. Mabius has distinguished himself through exceptional performance over a 25-year
career in the service of his nation. He has established a nationwide reputation
initially in Telecommunications and more recently in Information Systems. Mr.
Mabius played a pivotal role in helping the Army create and transition into the new
business area of integrated information systems. He is recognized within the
Defense Department and industry as an authoritative strategic planner and systems
visionary in the Information Sciences. His technical and business skills have been
directly responsible for numerous program changes, redirection, and cancellation
amounting to several hundred million dollars in savings/cost avoidance. Mr. Mabius
has participated in and supported both the Army and Defense Science Boards in the
areas of Command, Control, and Communications. He formulated the foundation concept
and program strategy for the next generation message processing systems recently
adopted and endorsed as the Defense Message System. He has served as both a member
and director in a number of national and international professional societies.
Mr. Mabius' career contributions are truly noteworthy when considering that he is
also the recipient of two prior Meritorious Presidential Rank Awards.
Irving N. Blickstein
Navy
Deputy Director for Programming
Mr. Blickstein is the Navy's Senior Civilian Programmer. His stature is founded on
over twenty years of outstanding service as a systems analyst, manager and senior
executive. His insightful leadership and outstanding technical expertise are
responsible for the development of the Department of the Navy's Program Objectives
Memorandum (POM), which established the financial plan for all Navy and Marine
Corps programs and is the basis for the Navy's budget submission. Over the last
four years, his reviews of Navy programs have resulted in significant savings and a
15% reduction in the size of the Office of the Chief of Naval Operations (OPNAV)
staff. The Navy's superb fiscal health over the Five Year Defense Plan is largely
due to Mr. Blickstéin's sustained extraordinary performance.
Earle L. Messere
Technical Director
Navy
Naval Underwater Systems Center
Newport, Rhode Island
Mr. Messere's leadership has made significant contributions to the present and
future capabilities of the Navy through far-sighted comprehension of the technical
abilities needed in submarine warfare. Among the many major technical achievements
under Mr. Messere's leadership are advances made in targeting systems, torpedoes
and sonar arrays (wide aperture, hull-mounted, and towed) that have contributed
substantially to maintaining U.S. superiority in a warfare area of high-priority
national interest. He was instrumental in the development of modern naval combat
system integration methodology, which has greatly improved naval warfare capability.
He has chaired a high level committee established by the Chief of Naval Operations
which provided guidance on where to focus today's efforts to achieve the undersea
warfighting capabilities needed by the Navy in the next century. Mr. Messere's
initiatives in the area of cost-consciousness and cost-avoidance have produced
substantial savings, for example by establishing cost-saving Video Teleconferencing
Centers, the first such technical innovation within the entire Department of Defense.
Mr. Messere has demonstrated initiative and leadership in effecting close coopera-
tion with interagency personnel, academia, and the private sector. He was chosen
by the Governor of Rhode Island to serve on a special Strategic Development Commis-
sion, designing a detailed economic blueprint for the future of the State.
Fred E. Saalfeld
Director
Navy
Office of Naval Research
Dr. Saalfeld entered Federal service as a scientist at the Naval Research Laboratory.
There, Dr. Saalfeld conducted and directed research in the application of mass
spectrometry to problems such as corrosion, combustion, lasers, catalysis and
submarine life support systems. This research led to the Central Atmosphere Monitor
System now used to analyze the atmospheres in all of the Navy's nuclear-powered
submarines. In addition, Dr. Saalfeld's research led to a hydrazine analyzer used
as a safety check in the Nation's space shuttle and to the solution of a serious
corrosion problem in the Navy's surface ship rubber sonar domes. Dr. Saalfeld
directed the Physical Chemistry Branch, a group of 25 scientists in mass spectro-
metry, laser chemistry, chemical spectroscopy and chemical kinetics. In 1976 Dr.
Saalfeld was selected as Superintendent of the Chemistry Division where he was
responsible for the research of approximately 350 chemists. In 1979 and 1980 he
was the Chief Scientist and Scientific Director at the Office of Naval Research,
Branch Office, London. For his management accomplishments improving the operation
and efficiency of the London office, he was awarded the Navy Meritorious Civilian
Service Award in 1981. In 1982 Dr. Saalfeld was designated the Acting Associate
Director of Research for Material Sciences and Component Technology; in this capa-
city he directed more than 900 scientists. As Director of the Contract Research
Department in 1982 and the Associate Director in 1985, he was responsible for the
Navy's Contract Basic Research Program which is largely conducted at universities.
For his innovative management initiatives in this program, Dr. Saalfeld received
the Meritorious Presidential Rank Award in 1986.
Allan Somproff
Director
Navy
Systems Acquisition Directorate
Naval Air Systems Command
Dr. Somoroff progressed from being Technical Director, Air Vehicle Division, to the
Director of Engineering Support and Product Integrity, to his current position as
Director, Systems and Engineering Directorate in the Naval Air Systems Command.
Dr. Somoroff has made many significant contributions to naval aviation throughout
his brilliant career. He was the driving force behind the introduction of advanced
composites into naval aircraft. He is also responsible for live ammunition testing
of composite wings and other critical components. As a result, we now have design
principles and modifications which greatly decrease the wartime vulnerability of
composite structures. Dr. Somoroff's successes are the comerstone of the wide-
spread use of composites in military airplanes operated throughout the free world.
He has also been called upon to advise NASA on the boosters for the Space Shuttle.
Dr. Somoroff was honored with the Meritorious Presidential Rank Award in 1987.
Harvey J. Wilcox
Deputy General Counsel
Navy
Logistics
Mr. Wilcox is the senior career attorney in the service's 500-member Office of
General Counsel handling contract and commercial law at Navy facilities around the
world. He joined the Navy as a JAG Lieutenant in 1963 and began his current
civilian career as a junior contracts attorney in 1966. After a series of promo-
tions, Secretary of the Navy, John Warner, appointed him Counsel to the Naval Air
Systems Command in 1972, where he was involved in resolving the legal problems
threatening production of the F-14 fighter and development of the F-18. His first
years as Deputy General Counsel were devoted to managing the legal aspects of
settling over $2 billion in Navy shipbuilding claims and litigation, after which he
guided his office of procurement specialists through a major reorganization and
training effort to meet its growing responsibilities in the field of labor, patent
and environmental law. He was Acting General Counsel of the Navy 1987-1988.
Mr. Wilcox has received a number of professional awards over his 26 year career,
including the distinction of being the first government attorney to be granted
both the Meritorious and Distinguished Presidential Rank Awards, 1980 and 1981
respectively.
Defense
John M. Bachkosky
Director for Plans, Programs and Requirements
Defense Nuclear Agency
Mr. Bachkosky, is a recognized pioneer in the development of advanced weapon concepts
with outstanding contributions to the Strategic Defense Initiative and the viability
of strategic offensive forces in their crucial role as a deterrent to conflict. An
accomplished engineer and dynamic leader, with a long and distinguished career in
the federal service, he is at the forefront of a select group of technical experts
exploring the application of advanced technology to the national defense needs of
the 21st century. He is a valued advisor to the Strategic Defense Initiative Office,
the architect of the nation's capability to assure the continued survivability
and effectiveness of its deterrent forces.
William V. Gordon
Defense
Executive Director
Contract Management
Defense Logistics Agency
Mr. Gordon headed the Contract Execution Branch at the Defense Logistics Agency's
(DLA) Defense Construction Supply Center, served in the Office of the Assistant
Secretary of Defense (Installations and Logistics) as a member of the team that
organized the Defense Contract Administration Services (DCAS), served as Deputy
Executive Director for Contract Administration Services, Defense Supply Agency, and
was assigned to his present position in August 1979. He is a Fellow and member of
the National Board of Advisors to the National Contract Management Association. He
has received DLA's highest civilian award, the Exceptional Civilian Service Award
an unprecedented three times, the Defense Department's highest award, the Defense
Distinguished Civilian Service Award, and the Meritorious President's Rank Award.
Benham E. Morriss
Defense
Deputy Manager
Defense Communications Agency
Mr. Morriss has demonstrated a sustained level of extraordinary technical and
managerial accomplishment in a Federal executive career spanning twenty-five years.
He is a widely recognized communications and data automation expert who was a princi-
pal designer of the national level command and control systems now in use. His
outstanding record of achievements is highlighted by his current work with private
industry and over 20 Federal departments and agencies to make unparalleled, lasting
improvements to the national security emergency preparedness telecommunications
posture of the United States.
Mary Jean LeTendre
Department of
Director, Compensatory Education Program
Office of Elementary and Secondary Education
Education
Ms. LeTendre rose through the ranks to head the largest Federal aid to education
program. She administers Chapter I with almost one-fourth of the Department of
Education's budget. Chapter I affects five million children in 75% of our nation's
elementary schools in 14,000 school districts across the country. Ms. LeTendre
came to the Office of Education as a program specialist. She later worked as Chief
Special Assistant to Education Secretary T. H. Bell, taking the lead responsibility
for him on the Commission of Excellence and in developing the Nation At Risk report.
She later helped to found the National School Recognition Program, the National
Distinguished Principals Program and the Presidential Academic Fitness Program. In
1985, Ms. LeTendre became Director of Compensatory Education Programs and led the
reauthorization of Chapter I. She also administers Follow Through Program, the
Stuart B. McKinney Education of Homeless Children and Youth Act and serves on the
U.S. Department of Education's Executive Resources Board.
Nick C. Aquilina
Manager
Energy
Nevada Operations Office
Las Vegas, Nevada
Mr. Aquilina has distinguished himself by sustained extraordinary accomplishments
in administering programs of national and international significance. In addition
to successfully accomplishing the Nation's nuclear weapons testing programs, he
managed the planning and fielding efforts for the recent Joint Verification
Experiments with the U.S.S.R. conducted at the Nevada Test Site and Semipalatinsk,
the Soviet Test Site. He also oversaw the development of the Nuclear Emergency
Search Team and aerial measurements assets to Maralinga, South Australia, at the
request of the Australian government, to perform aerial radiological surveys
of residual radiation at the sites of the 1950's and 1960's British nuclear
weapons testing. Mr. Aquilina has been actively involved in many highly sensitive
issues. He has strengthened interactions with elected and appointed officials at
state, local and congressional levels; and public outreach efforts regarding activi-
ties involving site characterization for the Nation's first high-level radioactive
waste repository. He played a pivotal role in resolving the office's longest labor
strike involving ten trade unions at the Nevada Test Site. Since becoming Manager,
he has taken a strong, assertive role in emphasizing the criticality of environment,
safety and health programs. He demonstrated his commitment by restructuring the
organization to emphasize compliance activities. His extremely effective management
and communication skills bring credit to the Department.
Basil G. Constantelos
Director
EPA
Waste Management Division
Chicago, Illinois
Mr. Constantelos has been Director of the Waste Management Division since it was
formed in 1982. As Director, he manages the largest Regional Division in EPA
responsible for implementing the Agency's hazardous waste and superfund programs.
In 1987, Mr. Constantelos received a Gold Medal for Exceptional Service for his
involvement in obtaining a precedent-setting agreement for the cleanup of the Twin
Cities Army Ammunition Plant in Minnesota. This agreement served as the model for
Federal facility cleanups under the hazardous waste and the superfund laws. Mr.
Constantelos entered Federal service in 1970, just prior to the formation of EPA.
He has worked in the enforcement program, supervising technical case development
for violations of the Clean Water Act, and later served as Deputy Division Director
of the Air and Hazardous Materials Division in Region V.
Willis E. Greenstreet
Director
EPA
Office of Administration and Resources Management
Research Triangle Park, North Carolina
Mr. Greenstreet's career has been marked by an extraordinary ability to make
data processing and telecommunications technology work to support the Government's
mission. In particular, his leadership has helped shape the outstanding information
management program at the Environmental Protection Agency. Mr. Greenstreet has
spent the majority of his Federal career with EPA. He served as Deputy Director of
Adminstration for the National Environmental Research Center in Cincinnati (1971-
1973), and as Assistant Regional Administrator for Planning and Management in EPA's
Philadelphia Regional Office (1973-1975). As Director of the Information and Data
Systems Division (1975-1979), Mr. Greenstreet helped set the agency's course in
information management. He led efforts to establish the National Computer Center
in Research Triangle Park, N.C., recruited top talent, and began the systems
modernization program which has delivered high quality computing support to all of
EPA's environmental programs. He also served as the first Director of Administration
for the Merit Systems Protection Board and as the Director of the Office of Federal
Inspector -- established to oversee the construction of the Alaska Natural Gas
Pipelines (1979-1983). Mr. Greenstreet returned to EPA in 1983, and has been
Director of the Office of Administration and Resources Management at Research
Triangle Park since 1984. He received the Federal Government's Meritorious
Presidential Rank Award in 1987 for continued outstanding contributions in public
service.
Stanley L. Laskowski
Deputy Regional Administrator
EPA
Region III
Philadelphia, Pennsylvania
Mr. Laskowski began his career with the Environmental Protection Agency in
1972 as a staff engineer. He was promoted to his first supervisory position in 1975
and two years later became a Branch Chief with regional responsibility for enforcing
clean water standards. In 1981, He was made Director of the Region III Surveil-
lance and Analysis Division where he managed over 100 employees engaged in field
engineering and laboratory work. He was appointed to his present Senior Executive
Service position as Deputy Regional Administrator in 1982. In this position he is
responsible for the direction of 850 people in ensuring successful implementation
of all EPA programs in Region III. In his sixteen years with EPA, Stan has received
numerous awards, authored publications in the field of environmental management,
and served on numerous national councils and commissions. Among Mr. Laskowski's
most notable accomplishments were serving as lead EPA spokesperson on activities
related to Union Carbide in the Kanawha Valley after the tragic accident in Bhopal,
India, and his recent trip to Poland where he represented the EPA in providing
assistance for the country's environmental problems. In addition, he is a leading
advisor on Agency-level Task Forces for Radon; Environmental Risk Involving Heart,
Lung, and Cancer; State-EPA Relations; and Enforcing Environmental Regulations.
Dave McLoughlin
Director
FEMA
Office of Training
Mr. McLoughin's selection by the Agency Director was based on his extensive experi-
ence in the field of emergency management training and education and his in-depth
knowledge of the Agency's emergency management programs. Prior to this appointment,
at the request of the Agency Director, Mr. McLoughlin served in a senior executive
position as the Deputy Associate Director for the State and Local Programs and
Support Directorate, the largest and most diverse Directorate within FEMA.
Mr. McLoughlin is recognized both within and outside of FEMA as one of its most able
senior careerist and representative at national and international conferences,
exercise, national policy committees and seminars. His Federal career, which spans
thirty-one years, is highlighted with such major contributions as: his appointment
to and service on President Carter's Reorganization Project which resulted in the
consolidation of five agencies into a unified Federal Emergency Management Agency
his management of a large scale field nuclear weapons exercise which tested the
Federal radiological response capabilities and forged an interagency agreement
between the Department of Defense, Energy and FEMA (this accomplishment resulted in
Mr. McLoughlin's receipt of the Defense Nuclear Agency's award of the Meritorious
Civil Service Medal) and his active participation in three significant National
Security Studies as senior staff member that dealt with (1) examining the role of
civil preparedness in peacetime natural disasters and national security emergencies,
(2) the issue of terrorism for the National Security Council Special Coordinating
Committee and (3) the Congressionally-mandated policy paper which reviewed the
nation's civil defense program.
Raymond A. Beirne
Deputy Director, Office of Pipeline
FERC
and Producer Regulation
Federal Energy Regulatory Commission
Mr. Beirne in his 26 years of service with the Federal Energy Regulatory Commission
previously titled the Federal Power Commission has made a lasting impact on many
Commission programs. For the last 3 years he has served as the Deputy Director,
Office of Pipeline and Producer Regulation. The Office of Pipeline and Producer is
responsible for handling billions of dollars of natural gas rate and certificates
matters. During his tenure with the Commission he has been a major player in the
development of regulatory policy affecting natural gas consumers involving millions
of households in America. He was instrumental in moving the Commission towards a
market oriented regulatory posture. Mr. Beirne has structured the Office of Pipeline
and Producer Regulation into a highly professional and effective organization.
Mr. Beirne truly exemplifies the qualities of a Distinguished Executive.
Herbert R. Doggette, Jr.
HHS
Deputy Commissioner
Operations
Social Security Administration
Mr. Doggette has provided executive leadership, direction and management strategy
for the delivery of social welfare and social insurance services to the American
public through a workforce of 60,000 - over 80 percent of the SSA employees. He
has assured the effective and efficient administration of social security operations,
and shared fully with the Commissioner of SSA responsibility for implementation of
the agency's myriad laws and programs. He oversees a field structure comprised of
10 regional offices, more than 1,300 district and branch offices, 8 processing
centers and 3 data operations centers. In addition, he is responsible for a full
headquarters organization which manages these facilities, as well as the entire
automated data processing systems function, including the National Computer Center.
Mr. Doggett's career in SSA, spanning some 30 years, has been marked by an ability
to work with individuals and groups at all levels. His intelligence, uncommonly
good judgment, ability to establish instant rapport with people, demonstrated
administrative ability, and excellent program background have made Mr. Doggette one
of the truly exceptional executives in Government today.
Walter R. Dowdle
Deputy Director
HHS
Centers for Disease Control and Deputy Administrator
Agency for Toxic Substances and Disease Registry
Public Health Service
Dr. Dowdle is recognized for his exceptional scientific and executive accomplish-
ments. His stewardship of extremely important public health programs and his
significant contributions to the CDC have been extraordinary. Among a myriad of
other accomplishments, Dr. Dowdle was at the forefront when Acquired Immunodefi-
ciency Syndrome (AIDS) emerged as a major public health problem. Immediately, he
focused scientific activities on the surveillance of the disease to include epide-
miologic studies of AIDS transmission, natural history and risk factors, laboratory
investigation to identify the cause, and dissemination of information and provision
of education to the scientific and public health communities, high risk groups, and
the general public. In recognition of this expertise in AIDS, he served as the
first AIDS Coordinator of the U.S. Public Health Service and in 1987 became the
first Deputy Director (AIDS) in CDC. His latest appointment to the dual role of
CDC Deputy Director and Deputy Administrator of the Agency for Toxic Substances and
Disease Registry is indicative of the esteem in which Dr. Dowdle is held by manage-
ment within CDC, the Public Health Service, and the Department of Health and Human
Services.
Vince L. Hutchins
HHS
Director
Division of Maternal and Child Health
Bureau of Maternal and Child Health
and Resources Development
Health Resources and Services Administration
Public Health Service
Dr. Hutchins has devoted his professional life to improving the health of mothers
and children. In his current position as Director of the Division of Maternal and
Child Health (MCH), he administers a national program that helps states, territories,
and communities provide health care for women and children, including children who
have special health needs. In addition to being an exceptional leader, he is also
an innovator, a motivator, a promoter and a mediator. Dr. Hutchins conceived the
idea of the Surgeon General's workshop, and as a result the Healthy Mothers, Healthy
Babies Coalition was founded. Today it is an association of 88 national voluntary,
professional and government organizations with coalitions in every state and many
cities. Five additional workshops have been held, and each has marked the beginning
of a national, long-term effort to address a vital MCH concern. In 1987, Dr.
Hutchins persuaded the American Academy of Pediatrics to cosponsor a Workshop on
Children with Special Health Needs. Because of his efforts, children who have
special health needs are receiving care at home in their communities. Because of
his unfailing efforts and compassion, Dr. Hutchins has served as an inspiration to
all with whom he has been associated.
John H. Kelso
Deputy Administrator
HHS
Health Resources and Services Administration
Public Health Service
Mr. Kelso has distinguished himself as an innovative administrator and exemplary
leader. As Deputy Administrator of the Health Resources and Services Administration
since 1982, and its predecessor agency for the previous six years, Mr. Kelso effec-
tively managed one of the largest, most complex health care delivery systems in the
world. The agency's programs include providing direct health services to designated
beneficiaries, supporting efforts to improve the education and use of the nation's
health personnel, organizing efforts to integrate health service delivery programs
with public and private health financing programs, and improving the use of health
resources and providing technical assistance for modernizing or replacing health
care facilities. It is estimated that the programs administered by Mr. Kelso have
provided direct health care to 5 percent of the Nation's population. He success-
fully implemented a number of initiatives including decentralization of Federal
health program authorities and responsibilities, several major reorganizations of
the Public Health Service, the management of budget reduction and redirection
activities, and new health service issues such as organ transplantation. Mr. Kelso
has quietly yet effectively gone about getting the job done. He is the epitame of
dedication to public service and the high moral and ethical standards which public
servants must maintain in order to be successful.
Ruth A. Pierce
Associate Commissioner for Central Operations
HHS
Office of the Associate Deputy Commissioner
for Central Processing
Social Security Administration
Ms. Pierce has effectively administered one of the world's largest and most complex
recordkeeping operations. She directed the activities of over 20,000 employees,
approximately one-third of the Social Security Administration's staff which are
geographically dispersed in 10 cities across the country, in processing the full
range of social security program workloads which affect 37 million beneficiaries
living here and abroad. Because of processing changes developed under Ms. Pierce's
direction, significant improvements in efficiency and productivity were achieved.
Major backlogs and processing time were reduced without any sacrifice to the quality
of work products or services. Operations were streamlined resulting in major cost
savings. In addition, she has provided unequalled assistance to SSA's Systems
Modernization Projects and effectively served on a variety of internal executive
management councils responsible for enhancing SSA work practices and strengthening
the delivery of services to the American taxpayers. Ms. Pierce clearly has shown
exceptional managerial ability which is coupled with an unusual sensitivity to
people. She is a leader in affirmative action and in supporting the upward mobility
of handicapped employees. In the eyes of her subordinates and peers, and through
her many accomplishments which benefit the American people, Ms. Pierce exemplifies
the highest level of performance excellence and public service.
Robert A. Streimer
Director
HHS
Bureau of Eligibility, Reimbursement and Coverage
Office of the Associate Administrator
for Program Development
Health Care Financing Administration
Mr. Streimer has gained recognition in the Department and stature throughout the
health care community as an extremely competent leader. His position as Director
of the Bureau of Eligibility, Reimbursement and Coverage is one of the most difficult
jobs in the Department. He has proven himself time and time again as a skillful
negotiator and technical expert on diverse health financing topics such as hospital
payment, physician payment, technology assessment, and innovative financing arrange-
ments. He has represented HCFA very successfully in meetings with national health
care provider organizations, beneficiary groups, Medicaid state agencies, Governors'
executive offices, Congress, and with other offices within the Executive Branch.
Mr. Streimer's communications skills, coupled with his wealth of program knowledge,
his exemplary leadership and his personal commitment have been instrumental in
achieving greatly improved levels of cooperation within the Department and with our
many external constituencies.
Robert L. Trachtenberg
Deputy Adminstrator
HHS
Alcohol, Drug Abuse, and Mental Health Administration
Public Health Service
Mr. Trachtenberg has had a distinguished public career during which he has made
extraordinary contributions to improvements in organization, management, and produc-
tivity. His strong leadership and personal initiatives for management improvement
and executive development have had an unusually beneficial impact on the Federal
governmnt. His 10-year career as Deputy Administrator of the Alcohol, Drug Abuse,
and Mental Health Administration exemplifies these traits. In recent years Mr.
Trachtenberg was relied on heavily by the Secretary for advice in sensitive negotia-
tions with the Office of Management and Budget, the Department of Justice, and key
members of Congress to obtain a legislative compromise to permit drug testing of
Federal employees. His aggressive leadership and the application of his legal
experience led to the approval of policies and testing plans in record time. Also,
he successfully headed the Secretary's major initiative on alcoholism which was
established because of the tremendous costs of alcoholism in terms of lives lost,
billions spent in treatment and the economic consequences generally. He took the
lead in establishing a National Citizens Commission on Alcoholism, the success of
which is evidenced by the breadth and significance of the members of its board, by
the fact that it has raised a substantial amount of money for furthering its charge,
and by the fact that it was recently included in legislation which provides addi-
tional funds for the infrastructure of the organization. Mr. Trachtenberg truly
exemplifies the qualities of a Distinguished Executive.
William D. Bettenberg
Associate Director for Offshore Minerals Management
Interior
Minerals Management Service
Mr. Bettenberg's 25 years with the Federal Government have been marked by positions
of responsibility within the Department of the Interior involving serving as Deputy
Assistant Secretary - Policy, Budget and Administration and Budget Director for the
Department. In 1983, Mr. Bettenberg was appointed Director of the recently formed
Minerals Management Service (MMS) which had major problems in its royalty program.
During the past 5 years, he substantially improved program performance, providing
leadership in the development of systems and systems improvements to ensure more
accurate and timely collection of royalty revenue and accelerate the distribution
of revenues to States and tribes. His achievements for offshore oil and gas leasing
have been substantial. Under his leadership, the Government awarded over 40 percent
of the offshore leases awarded over the 35-year history of the program with lease
sale revenues of over $7 billion. Overall, the leases under his management account
for about one quarter of the Nation's natural gas supply, one-eighth of its oil pro-
duction, and $2.2 billion per year in royalty revenue. He melded the staff into a
cohesive unit with high morale, productivity, and professional standing. He has pro-
vided leadership in reducing overall program expenditures by 12 percent in real
terms. Recently, he moved to the position of Associate Director for Offshore
Minerals Management where he will continue to apply his extensive knowledge.
Roland G. Robinson
Deputy Director
Interior
Bureau of Land Management
Mr. Robinson has had a long public career demonstrating special qualities of leader-
chip, exceptional judgment and outstanding ability to analyze, resolve, and manage
issues in the broad fields of national land and water resources. As Deputy Director,
he is providing direction and leadership in developing major policy initiatives and
decisions plus offering valuable political in-house insight. As State Director for
Utah, he provided outstanding leadership in major initiatives such as Project Bold
and resolution of "in lieu" claims of the State of Utah. Over his career, Mr.
Robinson has given illustrious service to the Department of the Interior in his
roles as Deputy Assistant Secretary, Associate Solicitor, and Attorney Advisor.
His advice and counsel have formed the basis of many fundamental national decisions
in major water cases and policy formulation. Throughout his career, Mr. Robinson
has demonstrated a special ability to communicate with people in and out of govern-
ment. This ability, together with his understanding of public land resource issues,
has enabled him to serve the Department well in a complex political atmosphere with
regard to the management of public land resources.
Michael F. Hertz
Director
Justice
Commercial Litigation Branch
Civil Division
Mr. Hertz has primary responsibility for initiating civil actions to recover monies
owed the United States as a result of fraud or breaches of the standards of trust
embodied in the conflict of interest laws. As a measure of the talent and dedication
that Mr. Hertz has brought to his position, in the last three years, civil judgments
and recoveries in affirmative fraud matters have increased 700%, from $27.4 million
in 1985 to $176 million in 1988. Much of Mr. Hertz's effort has been directed at
Department of Defense procurement fraud. Under his leadership, the Government has
recovered more than $100 million from Defense contractors and successfully defended
challenges to the law. Mr. Hertz and his staff have also earned the respect of
other Federal agencies through their work with the President's Council on Integrity
and Efficiency and with individual IG offices. Mr. Hertz has been on the forefront
of developing legal policies that have helped to protect the public treasury, and to
preserve the Executive Branch's prerogatives in domestic policy and in national
security matters.
Wade B. Houk
Justice
Assistant Director
Federal Bureau of Prisons
Mr. Houk has played a major role in permitting the Federal Prison System to effec-
tively meet the challenges resulting from an unprecedented growth in the inmate
population. If unmet, these challenges, particularly that of prison overcrowding,
would have seriously threatened the life and safety of inmates, staff and the
general public. Mr. Houk has been highly innovative in his management of the largest
Federal prison construction program in history. He developed and implemented a
complex prison site acquisition strategy and has developed ways to reduce prison
construction costs which will save hundreds of millions of dollars over the next
several years. Through a variety of budget strategies, innovative budget presenta-
tion techniques, and high personal credibility, Mr. Houk has successfully demonstra-
ted the merit of the Federal Prison System's substantial resource needs to the
Executive and Legislative Branches of Government. Maximizing productivity, particu-
larly through automation, has also been one of Mr. Houk's key achievements. The
major on-line inmate management information system called SENTRY is under his
direction. During the past few years, major enhancements of this system have been
implemented which have assisted the Bureau of Prisons in achieving substantial
employee productivity increases.
Justice
Judy L. Whalley
Deputy Assistant Attorney General
for Litigation
Antitrust Division
Ms. Whalley is responsible for supervising most of the Division's criminal enforce-
ment activities, as well as a large proportion of its civil investigations and
litigation. Ms. Whalley has been the driving force in the Division's current
initiatives to investigate and prosecute antitrust crimes committed in connection
with Federal Government procurement. This initiative has resulted in 47 prosecu-
tions of 55 individuals and 64 companies. In sum, Ms. Whalley is an intelligent,
energetic, and highly competent individual whose performance has been exemplary.
NASA
Thomas Campbell
Comptroller
Mr. Campbell was appointed NASA Comptroller April 6, 1987. He had served as
Deputy Comptroller since 1981. He joined NASA at the Goddard Space Flight
Center in 1959 as administrative assistant in the Satellite Applications Systems
and Projects Division. He came to Headquarters in 1963 and has worked in the
resources area since that time. He served in the U.S. Air Force 1955 through 1959
prior to joining NASA. Mr. Campbell has received several awards including NASA
Medals and in 1982 was awarded the Meritorious Presidential Rank.
Dale L. Compton
NASA
Deputy Director of Ames Research Center
Moffett Field, California
Dr. Compton develops and manages the activities of a unique array of scientific
endeavors in relation to fundamental and applied research in aeronautics, space
sciences, life sciences, aerophysics, and aerodynamics. Dr. Compton served as the
Center Director (Acting) during the special assignment of the Center Director to
NASA Headquarters during 1988. Dr. Compton drew upon his distinguished scientific
background and his knowledge of Center programs to lead the Center without loss of
momentum. As Director of Engineering and Computer Science in 1983, Dr. Compton
improved service to the scientific and research groups at Ames through his manage-
ment of research facilities. Dr. Compton has brought his strong combination of
technical, organizational, and managerial skills to bear on numerous projects
with national and international scope, notably the Infrared Astronomical Satellite
Telescope System. Previously Chief of the Space Science Division, Dr. Compton
also served as Project Manager for the Infrared Astronomical Satellite Telescope
Systems, one of the most technically complex and difficult space projects ever
undertaken by NASA. Dr. Compton joined Ames in 1957 and worked as an Aeronautical
Engineer, Research Engineer, and Research Scientist until entering the managerial
ranks in the early 1970's. He has earned an excellent reputation as a highly
effective manager who can make the hard decisions and achieve results.
NASA
Kenneth S. Pedersen
Associate Administrator for External Relations
Mr. Pedersen is responsible for NASA's congressional, intergovernmental, inter-
national and industry relations and for the agency's educational activities
and relations with educational institutions. Mr. Pedersen has been in the position
of Deputy Associate Administrator for External Relations since September 1986.
During the previous 6 1/2 years, he was Director of NASA's International Affairs
Division, with responsibility for coordinating NASA interface with international
organizations and foreign governments. Prior to joining NASA, he was with the
Nuclear Regulatory Commission (NRC) for 4 years as assistant director and then
director of the Office of Policy Evaluation. Prior to joining the NRC, Mr. Pedersen
was a Senior policy analyst with the Atomic Energy Commission. He was a Fulbright
Fellow in Denmark from 1966 to 1967 and has authored numerous articles on European
politics and space subjects, in addition to co-editing a book on Western European
governments. Mr. Pedersen headed the U.S. government delegation to the U.N.
Committee on the Peaceful Uses of Outer Space on three occasions (1979 through
1981). He also was a member of the the U.S. delegation to the U.N. Unispace
Conference in August 1982. Mr. Pederson was selected in 1983 and 1988 for the
Presidential Meritorious Rank Award.
NASA
Richard H. Petersen
Director
Langley Research Center
Mr. Petersen is responsible for a budget of $500 million, a workforce of 2,900
civil servants and 1,800 support service contractors, and research facilities with
a replacement value exceeding $1.6 billion. He provides overall management and
direction for the Center's advanced research and technology programs in aeronau-
tics and space. These programs enhance the United States leadership by providing
crucial new capabilities for aerospace missions and vehicles 5 to 15 years in the
future. The research programs are broad and diverse. Under Mr. Petersen's
leadership, Langley Research Center has also played a key role in supporting the
Nation's atmospheric sciences program. Instruments developed at Langley routinely
measure ozone and clouds in the Earth's upper atmospheres from satellites and
aircraft. Langley satellites and instruments participated in a major U.S. and
international study of the Antarctic "ozone hole" in the fall of 1987, which
resulted in significant new understanding of the processes responsible for the
ozone hole. In addition, six Langley instruments in orbit are routinely measuring
the Earth's radiation budget and providing global data to an international science
team led by Langley personnel. This program has already demonstrated the crucial
role played by clouds in determining Earth's climate and shown that they have a
net cooling effect on the Earth--an important factor in studies of the "green-
house effect." In aeronautics, a current area of emphasis is hypersonic air-
craft where Langley has the lead within NASA for technology in support of the
National Aero-Space Plane Program.
Constance K. McLindon
national
Director
Science
Office of Information Systems
Foundation
Mrs. McLindon is responsible for a broad set of operational services and growth -
related initiatives designed to increase NSF staff productivity through the use of
advanced information systems. Since her appointment to NSF in 1980, she has led
the Foundation to the forefront in the use of innovative technology to improve
internal business practices, communicate with universities and enhance the dis-
semination of scientific and technological information. Throughout her 30 year
government career, she has held many positions in both research and operational
arenas of information processing technologies. At the Defense Advanced Research
Projects Agency she participated in the development of ARPANET research and develop-
ment efforts that enabled dissimilar systems to communicate, an early forerunner of
electronic mail. In the mid 1970's, she supported research in office automation
technology which significantly influenced the development of products that are now
available on the commercial market. In 1979, she received the Association of
Government Accountants Award for Outstanding Achievement in Financial Management
for development of an advanced, on-line, interactive financial management system,
used as a "showcase" system throughout the Department of Defense. In 1985, she
initiated a 3 year NSF research program, Experimental Research in Electronic
Submission, to explore the unresolved issues related to multi-media document
transmission and processing, using the electronic submission of proposals to NSF as
the vehicle for experimentation. She is the U.S. representative to Exchange of
Information on Research Projects, an international committee consisting of eight
member nations which is involved in the exchange of international scientific data.
National
William G. Laynor
Transportation
Deputy Director
Safety Board
Bureau of Technology
Mr. Laynor is responsible for implementing policy and programs leading to the
enhancement of safety in U.S. civil transportation through the investigation and
analysis of causes of transportation accidents. With a background in the fields of
aerodynamics, flight performance, aircraft systems and flight operations, Mr. Laynor
has been the Safety Board's technical spokesman in aviation safety issues such as
collision avoidance, severe weather hazards, aircraft airworthiness, cabin safety
and human factors. Before joining the Safety Board in 1970, Mr. Laynor was employed
for 10 years as an engineer and pilot with the Aerospace Division of the Martin
Marietta Corporation where he designed and tested aircraft and aerospace vehicle
flight control systems. Mr. Laynor attained his flight experience as an aviator in
the U.S. Navy having served 5 years on active duty and 18 years as a reserve officer.
He retired as a Captain in 1978.
NRC
William C. Parler
General Counsel
Mr. Parler has served the Nuclear Regulatory Commission (NRC) and its predecessor,
the Atomic Energy Commission with distinction for 30 years, playing a major role in
crafting the laws, regulations and regulatory decisions that have created public
policy for the safe use of nuclear technology. He served as Counsel to the Congres-
sional Joint Committee on Atomic Energy. He has contributed significantly to the
development of major legislation in the nuclear field. Under Mr. Parler's leader-
ship, the Office of the General Counsel consistently produces analyses of complicated
legal issues that reflect the highest standards of excellence. His innovative cost
saving approaches to major, resource intensive activities, successes in litigation,
as well as his success in preparing significant changes to NRC's rules, are examples
of his superior performance as General Counsel. Mr. Parler is a recognized expert
on the Atomic Energy Act of 1954, and an acknowledged authority in the field of nuclear
law and regulation.
James M. Taylor
NRC
Deputy Executive Director for
Nuclear Reactor Regulation
Regional Operations and Research
Mr. Taylor is a key decision maker in the implementation and enforcement of safety
measures. Since joining NRC in 1980, Mr. Taylor's primary concern has been to
ensure the safe operation of nuclear reactors and facilities. He shaped the NRC
Resident Inspector Program, which is recognized nationally and internationally as a
major contributor to reactor safety, and developed a team inspection approach that
was used as a model for the performance assessment program of the Institute of
Nuclear Power Operations. His emphasis on improved productivity and efficiency in
the inspection program contributed to a gain of about 90 staff years in productivity
or approximately $4.5 million in savings. In 1988, Mr. Taylor was appointed Co-
Chairman of the Joint Coordinating Committee for Civilian Nuclear Reactor Safety, a
cooperative venture between the United States and the Soviet Union to examine
safety issues of mutual interest. He chaired the first meeting in Moscow and
future meetings are scheduled for which he has lead responsibility for the U.S.
Government. Mr. Taylor has been the recipient of many awards, most notably the
1988 Meritorious Presidential Rank Award.
David K. Kleinberg
OMB
Deputy Associate Director
Health and Income Maintenance Division
Mr. Kleinberg is the senior career official advising the Director of OMB on the
management, budgeting, legislative, regulatory, and operational policies of the
Federal Government's health and income maintenance program. These programs are
comprised of one-third (in excess of $300 billion annually) of the Federal budget,
over 116,000 employees, and several hundred thousand State and local employees who
assist in administering the programs. He is directly responsible for programs
including social security and medicare for the aged, disabled and their families;
medicaid and supplemental security income for the needy, blind, aged, and disabled;
aid to families with dependent children; and food stamps. Mr. Kleinberg has served
in his current highly-demanding position for 7 years. Prior to this time, he
served for 6 years as the head of the OMB unit responsible for the budgeting of
Welfare and Federal retirement programs. He is well-known through the Federal
Government for his ability to propose innovative and cost-effective solutions to
complex and extremely difficult problems. His creative and continuing substantial
achievements are the basis for his nomination for this award. One of Mr. Kleinberg's
remarkable accomplishments has been his effective leadership in ensuring that
Presidential policies and objectives have been incorporated into the programs and
budgets for which is is responsible -- programs which are some of the most far-reach-
ing, significant, and complex in the Federal Government today. He has been at the
forefront in: (1) modernizing the Social Security Administration's computer systems
and significantly increasing this agency's productivity; (2) restoring fiscal
integrity to the social security trust funds; (3) ensuring the solvency of the
Medicare Hospital Insurance Trust Fund; (4) achieving reductions in the Federal
deficit; and (5) ensuring that recently enacted omnibus catastrophic health insur-
ance legislation provided for fiscally responsible funding.
Claudia Cooley
OPM
Associate Director for
Personnel Systems and Oversight
Ms. Cooley is responsible for a wide variety of programs, including the Govern-
ment's pay and position classification systems, performance management, employee
and labor relations, and oversight of agency personnel management. Ms. Cooley's
career with the Federal Government began in 1967 when she joined the Civil Service
Commission (CSC) as a Management Intern: Since that time, she has held both line
and staff positions spanning a broad range of program areas. In 1978-79, Ms.
Cooley played a key role in planning and setting up the new U.S. Office of
Personnel Management. In 1980, Ms. Cooley was elevated to the Senior Executive
Service with her appointment as an Assistant Director for Agency Relations. In
1981, she became Deputy Associate Director for Compensation with responsibility for
overseeing Federal civilian pay and benefits programs and administering the Civil
Service Retirement System. In addition to her regular responsibilities, Ms. Cooley
has undertaken a number of special assignments. She served as the agency's principal
management representative in negotiating a 3-year contract with the local union and
for 3 years she served as Chair of OPM's Performance Review Board. Also, in 1985
the General Assembly of the United Nations elected Ms. Cooley as a member of the
International Civil Service Commission -- the personnel policymaking body for the
U.N. and its specialized agencies. In 1987, Ms. Cooley was appointed to the Person-
nel Advisory Board for the Red Cross (D.C. Chapter). Ms. Cooley has received a
number of performance awards. In addition, she was honored with the OPM nomination
for the William A. Jump Memorial Award in 1974, the Director's Award for Distin-
guished Service in 1984, and a Meritorious Presidential Rank Award in 1986.
Curtis J. Smith
OPM
Associate Director for
Career Entry and Employment Development
Mr. Smith is OPM's senior official for the Government's program to recruit and hire
civil servants for all of its agencies. Mr. Smith has led a significant and success-
ful reform of the way the Government staffs its 2 million jobs. Broad new authori-
ties have been delegated to agency managers to hire people, to move them to new
positions, to set entry-level pay rates, to use cooperative education programs, and
to use such helpful private sector services as search firms and temporary help
agencies. He has simultaneously focused renewed energy and resources on rebuilding
the Government's recruiting operation and on increasing the speed and responsiveness
of OPM's operating services to agencies. Under his leadership, OPM has developed
an exciting new approach to hiring college graduates for administrative careers,
with the potential of resolving longstanding and difficult judicial and political
problems caused by the conflict between merit and equity in Federal hiring. In all
of this, he has led by clearly defining goals and then relying on the knowledge and
capability of the people in his organization to design and implement the specific
improvements.
SEC
Daniel L. Goelzer
General Counsel
Mr. Goelzer serves as the General Counsel of the Securities and Exchange Commission.
As a nationally recognized authority on the federal securities laws, he has skill-
fully employed the tools of a master tactician and brilliant mind, blending legis-
lation and litigation to achieve protections for investors in securities. He has
fulfilled his early promise -- a merit scholar in college, first in his class at law
school, and a clerk to a federal appellate judge. He joined the SEC's Office of
the General Counsel as a young lawyer in 1974. In recognition of his exceptional
work and accomplishments during his 15 years on the SEC staff, the last 6 as General
Counsel, Mr. Goelzer has received a number of awards, including the Philip A.
Loomis Award for outstanding legal scholarship and integrity, and the SEC's highest
honor, the Distinguished Service Award. Mr. Goelzer is, at the same time, a lawyer's
lawyer with an advanced degree in law, who writes for scholarly journals, teaches
law, and lectures widely in the U.S. and abroad, and a pragmatic government execu-
tive.
SEC
Elisse B. Walter
Deputy Director
Division of Corporation Finance
Ms. Walter oversees the periodic reporting, securities registration, tender offer
and proxy solicitation obligations of more than 11,000 publicly owned companies,
foreign and domestic, whose securities are traded in the United States. Ms. Walter
also has served as the Commission's Associate General Counsel primarily responsible
for counseling the SEC on all major legal and policy issues arising out of its
regulatory and enforcement actions and for defining and drafting the Commission's
legislative program. During Ms. Walter's tenure as Deputy Director, the securities
markets have been marked by dramatic changes in the environment and innovation in
financing techniques and securities. Guided by Ms. Walter's extraordinary legal
insight, tremendous creativity and understanding of corporate finance, the Division
has responded quickly and thoughtfully, accomodating innovation while assuring that
investors receive the information necessary to appreciate the risks and rewards of
the security offered. During 1988 alone, more than $400 billion securities have
been registered for sale to the public. Of this, more than $164 billion novel and
unique financial instruments have been sold. Under Ms. Walter's direction, the
Commission staff has developed the legal theories necessary to analyze these instru-
ments and fit them into the framework of the securities laws, thus permitting
companies to tailor their financings to meet their capital needs most efficiently.
Her exceptional contributions to the SEC and the protection of investors have
earned Ms. Walter the unique honor of being the only person in the Commission's
history to have been awarded both the Manuel F. Cohen Outstanding Younger Lawyer
Award and the Philip A. Loomis, Jr. Award.
Stephen N. Marica
SBA
Assistant Inspector General for Investigations
Mr. Marica has compiled a distinguished record of accomplishments. Beginning in
1972 with the successful completion of an investigation involving the improper
disclosure of tax information on the President of the United States, he has consis-
tently been assigned cases which have made headlines. Included are ones involving
U.S. Senators, Cabinet Members and IRS Commissioners, as well as investigations of
companies such as Wedtech and United Chem Con. These last two SO far have resulted
in the indictment of 29 individuals. In addition to conducting successful investi-
gations, Mr. Marica also established the first comprehensive system designed to
protect IRS employees from potentially dangerous taxpayers and he devised a program
to coordinate all aspects of IRS undercover operations. Since becoming the Assistant
Inspector General for Investigations with the Small Business Administration in
January 1986, the productivity figures of the Investigations Division have tripled
in both prosecutive actions and financial recoveries. His initiatives include the
development of a comprehensive in-house training program for investigators, creation
of an automated management information system, a major outreach program to other
law enforcement agencies, and a complete structural reorganization including the
opening of three new field offices. These efforts have resulted in over 100 prose-
cutions and financial recoveries exceeding $54 million. Considering the limited
resources of the Investigations Division, these are extraordinary achievements.
Alan J. Kreczko
State
Deputy Legal Advisor
Mr. Kreczko joined the Department of State's Legal Office in 1976; in 1988, he
became Deputy Legal Adviser. During his career, he has made substantial contri-
butions to U.S. foreign policy in such diverse areas as Afghanistan, nuclear
non-proliferation, internationl environmental issues, Soviet imigration practices,
foreign policy, visa denial policy, and the Iran-Iraq war. He has, moreover,
throughout his career, played a unique role in the formulation and execution of
U.S. policy toward the Arab-Israeli conflict. In 1987 and 1988, he accompanied
Secretary Shultz on four missions to the Middle East. He drafted the peace
initiative which the Secretary presented to regional leaders and was responsible
for explaining and defending it to senior Middle East officials. In 1986, he was
given daily responsibility for mediating a range of bilateral issues between
Egypt and Israel. His success, requiring numerous shuttles between the two
countries, led to an historic summit between President Mubarak and Prime Minister
Peres, a personal commendation by the Prime Minister of Israel, and a Distinguished
Honor Award from the Secretary of State. He was a leading participant in all of
the Arab-Israeli negotiations of the past 10 years, including those concerning
Camp David autonomy, the creation of the Sinai peacekeeping force, and Israel's
withdrawal from Lebanon. Mr. Kreczko's experiences have demonstrated his abilities
as a senior legal adviser and negotiator on major foreign policy issues. He is
highly regarded within the Department and the U.S. Government generally, by
private practitioners and by foreign leaders, for his legal expertise and political
insights.
State
Joseph H. Linneman
Associate Comptroller for Budget and Planning
Mr. Linneman is currently a consultant with the Department of State specializing
in financial management issues. Previously he was the Associate Comptroller for
Budget and Planning, a position equivalent to Deputy Assistant Secretary in the
Department of State. His office was responsible for the Department's worldwide
resource acquisition, planning and execution activities. Prior to that, Mr.
Linnemann was the Associate comptroller for Financial Management responsible for
the development, implementation and approval of accounting and financial management
systems throughout the Department. He also served as Deputy Assistant Secretary
for International Narcotics Matters. Mr. Linnemann has held various other positions
in the Office of Management and Budget and the Office of Drug Abuse Policy in the
Executive Office of the President, the U.S. Postal Service, and participated in the
President's Executive Interchange Program.
Patrick M. Norton
State
Assistant Legal Advisor for
Near Eastern and South Asian Affairs
Office of the Legal Advisor
Mr. Norton has had a distinguished career at the State Department, providing legal
advice on many of the most critical foreign policy issues of the last decade. In
the late 1970's, Mr. Norton performed much of the seminal legal work preparing for
normalization of relations with China. As counsel to the Senate Intelligence
Committee, he played a central role in efforts to reform and reorganize the U.S.
intelligence community. Back at State, Mr. Norton was placed in charge of more
than 100 arbitrations between the U.S. and Iranian governments, many involving
claims of billions of dollars. He later represented the United States in its
dispute with Nicaragua before the International Court of Justice. Mr. Norton
served as Assistant Legal Adviser for East Asian and Pacific Affairs for more
than 4 years, where, most notably, he dealt with the complex legal problems
arising from the February 1986 revolution in the Philippines and the Soviet
downing of KAL-007. Most recently, Mr. Norton has been Assistant Legal Adviser
for Near Eastern and South Asian Affairs and has been involved in settling the
long-standing boundary dispute between Israel and Egypt at Taba, many aspects
of the Iran-Iraq War, and the Geneva Accords on Afghanistan. Since his admission
to the Senior Executive Service in 1983, Mr. Norton has been consistently ranked
among the top executives at State. He was awarded the Meritorious Presidential
Rank Award in 1988,
James H. Thessin
Assistant Legal Adviser for Management
State
Mr. Thessin is currently the Assistant Legal Adviser for Management, Office of
Legal Adviser, Department of State. His legal advice influences how the Department
spends its two billion dollar budget, manages its 25,000 employees, carries out its
procurement and foreign construction programs, and preserves its reputation for
integrity in government. Previously he was the Assistant Legal Adviser for Human
Rights and Refugee Affairs and the Department's legislative attorney for foreign
assistance programs. Mr. Thessin has held various other positions in the Federal
Government, including with the Federal Trade Commission and the Nuclear Regulatory
Commission and on the staff of the Senate Foreign Relations Committee.
Edwin S. Harris, Jr.
Associate Administrator for Airway Facilities
Transportation
Federal Aviation Administration
Mr. Harris' service with the Federal Aviation Administration (FAA) has spanned 24
years of major contributions to aviation safety in both administrative and line
management positions. He was a principal designer of the FAA's innovative manage-
ment training programs which have provided thousands of technical employees with the
preparation needed to move into management positions. From this auspicious early
start, he has continually demonstrated his extraordinary management skills in roles
as diverse as Manager of a centralized data services division; Superintendent of
the technical training program at the FAA Academy; Deputy Director of one and
Director of another key FAA region. Most recently, in 1987 he was selected as the
first non-engineer to head the multi-year $15.8 billion National Airspace System
Plan, the largest non-defense capital investment project in the history of this
country. Under Mr. Harris' leadership, this ambitious effort has moved forward
successfully, and through such projects as the new Host Computer System which was
installed at all Air Route Traffic Control Centers on schedule, will continue to
ensure the safe, expeditious handling of air traffic well into the 21st century.
Rosalind A. Knapp
Deputy General Counsel
Transportation
Office of the Secretary
Mr. Knapp has been an attorney at the Department of Transportation for the past 16
years. As Deputy General Counsel since 1981, she is the Department's senior career
legal officer. In that capacity, Ms. Knapp was instrumental in the development and
passage of legislation to deregulate the intercity bus and maritime industries,
actively directed the review and revision of the Department's regulations to reduce
unnecessary burdens of Federal regulations; played a lead role in alleviating the
serious problem of air travel delays; led the Department's investigation of the
continuing fitness of Eastern Airlines; is responsible for enforcing aviation
consumer protection regulations; and serves as the Department's Ethics Officer.
Earlier accomplishments include development of regulations to foster greater
integration of Federal highway and transit funding at the State and local government
level, and drafting and helping secure passage of significant highway and transit
legislation. Ms. Knapp began her Federal service at the Department of Housing
and Urban Development, where she was involved in the initial development of the
Federal fair housing program.
Leland F. Page
Transportation
Director, Automation Service
Federal Aviation Administration
Mr. Page's service with the Federal Government spans 22 1/2 years of service as a
Mathematician, Engineer, Research Leader, and a variety of supervisory/managerial
positions. His contributions through personal dedication, leadership, and integrity
have added greatly to the safety and efficiency of the Air Traffic Control system
and have gained him the highest respect throughout his career. Mr. Page was
instrumental in the award of the $432 million IBM Host Computer contract, a highly
complex air traffic control program which will enable the movement of a greater
volume of air traffic than ever before. He had a major role in the awarding of
the Advanced Automation System contract - the largest non-Department of Defense
procurement in the government. Mr. Page's continual high level of personal commit-
ment and dedication to the Federal Aviation Administration and the aviation industry
as a whole have resulted in increased air safety and efficiency.
Martin French
Treasury
Assistant Commissioner
Mr. French entered Government service with the Bureau of Public Debt in October
1973. His first assignment was to consolidate the Bureau's field office operations,
which was successfully accomplished a year later with the transfer of all savings
bond activities to a new facility in Parkersburg, West Virginia. The consolidation
and continued streamlining of operations has produced major savings in personnel
and operating costs while, at the same time, substantially improving the delivery
of services to bond owners. Through his leadership and application of new techno-
logies, staffing requirements were reduced by more than 20 percent. Fundamental
changes in the nature of the bonds, as well as in the ways they are issued, redeemed
and serviced, have produced significant improvements in the cost-effectiveness of
the Savings Bond Program.
Peter K. Scott
Deputy Chief Counsel
Internal Revenue Service
Treasury
Mr. Scott has demonstrated an overriding concern for the efficient and professional
operation of the legal service function, and for the needs of the public it serves.
He has initiated and promoted modern automated systems to track work and save
costs, and reorganized and streamlined many functions to eliminate layers of manage-
ment and duplication of effort. In every assignment, he has fostered through
personal example a spirit of quality, efficiency, and cost management. His innova-
tive management approaches to a $22 billion inventory of tax litigation cases
substantially increased case closings and sharply reduced inventory, while accelera-
ting the dollars returned to the Treasury from $2 billion in fiscal year 1986 to
well over $3 billion in fiscal year 1987 and 1988. Under his leadership, the
Internal Revenue Service has greatly expanded its role in evaluating proposed
legislation, and providing its views to Congress. Recognizing the extreme
importance of timely and effective guidance to the public on new legislative
provisions, Mr. Scott developed innovative programs to provide it. He pioneered
the use of a team approach to each provision of the legislation that ultimately
became the landmark 1986 Tax Reform Act, and then created an unprecedented reliance
on informal means of guidance to get the word out quickly. This approach received
wide acclaim within the professional tax community. Throughout his career, Mr. Scott
has emphasized cooperation with outside organizations, and the need to deal fairly
and professionally with taxpayers and practitioners alike. He is a consummate
manager who is also a superb lawyer, a combination that has made him one of the
most respected professionals in his field.
Jose R. Coronado
Director
Ueterans
Audie L. Murphy Memorial Veterans Hospital
Affairs
San Antonio, Texas
Mr. Coronado was named Director of the Audie L. Murphy Memorial Veterans Hospital
in July 1975. Today, he is nationally recognized in the Department of Veterans
Affairs as an outstanding administrator and leader, consistent with the highest
standards of healthcare delivery. As chief executive officer of a complex 674-bed
tertiary care facility, Mr. Coronado leads a staff of 2,100 healthcare professionals
with an annual budget of over $103 million. The hospital is one of the major
teaching hospitals of the University of Texas Health Science Center at San Antonio
effectively meeting the healthcare needs of 300,000 veterans in south and central
Texas through a system of three outpatient clinics, two community based clinics and
five counseling centers. Under Mr. Coronado's leadership, the Audie L. Murphy
Memorial Veterans Hospital is the single VA facility to be selected as a site for a
clinical research center by the National Institute of Health and nationally one of
six hospitals selected by the National Cancer Institutes for initial study of
Interleukin-2. Equally important are the complex sharing agreements with community
and Department of Defense healthcare providers which have resulted in increased
availability of highly sophisticated medical services throughout the San Antonio
community and produced a cost savings to the government of approximately $2 million
annually. In a career spanning 27 years, Mr. Coronado's long-term commitment and
leadership in patient care, education, research and healthcare management attest to
his superior achievement and influence beyond the San Antonio community.
John V. Sheehan
Medical Center Director
Veterans
Houston, Texas
Affairs
Mr. Sheehan has exemplified in his 47 year career the qualities of a leader. His
unique executive abilities have always been channeled to an improved level of care
for American veterans. Mr. Sheehan's history of leadership at Veterans Affairs
hospitals, which include the New York, Boston and Houston facilities, has given him
the knowledge to meet the needs of America's veterans. In meeting veterans' future
needs, Mr. Sheehan is currently directing the construction of the largest replacement
hospital Veterans Affairs has ever built. Under his management, the original $400
million estimate has been lowered by 40 percent. The new $225 million Houston faci-
lity will vastly improve service provided to the more than 480,000 veterans currently
served. Mr. Sheehan has personally trained many young administrators for executive
leadership positions within and outside the Veterans Affairs system. Many VA staff
development programs for women and minorities were initiated by him. In addition
to numerous awards from veterans' service organizations, Mr. Sheehan has received
the Meritorious Presidential Rank Award.
DISTINGUISHED WINNERS
DISTINGUISHED NOMINEES
AGENCY FOR INTERNATIONAL DEVELOPMENT
Kelly C. Kammerer
John E. Mullen
DEPARTMENT OF COMMERCE
James H. Burrows
Joseph O. Fletcher
COMMODITY FUTURES TRADING COMMISSION
Dennis A. Klejna
OFFICE OF THE SECRETARY OF DEFENSE
Ralph W. Alewine, III
Michael Leonard
Derek J. Vander Schaaf
DEPARTMENT OF THE AIR FORCE
Ira L. Kemp
DEPARTMENT OF THE ARMY
Leonard J. Mabius
DEPARTMENT OF THE NAVY
Irving N. Blickstein
Earle L. Messere
Fred E. Saalfeld
Allan R. Somoroff
Harvey J. Wilcox
DEFENSE AGENCIES
John M. Bachkosky
William V. Gordon
Benham E. Morriss
DEPARTMENT OF EDUCATION
Mary Jean Le Tendre
DEPARTMENT OF ENERGY
Nick Aquilina
ENVIRONMENTAL PROTECTION AGENCY
Basil G. Constantelos
Willis E. Greenstreet
Stanley L. Laskowski
FEDERAL EMERGENCY MANAGEMENT AGENCY
Dave McLoughlin
FEDERAL ENERGY REGULATORY COMMISSION
Raymond A. Beirne
DEPARTMENT OF HEALTH AND HUMAN SERVICES
Herbert R. Doggette, Jr.
Walter R. Dowdle
Vince L. Hutchins
John H. Kelso
Ruth A. Pierce
Robert A. Streimer
Robert L. Trachtenberg
DEPARTMENT OF THE INTERIOR
William D. Bettenberg
Roland G. Robison
DEPARTMENT OF JUSTICE
Michael F. Hertz
Wade B. Houk
Judy L. Whalley
NATIONAL AERONAUTICS AND SPACE ADMINISTRATION
Thomas Campbell
Dale L. Compton
Kenneth S. Pedersen
Richard H. Petersen
NATIONAL SCIENCE FOUNDATION
Constance K. McLindon
William G. Laynor
NUCLEAR REGULATORY COMMISSION
William C. Parler
James M. Taylor
OFFICE OF MANAGEMENT AND BUDGET
David K. Kleinberg
OFFICE OF PERSONNEL MANAGEMENT
Claudia Cooley
Curtis J. Smith
SECURITIES AND EXCHANGE COMMISSION
Daniel L. Goelzer
Elisse B. Walter
SMALL BUSINESS ADMINISTRATION
Stephen N. Marica
DEPARTMENT OF STATE
Alan J. Kreczko
Joseph H. Linnemann
Patrick M. Norton
James H. Thessin
DEPARTMENT OF TRANSPORTATION
Edwin S. Harris, Jr.
Rosalind A. Knapp
Leland P. Page
DEPARTMENT OF THE TREASURY
Martin French
Peter K. Scott
UNITED STATES TRADE REPRESENTATIVE
Peter O. Murphy
DEPARTMENT OF VETERANS AFFAIRS
Jose R. Coronado
John V. Sheehan
TOTAL OF DISTINGUISHED AND MERITORIOUS RANK AWARD WINNERS
Distinguished
Meritorious
1. Agency for International Development
2
0
2. Department of Agriculture
0
18
3. Department of Commerce
2
5
4. Commodity Futures Trading Commission
1
0
5a. Office of the Secretary of Defense
3
21
5b. Department of the Air Force
1
8
5c. Department of the Army
1
13
5d. Department of the Navy
5
25
5e. Defense Agencies
3
5
5f. Department of Defense Inspector General
0
1
6. Department of Education
1
2
7. Department of Energy
1
11
8. Environmental Protection Agency
3
12
9. Federal Emergency Management Agency
1
3
10. Federal Energy Regulatory Commission
1
0
11. Federal Home Loan Bank Board
0
1
12. Federal Maritime Commission
0
1
13. General Services Administration
0
5
14. Department of Health and Human Services
7
22
15. Department of Housing and Urban Dev.
0
10
16. Department of Interior
2
9
17. Department of Justice
3
4
18. Department of Labor
0
2
19. Merit Systems Protection Board
0
1
20. National Aeronautics Space Administration
4
29
Distinguished
Meritorious
21. National Credit Union Administration
0
2
22. National Endowment for the Arts
0
1
23. National Labor Relations Board
0
2
24. National Science Foundation
1
3
25. National Transportation Safety Board
1
0
26. Nuclear Regulatory Commission
2
9
27. Executive Office of the President
1
4
28. Office of Personnel Management
2
1
29. Securities and Exchange Commission
2
2
30. Small Business Administration
1
1
31. Department of State
4
6
32. Department of Transportation
3
10
33. Department of the Treasury
2
22
35. United States Information Agency
0
2
34. United States Trade Representative
1
0
36. Veterans Administration
2
13
TOTAL
63
286
MERITORIOUS WINNERS
MERITORIOUS WINNERS
DEPARTMENT OF AGRICULTURE
Thomas J. Clark
James R. Donald
Frederick A. Dorrell
Wilson S. Horne
Waldemar Klassen
Leonard Jurd
Joseph J. Leo
Harold T. McLean
Marvin A. Norcross
Donald J. Novotny
John L. Okay
Herbert L. Rothbart
Leon Snead
Clarence P. Squellati
Scott Steele
Patricia F. Stolfa
Everett L. Towle
Thomas A. VonGarlem
DEPARTMENT OF COMMERCE
Syukuro Manabe
Douglas H. Sargeant
Maureen R. Smith
Marilyn G. Wagner
Charles A. Waite
OFFICE OF THE SECRETARY OF DEFENSE
Leonard G. Campbell
Francis M. Cevasco, Jr.
Raymond S. Colladay
Ronald A. Davidson
Lawrence P. Dube
Sally K. Horn
Charles J. Infosino
Donovan K. Leyden
H. Diehl McKalip
George P. Millburn
Franklin C. Miller
Lee P. Minichiello
Robert A. Moore
Herbert C. Puscheck
Thomas P. Quinn
Jordan E. Rizer
Mark B. Schneider
OFFICE OF THE SECRETARY OF DEFENSE continued
George R. Schneiter
Eleanor R. Spector
Dennis H. Trosch
John T. Tyler, Jr.
DEPARTMENT OF THE AIR FORCE
Alan P. Babbitt
Leroy T. Baseman
Charles Bates, Jr.
David Finkleman
Robert J. McCormick
Daniel S. Rak
George K. Richey
Allan C. Schell
DEPARTMENT OF THE ARMY
Richard C. Armstrong
William O. Davies
Arthur D. Denys
Neil R. Ginnetti
Thomas A. Grant
Henry B. Jones
Victor Lindner
Harold L. Mabrey
Daniel M. McEneany
Arend H. Reid
Louis R. Shaffer
John F. Wallace
Ernest A. Young
DEPARTMENT OF THE NAVY
V. Stephen Carberry
Homer W. Carhart
Thomas W. Castaldi
Joseph R. Cipriano
Anthony R. DiTrapani
William R. Ellis
Albert J. Faulstich
Frank B. Ford
Clifford G. Geiger
John J. Guenther
Barry W. Hannah
J. Welch Hardman
Matthew G. Henry
Bobby R. Junker
Edward T. Kinney
Ronald K. Kiss
Philip A. Muto
Harvey J. Nathan
William B. Porter
DEPARTMENT OF THE NAVY continued
Bruce B. Robinson
William J. Schaefer
Puul A. Schneider
Edward B. Tunstall
Robert G. Urban
Paul R. Wessel
DEFENSE AGENCIES
William J. Cassell
Curtis L. Dierdorff
Don A. Linger
David T. Signori, Jr.
Glenwood M. Stevener
DEPARTMENT OF DEFENSE INSPECTOR GENERAL
James H. Curry
DEPARTMENT OF EDUCATION
Andrew J. Pepin
Thomas P. Skelly
DEPARTMENT OF ENERGY
William H. Clagett, IV
Souren Hanessian
Lynwood H. Henderson
Antionette G. Joseph
Milton C. Lorenz
Jill E. Lytle
Ignacio Resendez
David B. Nelson
James A. Stout
Charles R. Tierney
Robert W. Wood
ENVIRONMENTAL PROTECTION AGENCY
John C. Chamberlin
Tudor T. Davies
Kenneth F. Dawsey
Lee A. DeHihns, III
Bruce M. Diamond
Timothy Fields, Jr.
Charles E. Findley
Victor J. Kimm
William J. Muszynski
ENVIRONMENTAL PROTECTION AGENCY continued
Michael H. Shapiro
Susan H. Wayland
Richard D. Wilson
FEDERAL EMERGENCY MANAGEMENT AGENCY
Bruce J. Campbell
George H. Orrell
Frank H. Thomas
FEDERAL HOME LOAN BANK BOARD
Jordan Luke
FEDERAL MARITIME COMMISSION
Edward P. Walsh
GENERAL SERVICES ADMINISTRATION
Ross A. Biatek
Bond R. Faulwell
Sally K. Marshall
Arlene D. Schley
James G. Whitlock
DEPARTMENT OF HEALTH AND HUMAN SERVICES
Richard H. Adamson
Arthur J. Beebe, Jr.
Joyce T. Berry
Katherine L. Bick
Charles R. Booth
Gerald H. Britten
Ronald G. Chesemore
John W. Daly
Renato A. DiPentima
Jonas H. Ellenberg
Dennis J. Fischer
Thomas D. Hatch
George R. Holland
Gerald H. Ivey
Seymour Kaufman
Thomas M. King
James D. Lawrence
DEPARTMENT OF HEALTH AND HUMAN SERVICES continued
Michael F. Mangano
Jay Moskowitz
Thomas E. Reddin
Paul M. Schwab
Boris Tabakoff
DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT
Richard H. Broun
David M. Cohen
John J. Connors
Lawrence Goldberger
Robert P. Kalish
Jill Khadduri
Justin L. Logsdon
Stephen A. Martin
Edward J. Murphy, Jr.
Laurence D. Pearl
DEPARTMENT OF THE INTERIOR
Clifford I. Barrett
Ruth G. Van Cleve
Thomas M. Gernhofer
Robert J. Lamb
Billy E. Martin
Benjamin A. Morgan, III
Roy R. Mullen
Merle E. Southern
Dean E. Stepanek
DEPARTMENT OF JUSTICE
Linda K. Davis
Gerald E. McDowell
Richard E. Norton
Michael L. Paup
Howard Safir
DEPARTMENT OF LABOR
Bill A. Belt
Gary B. Reed
MERIT SYSTEMS PROTECTION BOARD
R. J. Payne
NATIONAL AERONAUTICS AND SPACE ADMINISTRATION
George W. Abbey
Frank Allario
C. Donald Bean
Gene P. Bridwell
Robert W. Brown
Nathaniel B. Cohen
Benita A. Cooper
Jeremiah F. Creedon
Max Engert
Eugene Ferrick
Charles S. Harlan
Tommy W. Holloway
W. Ray Hook
Joseph A. Lombardo
Henry Lum, Jr.
Frank B. McDonald
Billie J. McGarvey
James T. Rose
Lawrence J. Ross
George T. Sasseen
Robert J. Schwinghamer
Gerald W. Smith
Susan M. Smith
Kenneth J. Szalai
Gary L. Tesch
Ronald L. Thomas
Thomas E. Utsman
Samuel L. Venneri
Walter C. Williams
NATIONAL CREDIT UNION ADMINISTRATION
H. Allen Carver
D. Michael Riley
NATIONAL ENDOWMENT FOR THE ARTS
Peter J. Basso, Jr.
NATIONAL LABOR RELATIONS BOARD
Harold J. Datz
Gerald Kobell
NATIONAL SCIENCE FOUNDATION
Donald Senich
Judith S. Sunley
Margaret L. Windus
NUCLEAR REGULATORY COMMISSION
Paul E. Bird
Robert E. Browning
Robert F. Burnett
Frank J. Congel
Francis P. Gillespie
William F. Kane
Malcolm R. Knapp
Ashok C. Thadani
Steven A. Varga
OFFICE OF MANAGEMENT AND BUDGET
Cora P. Beebe
David M. Gibbons
Daniel H. Taft
Barry White
OFFICE OF PERSONNEL MANAGEMENT
Frank D. Titus
SECURITIES AND EXCHANGE COMMISSION
James A. Clarkson, III
Robert H. Davenport
SMALL BUSINESS ADMINISTRATION
Robert J. Moffitt
DEPARTMENT OF STATE
John P. Boright
David A. Colson
Luigi R. Einaudi
Edward M. Ifft
Mary E. McLeod
Ralph N. Wheeler, Jr.
DEPARTMENT OF TRANSPORTATION
Melissa J. Allen
DEPARTMENT OF TRANSPORTATION continued
Melvin Craig Beard
John P. Eicher
William H. FitzGerald, Jr.
Earnest Hawkins
Marshall Jacks, Jr.
Ernest M. Keeling
Leon N. Larson
Joyce D. Shelton
Donald P. Watson
DEPARTMENT OF THE TREASURY
James E. Ammerman
Samuel H. Banks
William E. Barreda
Daniel N. Capozzoli
Don A. Edwards
J. Robert Grimes
George D. Heavey
John O. Hummel
Robert A. LeBaube
David C. Lee
Everett Loury
Leon Moore
Barry S. Newman
Henry H. Philcox
James C. Piatt
H. Terrence Samway
Michael T. Schmitz
Raymond A. Shaddick
James W. Shaver
Agatha L. Vorsanger
John G. Wilkins
Karen J. Wilson
UNITED STATES INFORMATION AGENCY
Walter J. La Fleur
Michael D. Schneider
DEPARTMENT OF VETERANS AFFAIRS
Donald E. Burnette
Robert W. Carey
Sidney M. Ford
Kenneth T. Furukawa
DEPARTMENT OF VETERANS AFFAIRS continued
Barbara L. Gallagher
Alan G. Harper
Gerald K. Hinch
James P. Kane
Kenneth E. McDonald
Kenneth L. Mulholland
Bill B. Pearson
James H. Stephens
Dean R. Stordahl
X X X
The
Senior
Executive
Service
February 1988
U.S. Office of Personnel Management
Office of Executive Personnel
SES 88-01
February 1988
"Our goal of achieving an efficient, effective Government depends in no small
way on the persistence, energy, and selfless spirit of Federal employees.
The Senior Executive Service represents the best of our civil service. Their
commitment to excellence in service sets a standard of accomplishment
for all civil servants to strive to match."
President Ronald Reagan
December 12, 1985
The individuals pictured in this publication are senior executives who have been
recognized by the President for their outstanding contributions to the public service.
United States
Office of
Personnel Management
Washington. D.C. 20415
Members of the Senior Executive Service provide the key link between the
President and his top-level political appointees and the 2.1 million
career Federal employees. Keeping this link strong requires dedicated,
capable senior executives, responsive to the President's mandate and
accountable for the execution of government programs.
The Senior Executive Service has been designed to serve as the unique
personnel system supporting the work of these executives. It provides for
a uniform, government-wide system for developing, selecting, rewarding,
and managing an effective team of high-level managers.
As we work to strengthen the SES, we simultaneously improve the
functioning of our federal government and of our highly successful
democracy.
Constance Home
Constance Horner
Director
i
Introduction
One of the most significant innovations of
The objectives of the SES system are:
the Civil Service Reform Act of 1978 was
to provide greater authority to agencies
the creation of the Senior Executive Serv-
in managing their executive resources;
ice (SES). A new, completely separate per-
sonnel system for senior executives was
to attract and retain highly competent
established in July 1979.
executives, and to assign them where
they will be most effective in accom-
SES members serve below the President's
plishing the agency's mission and where
top appointed officials, such as heads of
best use will be made of their talents;
departments and agencies, who are at Ex-
to provide for the systematic develop-
ecutive Levels I through V. As such, they
ment of managers and executives;
play a critical role in the democratic proc-
to hold executives accountable for in-
ess, translating the mandate of the nation-
dividual and organizational perform-
al electorate into the development and
ance;
execution of government programs, poli-
cies and actions.
to reward the outstanding performers
and remove the poor performers; and
The SES covers primarily managerial and
to provide for an executive merit system
supervisory positions equivalent to GS-16
free of prohibited personnel practices
through Executive Level IV. It is a grade-
and arbitrary actions.
less system in which salary and career sta-
tus are personal, not dependent on the
This publication provides a general
position.
description of the Senior Executive Serv-
ice, what it is, and how it works. It has
been designed to answer most common-
ly asked questions about the SES. Provi-
sions described in the following pages
may vary in specific situations, and are
subject to change by new laws or regu-
lations.
ii
Contents
Chapter 1
SES Structure
1
Chapter 2
Positions and Appointments
2
Chapter 3
Appointment to the SES
3
Chapter 4
Assignment Within the SES
5
Chapter 5
Compensation, Benefits, and Awards
6
Chapter 6
Career Development and Advancement
8
Chapter 7
Performance Appraisal
10
Chapter 8
Removal
11
Chapter 9
Protections Against Arbitrary Actions
13
Chapter 10
Overview
14
Table 1: SES Coverage: Personnel Requirements,
Benefits and Incentives by Type of
Appointment
14
Table 2: Conditions of Employment for Career
SES Executives
15
iii
The Senior Executive Service
SES Structure
CHAPTER 1:
SES Structure
Coverage
Personnel Management (OPM). After con-
The Senior Executive Service (SES) is the
sultations with the Office of Management
personnel system that covers most of the
and Budget, OPM allots a specific num-
top managerial, supervisory, and policy
ber of SES position spaces to an agency
positions in the Federal government. The
based on such factors as agency mission,
only positions above the SES are those in
program needs, and budget. OPM may
the Executive Schedule-noncareer posi-
adjust the allocation upward or down-
tions that make up the highest level of
ward during the two-year period, but the
Presidential appointments. SES positions
total number of positions Government-
must be equivalent to at least a GS-16.
wide may not exceed 105% of the num-
ber initially authorized.
Positions excluded from the SES include
those in the Foreign Service, the FBI,
Agency Authority
government corporations, and certain in-
telligence agencies; certain positions in
Once an agency has its SES allocation, it
the Veterans Administration; Administra-
may establish SES positions without fur-
tive Law Judges; and positions requiring
ther approval as long as it stays within the
Senate confirmation.
allocation and the positions meet the SES
functional and grade level criteria. The
Government-wide Limitations
agency may abolish unneeded SES posi-
tions and use the spaces to meet greater
There is a limit in law of 10,777 SES and
needs elsewhere within the agency.
supergrade (GS-16 through GS-18) posi-
tions combined, and a separate limit of
517 high-level non-managerial scientific
and professional positions engaged in re-
search and development.
Allocations to Agencies
Each agency reviews its executive person-
nel needs every two years and requests an
SES position allocation from the Office of
Pete Wilhelm (1987 Meritorious Executive)
has designed, tested and worked with
spacecraft for almost thirty years. Today
he directs the Naval Center for
Space Technology at the Naval Research
Laboratory in Washington, D.C.
1
Positions and Appointments
The Senior Executive Service
CHAPTER 2:
Positions and Appointments
Position Types
noncareer appointing authority by OPM.
The SES contains two types of positions-
Agencies approve both the technical and
Career Reserved and General.
managerial qualifications of appointees.
Career Reserved positions are those posi-
The number of noncareer appointments
tions that must be filled by career appoin-
Governmentwide may not exceed 10% of
tees in order to ensure the public's
the total number of SES positions allocat-
confidence in the impartiality of the
ed by OPM. Proportions of noncareer ap-
Government. Tax, law enforcement, and
pointees may vary from agency to agency
within the Government-wide 10% limit;
contract administration positions are typi-
cal examples. Agencies designate those
but, with a few statutory exceptions, non-
positions which are Career Reserved in
career appointees may not exceed 25% of
accordance with criteria established by
an agency's SES position allocation.
OPM. There must be a minimum of 3,571
Noncareer appointments may be made
career reserved positions Government-
only to SES General positions.
wide.
Noncareer appointees have no tenure in
All other positions are General. They may
their positions or in the SES. They serve
be filled by any of the four types of ap-
at the pleasure of the agency head.
pointment described here.
Limited Appointments
SES Appointments
Limited appointing authorities are used
There are four types of appointments to
when an agency must make appointments
the SES: career, noncareer, limited emer-
more rapidly than would be possible
gency, and limited term.
under competitive procedures. Limited
Emergency appointments may be used to
Career Appointments
meet an urgent need. Limited Term ap-
Initial career apopointments to the SES
pointments may be used when the posi-
are made competitively. After agencies es-
tion is not a continuing one, such as for
tablish position qualification require-
a special project or study. In special cir-
ments, they are required to advertise
cumstances, OPM may allocate limited
positions at least Governmentwide. Appli-
appointment authorities to an agency for
cants are then rated and ranked by the
special purposes such as to facilitate ex-
agency. The agency approves the techni-
ecutive development.
cal qualifications of the selectee. The
OPM must approve the use of these
managerial qualifications are approved by
authorities, and they may not total more
a Qualifications Review Board (QRB) con-
than 5% of the SES Governmentwide.
vened by OPM. (See Chapter 3 for a full-
er discussion of appointment procedures.)
Limited appointments are made noncom-
petitively. Agencies approve both the tech-
Career appointees may be assigned to ei-
nical and managerial qualifications of
ther Career Reserved or General positions.
appointees.
Tenure rights and conditions governing
reassignment, performance appraisal,
Limited Emergency appointments cannot
compensation, and benefits are identical
last longer than 18 months; Limited Term
for all career appointees, whether their
appointments cannot last longer than 36
position is General or Career Reserved.
months. Limited appointees serve at the
pleasure of the agency head.
Noncareer Appointments
Limited Emergency and Limited Term ap-
Noncareer appointees generally are
pointments may be made only to SES
responsible for formulating, advocating,
General positions.
and directing Administration policies.
Agencies may make noncareer SES ap-
pointments only after prior approval of a
2
The Senior Executive Service
Appointment to the SES
CHAPTER 3:
Appointment to the SES
Agency Merit Staffing
Applications
Each agency has an SES merit staffing
OPM does not accept applications for SES
system based on the requirements of law
vacancies. Candidates, including current
and OPM instructions. Executive Re-
Federal employees, must apply directly to
sources Boards, composed of high-level
the agency with the vacancy. The agency
agency officials, are responsible for the de-
rates and ranks the applicants and makes
sign and implementation of the system.
its selection from among the qualified can-
didates.
One of the requirements of the merit staff-
ing system is that open competition be
The agency is responsible for determin-
held before initial career appointment to
ing that its selectee meets the technical
the SES. Each agency establishes the
qualifications for the position being filled.
qualifications requirements necessary for
its SES positions. The agency also deter-
Qualifications Review Board
mines whether to consider only qualified
Process
Federal employees or also qualified per-
Before an initial career appointment to the
sons from outside the Government, based
SES can be made, the managerial qualifi-
on the nature of the positions being filled
cations of the candidate must be certified
and the anticipated difficulty of locating
by a Qualifications Review Board, estab-
qualified candidates.
lished by OPM. The Board is normally
composed of three SES members from
Vacancy Announcements
three different agencies. More than half
Agencies must advertise SES vacancies at
of the Board members must be career SES
least throughout the Federal government.
employees. Certification will usually take
They may also, when appropriate, send
place at the time of appointment or at the
vacancy announcements to nongovern-
completion of a candidate development
ment sources (e.g., universities, research
program. Only agencies may submit re-
firms, and State and local governments).
quests for certification; individuals may
not nominate themselves.
OPM prepares a consolidated SES Vacan-
The Board will make its decision based on
cy Announcement list biweekly. The list
one of the following factors:
is distributed to all Federal agencies and
to OPM Regional Offices, Area Offices,
a. Demonstrated executive experience;
and Job Information Centers. Information
b. Successful participation in an SES can-
about SES vacancies is also available at
didate development program approved
U.S. Employment Service offices.
by OPM; or
OPM's list provides a brief explanation of
C. Special or unique qualities which indi-
cate a likelihood of executive success.
the duties of each position. Interested can-
didates should contact the agency posting
The Board reviews a candidate's execu-
the vacancy to obtain additional informa-
tive experience under factor "a" by evalu-
tion about required qualifications and ap-
ating the executive's competence, or pre-
plication procedures. Frequently, job an-
dictability of competence, to assume
nouncements remain open for only 14
leadership responsibilities in the follow-
calendar days, so it is important to apply
ing areas:
promptly to meet announcement closing
integration of internal and external pro-
deadlines.
gram/policy issues;
organizational representation and li-
aison;
direction and guidance of programs,
projects or policy development;
resource acquisition and administration;
utilization of human resources; and
review of implementation and results.
3
Appointment to the SES
The Senior Executive Service
Agency Candidate
Experience Requirements
Development Programs
By law, at least 70% of all SES members
Agency candidate development programs
Governmentwide must have five years of
provide an alternate avenue for entry into
current continuous Federal civilian serv-
the SES. Selection for the programs is sub-
ice at the time of SES appointment. The
ject to competition and merit staffing
requirement assures that there is always
procedures similar to those used for fill-
a substantial corps of experienced execu-
ing SES positions. Program participants
tives, while also allowing the infusion of
engage in formal training and develop-
outside talent. There is currently no per-
mental assignments. Graduates are certi-
centage limitation for individual agencies,
fied by a Qualifications Review Board and
however.
are then eligible for noncompetitive ap-
pointment to the SES in any agency for
Exceptions
three years.
The SES merit staffing, candidate de-
velopment program, and career appoint-
Travel and Transportation
ment provisions described in this section
Expenses
do not apply to noncareer or limited ap-
The prospective employing agency may
pointments to the SES. Nor do these
pay travel expenses for a preemployment
procedures apply to the filling of SES po-
interview of any SES applicant. For any
sitions on a short-term basis, i.e., details
new SES appointee, the employing agen-
and assignments under the Intergovern-
cy may pay the travel expenses, those of
mental Personnel Act.
the appointee and his or her immediate
family, and the transportation expense for
household goods and personal effects
from residence to first official duty station.
Probationary Period
Each new career appointee in the SES
must serve a one-year probationary peri-
od before obtaining SES tenure.
1986 Distinguished Executive Kathryn B. McGrath, together with
SEC Commissioner Aulana L. Peters, leading a panel discussion at the SEC's
Major Issues Conference. Ms. McGrath directs SEC's Division of
Investment Management.
4
The Senior Executive Service
Assignment Within the SES
CHAPTER 4:
Assignment Within the SES
In addition to management skills, many
Noncareer Appointees
SES positions require substantial profes-
Noncareer members may be reassigned to
sional or program expertise, and individu-
other SES General positions for which
als must meet the specific qualifications
they are qualified only after obtaining pri-
requirements of any position to which
or approval from OPM.
they are assigned. However, the SES per-
mits flexibility in assignment to meet
Limited Appointees
agency needs, and opens up a wider va-
riety of positions to members because the
Limited appointees may be reassigned in
SES has no grades. Competition and
the same agency only to another SES
Qualifications Review Board approval are
General position having emergency or
not required to move from one SES posi-
term characteristics appropriate to their
tion to another unless an individual is
type of limited appointment. Usually,
receiving his or her initial career ap-
however, each limited authority is allocat-
pointment.
ed by OPM for the appointment of a par-
ticular person to a specific position, and
Career Appointees
the person remains in that position for the
duration of the appointment.
Career members may be reassigned to any
SES position in their agency for which
Movement from SES Positions
they are qualified. If the reassignment is
to Presidential Appointments
within the commuting area, 15 days' ad-
vance written notice is required. If the
SES career members can leave the SES
reassignment is outside the commuting
for a Presidential appointment with Sen-
area, 60 days' advance written notice, in-
ate confirmation as high as Cabinet level
cluding the reasons for the reassignment,
and elect to retain all their SES benefits.
must be provided. The full notice period
After the Presidential appointment ex-
may be waived if the executive concurs.
pires, a former SES career member is en-
titled to return to an SES position.
Career members may not be reassigned
involuntarily within 120 days of the ap-
Reinstatement to the SES
pointment of a new agency head or of a
Career appointees who leave the SES have
new noncareer supervisor. This precau-
reinstatement eligibility to an SES position
tion was designed to provide time for each
for which they qualify if they have com-
executive's capabilities to be adequately
pleted the one-year SES probationary peri-
judged by the new appointee.
od and were not removed for perform-
Career members may transfer to another
ance or cause (e.g., misconduct). The
agency which desires to employ them, but
probationary period was not required of
may not be transferred involuntarily.
members who converted to the SES in
July 1979.
A retired SES career member may be non-
competitively reemployed in the SES on
a career appointment. These appointees
have no tenure, however, and may be
asked to leave at any time.
5
Compensation, Benefits, and Awards
The Senior Executive Service
CHAPTER 5:
Compensation, Benefits, and Awards
Base Pay
Incentive Awards
There are no grades in the SES-there are
Agencies are allowed to use incentive
six pay rates which are established and
awards for SES members under certain
periodically adjusted by the President.
conditions. They are not a substitute for
The lowest rate must equal at least the
performance awards. Agencies may use
first step of GS-16, and the highest can-
incentive awards to recognize a specific
not exceed the rate for Executive Level IV.
one-time accomplishment, a suggestion,
an invention, or an executive's scientific
Rates of pay are negotiated between
achievement.
prospective SES members and the hiring
agency based on such factors as position
Presidential Ranks
responsibilities, relevant experience, qual-
ifications, and current earning level.
Career SES members whose performance
is exceptional for at least three years may
Pay rates may be adjusted only once a
be nominated by their agencies for one of
year. (An initial SES appointment is con-
two Presidential Ranks - Distinguished
sidered an adjustment.) A major factor in
Executive or Meritorious Executive. The
determining pay rate changes is an em-
Director of OPM, with the assistance of
ployee's performance, but changes may
review panels composed of leading in-
also be based on assignment to higher lev-
dividuals from inside and outside the
el duties or responsibilities.
Government, recommends awardees to
the President, who makes the final
Pay may be increased any number of
selection.
rates, e.g., from an ES-3 to an ES-5, but
may be lowered only one rate per year.
Distinguished Executives receive a lump-
A career SES member must be given 15
sum payment of $20,000 and a gold pin.
days' advance written notice of a
Up to 1% of the career SES may receive
reduction.
this rank each year. The President tradi-
tionally presents these awards in a White
Performance Awards
House ceremony.
A career SES member whose annual per-
Meritorious Executives receive a lump-
formance rating is "fully successful" or
sum payment of $10,000 and a silver pin.
better may receive a performance award
Up to 5% of the career SES may receive
of a lump-sum payment between 5% and
this rank each year. A Government-wide
20% of base pay. (These payments are
ceremony is traditionally held to honor
usually called "bonuses".) Agency Perfor-
the recipients.
mance Review Boards (PRB's) review
bonus nominations and provide recom-
mendations to the agency appointing
authority, who makes the final decisions.
The agency's total award amount is limit-
ed to 3% of its aggregate SES career pay-
roll. A different formula is used for very
small agencies.
Noncareer and Limited appointees are not
eligible for performance awards.
6
The Senior Executive Service
Compensation, Benefits, and Awards
An individual may be awarded the same
Credit for Retirement
rank only once in a five-year period.
Compensation received from rank, perfor-
There are certain restrictions on receipt
mance, or incentive awards does not fig-
of both a rank and a performance award
ure in the computation of retirement pay.
in the same calendar year to avoid the
pyramiding of award payments.
Retaining Annual Leave
Noncareer and Limited appointees are not
Annual leave may be accumulated with-
eligible for Presidential ranks.
out limit and will have a cash value when
the SES member leaves the Federal serv-
Compensation Limits
ice. If the SES member moves to another
Total compensation (consisting of basic
Federal position outside the SES, any an-
pay, performance awards, rank awards,
nual leave accumulated in excess of 240
and physicians' comparability allowances)
hours becomes the individual's personal
received during a fiscal year may not ex-
leave ceiling. This system is in contrast to
ceed the pay of Level I of the Executive
that covering employees at a lower level,
Schedule. Compensation that would ex-
who may not accumulate annual leave
ceed the Executive Level I limit is paid at
over 240 hours.
the beginning of the next fiscal year, and
is counted against the individual's total
compensation ceiling for the new fiscal
year.
NLRB Deputy General
Counsel John Higgins
(1987 Meritorious
Executive) briefs
Indianapolis Regional
Director William Little
(1987 Meritorious
Executive) on the
progress of litigation.
NLRB
OFFICE OF THE
GENERAL COUNSEL
ORGANIZATION
and
FUNCTIONS
et
7
Career Development and Advancement
The Senior Executive Service
CHAPTER 6:
Career Development and Advancement
Career Development
Formal Training
Agencies are required by law to establish
Programs tailored to the needs of SES
programs for the continuing development
members are sponsored by the Federal
of their SES members. The most effective
Executive Institute (FEI). The Institute, lo-
executive performance combines highly-
cated in Charlottesville, Virginia, is an in-
developed management competencies
teragency development center operated by
and characteristics with an understand-
OPM.
ing of the environment in which these
skills can be applied to serve the national
Among the programs the FEI provides
interests. Executives must be knowledge-
are:
able about such areas as technological de-
a four-week Executive Excellence Pro-
velopments, new legislation, innovative
gram which focuses on the generalist
management practices, and current poli-
role of senior executives and individu-
cy and program initiatives.
al personal leadership assessment and
development;
Programs for continuing development of
one-week Featured Topic Programs in
SES members have immediate and long-
such areas as national interests and na-
range goals. The immediate goal is to keep
tional security; and
SES members up to date in technical,
managerial, and related areas. Long-term
a Work-Team Development Program,
developmental efforts are intended to en-
Key Officials Program, and two Alum-
hance executive capabilities. Each SES
ni Follow-on Programs.
member is required to have an Individu-
Many formal training courses are availa-
al Development Plan (IDP) which serves
ble in the private sector. These programs
as the primary tool for ensuring that ex-
offer the Federal executive an opportuni-
ecutives maintain currency in appropri-
ty to interact with private sector execu-
ate areas and work toward developing
tives and examine problems from another
new skills and knowledges.
point of view. In addition, colleges,
IDP's are designed to assess personal
universities, and organizations such as the
National Institute of Public Affairs offer
competencies against the competencies
a number of courses.
required for optimum performance in the
current or prospective position. Each
Mobility Assignments
agency's Executive Resources Board
(ERB), composed of high-level agency offi-
Executive mobility is a key feature in the
cials, must approve these plans. The plans
design of the SES. Expanded mobility op-
may provide for development of the in-
portunities can promote the development
dividual executive through such activities
of broad perspective in career leaders,
as rotational assignments within the agen-
match talent with program needs across
cy or at other agencies; exchange assign-
organizations, and provide a greater range
ments with State and local governments
of challenges for SES incumbents and
or with private industry; attendance at
candidates.
seminars or conferences; or formal train-
Mobility involves a temporary or perma-
ing at universities or other private insti-
nent job change into another program
tutions.
area, organization, agency, or geograph-
ic location. It also includes temporary
placement in a State or local government,
an institution of higher education, a pri-
vate firm, or a nonprofit organization.
Any one of these kinds of change may ac-
complish the purposes of broadening in-
dividual perspectives and skills and meet-
ing organization needs.
8
The Senior Executive Service
Career Development and Advancement
Mobility is not required or expected of all
Sabbaticals
executives, and agencies should not im-
Career members who have served for at
pose arbitrary time-in-job limits to trigger
least two years in the SES and a total of
moves. Geographic reassignments require
seven years in an SES or equivalent posi-
advance consultation with the executive,
tion, and who are not eligible for option-
and it is recommended that executives be
al retirement, are eligible for sabbatical
consulted on reassignments within the
leave of three to eleven months.
commuting area.
The head of an agency may grant a sab-
OPM assists agencies in implementing
batical to an SES member to encourage
mobility programs and provides informa-
study or uncompensated work experience
tion about job opportunities and execu-
which will contribute to the individual's
tives interested in new assignments.
effectiveness. While on sabbatical, SES
OPM also maintains a Temporary Assign-
members continue to receive salary and
ment Pool (TAP) designed to provide high-
leave benefits, and agencies may authorize
level consulting or operating assistance of
travel and living expenses.
a temporary nature to Federal agencies.
Executives must agree to remain in the
TAP consists of a small cadre of volun-
civil service for two years after the sab-
teer senior executives who are detailed, on
batical.
a reimbursable basis, to a client agency
which has requested assistance.
Noncareer and Limited appointees are not
eligible for sabbaticals.
Dr. Thomas A. Murphy (1987 Meritorious Executive) looks in on an experiment testing the ability of genetically engineered microorganisms
to survive in the environment. Dr. Murphy is the Director of EPA's Environmental Research Laboratory in Corvallis, Oregon.
9
Performance Appraisal
The Senior Executive Service
CHAPTER 7:
Performance Appraisal
Each SES member's performance must be
cludes both organizational and personal
appraised and rated on an annual basis.
performance elements and standards.
Performance appraisals are a tool for com-
Typical areas for measurement are pro-
municating and clarifying organizational
ductivity, quality of work, timeliness of
goals and objectives, identifying individu-
performance, cost efficiency, and progress
al accountability for the accomplishment
in meeting affirmative action goals.
of agency goals and objectives, and evalu-
ating and improving individual and or-
The assessment of an SES member's pro-
ganizational accomplishments. Perform-
gress in meeting the defined goals is made
ance ratings are used as a basis for re-
initially by the supervisor. Those rated
warding superior performers and for re-
have an opportunity to submit a written
moving those who fail to perform at a ful-
response and to have an additional review
ly successful level. Each agency has its
by a higher-level executive and a Perfor-
own performance appraisal system estab-
mance Review Board (PRB).
lished within OPM regulations and
When evaluating career executives, a
guidelines.
majority of the members of the PRB must
Jack Lee (1987 Meritorious
Executive) discusses
At the beginning of the performance ap-
have career status. Board members may
Shuttle C during a staff
be drawn from within or outside the
praisal period, goals are established for
meeting at NASA's
Marshall Space Flight
each executive. The goal-setting process
agency.
Center. Mr. Lee is
is a collaborative effort between the SES
The Board's aim is to assure consistency
Deputy Director at the
employee and the supervisor, and in-
and objectivity in ratings. In assessing per-
Center.
formance, the Board reviews material
from a number of sources, including in-
put from the supervisor, the SES member
appraised, and any higher level reviewer.
The Board may also conduct any addi-
tional review it finds necessary.
The PRB recommends to the appointing
authority (head of the agency or a desig-
nee) what the performance rating should
be. The final rating is the responsibility of
the appointing authority, and may be ap-
pealed only if there are allegations that the
rating was discriminatory, politically
motivated, or retaliatory.
By law, agency performance appraisal
systems must provide for at least three lev-
els of competence: unsatisfactory, mini-
mally satisfactory, and fully successful.
Those rated at "fully successful" or above
are eligible for performance awards. Rat-
ings of "minimally satisfactory" or "un-
satisfactory" indicate a need for corrective
action; failure to improve can cause
removal from the SES.
SES members may not be rated for an ap-
praisal period of less than 90 to 120 days,
depending on agency regulations. No ap-
praisals or ratings can occur within 120
days of the beginning of a new Presiden-
tial administration.
10
The Senior Executive Service
Removal
CHAPTER 8:
Removal
The following sections and Table 1 ex-
Guaranteed Placement
plain how SES members may be removed
Career executives removed from the SES fol-
from their positions, and the protections
lowing completion of the probationary peri-
they have when an agency proposes
od (for performance or during a RIF) must
removal.
be given a position at no less than a GS-15,
with the former SES salary retained. SES
Removal During
members who meet the age and length of
Probationary Period
service requirements may elect discontinued
A new career executive must serve a one-
service retirement in lieu of a GS-15 po-
year probationary period to acquire ten-
sition.
ure in the SES. During the probationary
Adverse Actions
period, a career executive may be re-
moved from the SES for unacceptable per-
Career SES members may be removed from
formance, for misconduct, or under a
the Federal service or suspended for more
reduction in force (RIF). Executives who
than 14 days for misconduct, neglect of duty,
held a career or career-conditional ap-
malfeasance, failure to accept a directed
pointment (or equivalent) prior to the SES
reassignment, or failure to accompany a po-
appointment have "fallback" rights to a
sition in a transfer of function. They are en-
GS-15 position unless the removal was for
titled to 30 days' advance written notice and
misconduct. The current SES salary is re-
full appeal rights to the MSPB if they have
tained.
completed the SES probationary period, or
had appeal rights immediately prior to en-
Removal for Performance
tering the SES.
An executive who receives an "unsatisfac-
Executives Serving Under
tory" rating must be reassigned to anoth-
Noncareer and Limited
er SES position or removed from the SES.
Appointing Authorities
Two "unsatisfactory" ratings within five
Noncareer and Limited executives may be
years, or two less than "fully successful"
removed from the SES or from the Federal
ratings with three years, require removal
service at any time. Former career em-
from the SES.
ployees serving in noncareer appointments
have no placement rights. However, em-
Removal During
ployees serving under limited appointments
Reduction in Force
may have placement rights in their agencies
Before an agency conducts a reduction in
if they were formerly in the competitive
force (RIF) which will affect SES mem-
service. Noncareer and limited appointees
bers, it must have a plan which explains
who previously served in the competitive
how RIF procedures work in the agency
service retain any reinstatement eligibility
and how determinations are made on who
they may have had even if they are not en-
is affected, based primarily on perfor-
titled to guaranteed placement.
mance. Veterans preference does not
apply.
Furlough
Furlough means the placing of an individu-
SES members who have completed the
al in a temporary status without duties or
probationary period and who are affect-
pay because of lack of work or funds. A ca-
ed by a RIF have the right to be placed
reer appointee in the SES may be furloughed
in any vacant SES position for which they
only with 30 days' advance written notice,
qualify in their agency. If no such vacan-
except in cases involving unforeseeable cir-
cy exists, OPM will attempt for 45 days
cumstances.
to place the SES member in another agen-
cy. If placement is not possible, the in-
Any furlough for more than 30 days will be
dividual will be removed from the SES.
made under agency competitive procedures.
The agency RIF process may be appealed
Those furloughed may appeal to the MSPB.
to the Merit Systems Protection Board.
11
Removal
The Senior Executive Service
Table 1
Removal of SES Career Members
Possible Consequences of Removal
Type of Removal from SES
Fallback to
Removal
Appeal
GS-15/Saved
From
Right
Salary
Government
to MSPB
During Probationary Period
Performance
Yes (a)
No (b)
No
Adverse Action
No
Yes
Yes (c)
Reduction in Force
Yes (a)
No (b)
Yes
After Probationary Period
Performance:
One unsatisfactory rating (optional)
Yes
No
No (d)
Two unsatisfactory ratings in 5 years (mandatory)
Yes
No
No (d)
Two less than fully successful ratings in
3 years (mandatory)
Yes
No
No (d)
Adverse Action
No
Yes
Yes
Reduction in Force
Yes (e)
No
Yes
(a) Fallback and SES salary guaranteed if had career or career-conditional appointment prior to SES.
(b) However, removal from government if did not have career or career-conditional appointment prior to SES.
(c) Only if covered by adverse action procedures prior to SES.
(d) Entitled to informal hearing only at MSPB.
(e) Entitled to any SES vacancy for which qualified, and to OPM 45-day placement assistance prior to removal
from the SES.
Dr. Harriet Jenkins (1980
Meritorious and 1983
Distinguished Executive)
congratulates Dr. William
Ballhaus (1985 Meritorious
Executive), Director of the
Ames Research Center,
for their winning of the
NASA Equal Opportunity
Program Trophy. Dr.
Jenkins is the Assistant
Administrator for Equal
Opportunity Programs
at NASA.
12
The Senior Executive Service
Protections Against Arbitrary Actions
CHAPTER 9:
Protections for Career Appointees
Against Arbitrary Actions
A career member of the SES is entitled to
SES members may not be reassigned to
the same protections against retaliatory or
a position for which they are not
politically motivated personnel actions as
qualified.
all other career Federal employees. In ad-
SES members may not be involuntarily
dition, career SES members have some
transferred to another agency except in
specific protections.
a transfer of function.
Pay
Removal
A 15-day notice is required if pay is to
An informal hearing before an official
be reduced.
designated by the MSPB is required
Salary rates may not be reduced more
upon employee request if the agency
than once a year and no more than one
proposes to remove a career SES mem-
rate at a time.
ber for performance. This is only for
members who have completed the pro-
Performance
bationary period, and is not considered
Agency performance appraisal systems
a formal appeal.
must be reviewed by OPM before being
Removal under reduction-in-force pro-
put into effect.
cedures must be done competitively,
Performance appraisals must be fully
and career members may appeal to
documented, and those rated may re-
MSPB on whether the RIF complied
spond to ratings before final ratings are
with the competitive procedures.
given.
Career members who have completed
Performance Review Boards which rec-
the probationary period and are re-
ommend ratings of career SES members
moved from the SES for performance
must have a majority of career SES
reasons or under RIF must be placed in
members.
a position no lower than GS-15 and at
Performance may not be evaluated with-
not less than their SES salary.
in 120 days after the beginning of a new
Career members must be given a 30-day
Presidential administration.
advance notice regarding disciplinary
The General Accounting Office and
removal from the Federal service for
OPM monitor agencies' performance
misconduct, neglect of duty, malfea-
appraisal systems.
sance in office, or failure to accept a
directed reassignment or a transfer of
Reassignment
function. This type of action may be ap-
SES career members cannot be involun-
pealed to MSPB.
tarily reassigned within 120 days after
Career members removed because of
the appointment of a new agency head
performance, reduction in force, or fail-
or a new noncareer supervisor. The
ure to accept a directed reassignment or
120-day moratorium begins with the
a transfer of function to another com-
official entry on duty of the superior
muting area may be eligible for discon-
who has the authority to make a reas-
tinued service retirement if they meet
signment.
age and length of service requirements
(age 50 and 20 years' service; or any age
A 15-day written notice is required in
and 25 years' service).
advance of a reassignment to another
SES position in an agency. A 60-day
Furloughs may be accomplished only
written notice, including the reasons for
under regulations published by OPM
reassignment, is required if the reassign-
and may be appealed to MSPB.
ment is outside the commuting area.
13
Overview
The Senior Executive Service
CHAPTER 10:
Overview
The following tables provide a general summary of personnel provisions as they apply
to the Senior Executive Service. There may be exceptions or special conditions that must
be met for specific programs or benefits.
Table 1
SES Coverage
Personnel Requirements, Benefits and Incentives by Type of Appointment to the SES
Career
Noncareer
Limited
Appointee
Appointee
Appointee
Position qualification requirements
Yes
Yes
Yes
Performance appraisal
Yes
Yes
Yes
Performance awards
Yes
No
No
Presidential rank awards
Yes
No
No
Incentive awards
Yes
Yes
Yes
Sabbaticals
Yes
No
No
Sick leave
Yes
Yes
Yes
Annual leave without limitation on accumulation
Yes
Yes
Yes
Overtime pay; compensatory time (other than for
religious observances)
No
No
No
Retirement
Yes
Yes
Yes (a)
Life insurance (FEGLI)
Yes
Yes
Yes (a)
Health insurance
Yes
Yes
Yes (a)
Adverse action procedures
Yes (b)
No
No (c)
RIF procedures; fallback to GS-15
Yes
No
No
Severance pay
Yes
No
No
Travel expenses for SES preemployment interview
Yes
Yes
Yes
Travel and transportation expenses upon first
appointment to SES
Yes
Yes
Yes
Retention of SES benefits upon Presidential
appointment with Senate confirmation
Yes
No
No
Reemployment rights to SES following Presidential
appointment
Yes
No
No
(a) "No" if appointment limited to one year or less.
(b) Following completion of one-year SES probationary period or if covered immediately before SES appointment.
(c) "Yes" if covered immediately before the SES appointment in the same agency.
14
The Senior Executive Service
Overview
Table 2
Conditions of Employment for Career SES Executives
Staffing
Compensation,
Performance Appraisal
Benefits and Awards
Accountability
No grades in SES.
Six pay rates.
Organizational and personal
Less than fully successful
goals set annually in col-
performance appraisal can
One year probationary peri-
Base pay rate set by ap-
laboration with supervisor.
lead to removal from SES.
od.
pointing authority.
Supervisor rates executive
May have informal public
Can be reassigned within
Pay rate may be raised or
according to established
hearing at MSPB for re-
agency to any SES position
lowered once a year. May
goals.
moval based on perfor-
for which qualified.
be increased any number of
mance.
rates, but reduced only one
Performance Review Board
Cannot be involuntarily re-
rate per year.
must have a majority of ca-
If removed for performance,
assigned within 120 days
reer SES members.
entitled to GS-15 level posi-
after appointment of new
Eligible for a $10,000 Meri-
tion with retention of sala-
agency head or noncareer
torious Rank award and a
"Fully Successful" rating is
ry. Can re-enter SES at later
supervisor.
$20,000 Distinguished Rank
basis of eligibility for bonus
date, but only competitively.
award once every 5 years.
pay and rank award.
Must receive 15 days' writ-
When eligible, can elect
ten notice in advance of
Eligible annually for per-
Performance evaluation
discontinued service retire-
reassignment; 60 days' writ-
formance bonus of 5% to
cannot take place within
ment if removed from SES
ten notice if outside com-
20% of base pay.
120 days after beginning of
for performance, RIF, or
muting area.
a new Presidential adminis-
failure to accept reassign-
Total compensation ceiling
tration.
ment or transfer of function
Cannot be involuntarily
at Executive Level I, with
to another commuting area.
transferred between agen-
any excess "rolled over" to
cies; OPM facilitates volun-
next fiscal year.
Entitled to protections and
tary mobility.
appeals similar to those for
Can accumulate unused an-
non-SES members in cases
Can accept Presidential ap-
nual leave, which converts
of adverse actions. (Removal
pointment and retain "fall-
to cash at time of leaving
from SES for performance
back" rights to SES position.
government.
is not an adverse action.)
Can be RIFed only under
Provided with opportunities
competitive procedures, and
for executive development,
guaranteed fallback to a
including sabbaticals.
GS-15.
Can be reinstated to SES fol-
lowing voluntary separation
or RIF if completed proba-
tionary period.
Additional Information
For further information about the Senior Executive Service, please write to the:
U.S. Office of Personnel Management
Office of Executive Personnel
Room 6R48
1900 E Street, N.W.
Washington, D.C. 20415
15