In a memorandum issued May 29, 2025, the U.S. Office of Personnel Management (OPM) announced significant changes to the Senior Executive Service (SES) hiring process. These reforms redefine the Executive Core Qualifications (ECQs) and streamline how candidates apply and are assessed, shifting the focus to merit-based criteria.
Here’s a breakdown of the key changes:
Updated Executive Core Qualifications (ECQs)
OPM has replaced the previous five ECQs (which had incorporated “diversity, equity and inclusion” factors) with a new set aligned to current administration priorities. Leading People remains, and Results Driven is now “Achieving Results.” New qualifications emphasize “Driving Efficiency” and “Merit and Competence,” while older ECQs like Leading Change, Business Acumen, and Building Coalitions have been eliminated. There is also a new focus on “Commitment to the Rule of Law and the Principles of the American Founding,” per the memo’s ECQ definitions.
Résumé-Only Applications (No More 10-Page Narratives)
Effective immediately, agencies “shall immediately discontinue the use of 10-page narrative essays in the hiring process” for SES candidates; instead, SES applicants will submit a resume-only initial application, with résumés capped at 2 pages. This adjustment brings SES hiring more in line with private-sector practices and is intended to attract a broader pool of top executive talent by reducing the burden of lengthy written essays.
Structured Interviews Replace ECQ Essays
Beginning in FY 2026, OPM will transition from lengthy narrative essays to a structured interview assessment method (based on the new ECQs) for all Qualifications Review Board (QRB) submissions. In other words, the traditional 10-page ECQ narrative will be replaced with structured interviews to evaluate candidates’ executive qualifications. This change aims to make SES candidate evaluation more consistent and competency-based.
Emphasis on Merit Assessments and Faster Hiring
Agencies are now required to incorporate validated executive assessments at one or more stages of the SES hiring process to objectively measure candidates’ leadership capabilities and readiness. OPM is also speeding up the hiring timeline by imposing an 80-day deadline for agencies to submit SES candidates to OPM’s QRB for approval. These steps are designed to ensure a merit-focused process and reduce delays in hiring senior executives.
If you are a career services professional who supports SES candidates, take careful note of these changes. SES applicants will need to focus on concise, accomplishment-oriented résumés and be prepared for structured interviews and assessments rather than lengthy written narratives. For full details, see OPM’s official memo “Hiring and Talent Development for the Senior Executive Service” (May 29, 2025), which outlines all the new requirements and guidelines for federal agencies.
Each of these reforms reflects a move toward merit-based hiring for top federal leadership roles, significantly altering how candidates must prepare for the SES selection process.
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