WHAT IS THE SENIOR EXECUTIVE SERVICE CANDIDATE DEVELOPMENT PROGRAM (SESCDP)? The SESCDP offers the opportunity for exceptionally talented and well-qualified individuals to receive structured professional development and to gain valuable executive experience. Candidates in the program engage in formal training activities and developmental assignments to enhance their executive competencies and to increase their awareness of public policy and programs.

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We strongly encourage applicants to read the entire announcement before submitting their applications.

All SESCDP candidates will need to be available for training and travel in the Washington, D.C. area and other areas that may be identified throughout the United States. Candidates must be mobile to participate in developmental assignments that may be identified throughout the United States.

Upon successful completion of the program, you will be eligible to request certification of your executive core qualifications from the Office of Personnel Management (OPM). Certified candidates may then be non-competitively placed in SES positions for which they qualify. Entry into the SES is based on performance, OPM certification, and the availability of vacant executive positions in the Federal government. Successful program participation, in all segments, is required; however, it does not guarantee certification or placement into an SES position.

DURATION: The SESCDP is an intensive leadership development program which last approximately 12-24 months. Candidates in the SESCDP must complete the following program requirements:

  • Executive Development (XD) Program : The IRS Executive Development (XD) Program, is the training phase of the Treasury-wide SESCDP. XD supports the development of the executive core qualifications and will develop individuals who have the necessary competencies to successfully provide executive leadership in a multi-functional and matrix environment.
  • Competency-Based Assessment : A 360-degree assessment will define developmental goals to address individual executive core qualification development needs to ensure full proficiency.
  • Individual Developmental Activities (IDAs) : Additional activities identified by the candidate and their mentor to enhance the candidates' strengths and weaknesses identified in their 360-degree assessment results.
  • Two Treasury Executive Institute sessions : Developmental programs aligned with one or more Executive Core Qualifications (ECQs) that focus on equipping and transforming federal leaders for greater impact in an interagency setting.
  • Mentor : Through their experience, proven capabilities and management perspective, current and retired executives, assist candidates in further clarifying their developmental objectives and in identifying IDAs. Candidates will meet frequently with their mentor to review progress on their Executive Development Plan, but also discuss situations related to their EDPs and the overall program.
  • Executive Development Plans (EDP) : An EDP is prepared by each candidate, in collaboration with the mentor, and in some cases the first-line supervisor of their developmental assignment. The EDP is used to identify, track, and document completion of competency-based needs of the candidates. The mentor must concur with the EDP activities.
  • Interagency Learning : Formal interagency learning of 80 hours which is inclusive of individuals from other agencies.
  • Developmental Assignments : Candidates will participate in a developmental assignment for a minimum of 120 days. Assignments must be outside the candidate's position of record and substantially different from a current or past assignment. Responsibilities and duties for the assignment must be at the executive-level. Developmental assignments for non-Treasury candidates may be performed at their home agency, the Treasury or another Federal agency.

Travel Required

Occasional travel – Occasional travel is required throughout the duration of the program.

Supervisory status

Promotion Potential
None – * This is an executive developmental program, with no promotion potential. Candidates will remain in their official position of record and current grade level.


Conditions of Employment

Applicants selected from within the Treasury serving in career or career-type appointments or an excepted appointment will retain their equivalent grade, pay and continue to encumber their official position of record while completing the program and will remain employees of their current organization.

Applicants selected from outside the Treasury who are currently serving in career or career-type appointments or an excepted appointment will participate in the program and will retain their equivalent grade and pay, while remaining an employee at their home agency. A Memorandum of Understanding and a Non-Disclosure Agreement must be approved prior to participation in the SESCDP. The applicant's home agency will continue to pay their salary/benefits and is responsible for the costs associated with the program.

Mobility or willingness to move, is required and a factor that organizations seek in senior leaders due to the geographic dispersion of the workforce. Applicants should anticipate formal training that may require travel for an extended period of time, as well as a developmental assignment that may require mobility to another geographical area within the U.S. Applicants must sign a mobility agreement in commitment to geographic and other availability for developmental assignments throughout the country during the program. Failure to sign a mobility agreement will disqualify applicants from further consideration.

Candidates are required to sign a Continued Service Agreement (CSA) prior to the start of their program (see "other information" for more details).

Applicants are required to submit an endorsement form. The endorsement form should be signed by the applicant's Head or Deputy Head of Office or equivalent. The endorsement form is not used to determine best qualified applicants


You must meet the following requirements by the closing date of this announcement.

To be minimally qualified for this program, you must have at least one year of specialized experience equivalent to the GS-14/15 level in the Federal government. Specialized experience would include one year of substantive leadership at the GS-14/15 or equivalent level with supervisory experiences. Supervisory experience includes planning, directing and evaluating the work of subordinate employees and/or managers. You should be able to demonstrate in your resume, significant achievements, increasing levels of responsibility as a manager and a solid record of successful professional performance in one of the specialty areas below:

*Accounts Processing & Customer Assistance -Knowledge of experience in the management of programs involved with the receipt and processing of paper and electronic financial documents and payments, and/or management of complex call center operation sites involved with resolution of customer account issues.
*Information Technology -Expert knowledge of information technology project management, operations, technology management and related industry practices and emerging trends necessary to support customer focused business support. Includes gauging the business need for systems and interacting at a high level to obtain those needs through the development of business requirements.
*Data Privacy and Security -Experience in design, development, and implementation of data privacy and security of sensitive information in a broad range of business processes and data storage formats including both paper and electronic files. Includes gauging the business need for privacy and security to ensure appropriate procedures are in place and followed to demonstrate adherence to privacy and security policy.
*Auditing and Accounting – Experience or broad knowledge of accounting principles and industry or business practices as they relate to the planning and direction of work.
*Organizational Support -Experience in support organizations including, but not limited to Procurement, Human Capital Management, Facilities Management, Budget, Research and Strategic Planning.
*Organizational Knowledge -Knowledge of the functions, processes, interrelationships, and dependencies among operating divisions of a large organization; understanding of compliance implications of various programs and policies in sufficient depth to provide advice and make sound decisions.
*Stakeholder Relations and Education -Experience in planning and conducting outreach programs and establishing relationships with strategic business partners to provide education and services to stakeholders and customers.
*Compliance – Knowledge of compliance programs, including pre-and post-filing activities, in sufficient depth to promote voluntary compliance and ensure fair and equitable compliance activity.
*Criminal Investigation -Knowledge of pertinent statutes, regulations, policies, and guidelines related to criminal investigations, including the Code of Federal Regulations, Federal Rules of Criminal Procedures, Federal Sentencing Guidelines, and case law relative to income taxation, money laundering, other currency crimes, and limitations of the Service's investigative authority. Knowledge of criminal investigative techniques, such as protective surveys and assignments, surveillance and undercover work. Comprehensive knowledge of and proficiency with firearms. Experience in a primary/rigorous law enforcement position is a mandatory prerequisite for this secondary law enforcement position.

In addition, applicants must have knowledge, experience and/or accomplishments in the five Executive Core Qualifications (ECQs) as defined below which are the leadership criteria defined by the Office of Personnel Management (OPM) to certify candidates for SES positions. Accomplishments in the five ECQs also demonstrate the quality and effectiveness of leadership skills. We strongly recommend that your ECQ narrative include examples that are clear, concise, and emphasize one's level of responsibilities, the scope and complexity of the programs, activities, or services managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of issues addressed; and the results achieved.

  • Leading Change – The ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.
  • Leading People – The ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
  • Results Driven – The ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.
  • Business Acumen – The ability to manage human, financial, and information resources strategically.
  • Building Coalitions – The ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.

The experience may have been gained in the public sector, private sector or Volunteer Service . One year of experience refers to full-timework; part-time work is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume.


Additional information

The program promotes the development of a Government-wide corporate SES culture through exposure to ideas and concepts across Government. Candidates examine best practices of other Federal and state agencies, as well as those of the private sector to develop tools and insights to improve business results, customer service and employee satisfaction.

Continued Service Agreement (CSA)

  • Candidates are required to sign a CSA prior to the start of their program. Candidates agree to serve in the Federal service for a period equivalent to at least three times the length of time served in the program. For example, if a participant remains in SESCDP for a period of one year, four months, he/she will be required to serve for a period of four years. Since the SESCDP is a one to two-year program, this agreement period will be for no less than three calendar years but not-to-exceed six calendar years. Candidates who voluntarily leave Government service before completing the terms of the agreement will be required to repay the cost of training and related travel expenses, excluding salary or other compensation. However, the amount of the reimbursement will be reduced on a pro-rated basis for the percentage of completion of the obligated service. For example, if the cost of training is $3,000 and I complete two-thirds of the obligated service, I will reimburse my agency $1,000. This does not preclude a candidate from pursuing a promotion or reassignment opportunities within the Federal Government during the program. CSAs will be terminated if candidates are demoted or separated for cause (i.e., unacceptable performance or conduct); receive a performance rating lower than "Fully Successful"; or otherwise, fail to fulfill the terms of their CSA. In such cases, candidates must repay the full cost of the SESCDP training. If an applicant is selected outside the Treasury, their home agency is responsible for implementing the CSA as repayment for training would be paid to their home agency.

    – If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so.
    – Complete a Declaration for Federal Employment to determine your suitability for Federal employment (if applicable).
    – Selectees from other Federal agencies are subject to the completion and verification of an interagency detail visitor access request.
    – Subject to a pre-selection federal income tax verification.
    – Current Treasury employees selected for this program are subject to employee misconduct checks.
    – If the selectee is from another Federal agency, the candidate's home agency will continue to pay the candidate's benefits and salary. The selectee's home agency is also responsible for tuition and travel costs associated with training. Treasury will negotiate payment of other program-related expenses (i.e. developmental assignments) through a memorandum of understanding with the candidate's home agency consistent with 5 CFR 412.302(d)(3).

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be evaluated for this job based on how well you meet the qualifications above.

Merit promotion procedures will be used to evaluate and select applicants for the SESCDP.

The applicant selection process will have several phases.

1) Applicants meeting the minimum qualification requirements and applicable leadership requirements will be eligible for consideration in this process. Applicants will be rated based on the quality and extent of their leadership experience and accomplishments. Your on-line application, responses to the on-line questions, resume, Executive Core Qualification narrative and other documentation submitted will be used to evaluate your potential to master the five ECQs, which are required for successful selection into a SES position.

You must address all five ECQs (generally 2 pages per ECQ) written in Challenge-Context-Action-Result (CCAR) format not to exceed 10 pages:

  • Challenge: Describe a specific problem or goal.
  • Context: Talk about the individuals and groups you worked with, and/or the environment in which you worked, to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
  • Action: Discuss the specific actions you took to address the challenge.
  • Result: Give specific examples of the results of your actions and the impact on the organization.

Failure to address each ECQ will disqualify you from further consideration.

For more information about the CCAR format, please see the Guide To Senior Executive Service Qualifications .

Additional information on the ECQs is available at http: www.opm.gov/ses/recruitment/qualify.asp.

2) Applicants will be evaluated by a senior executive panel. Based on the ECQ narrative addressing the five ECQs, the application will be rated and assigned to a quality level: Best Qualified, Highly Qualified, or Qualified.

3) Applicants will be referred to the selecting official based on the final quality level for which they are assigned. The final rating will determine the order in which applicants are considered for the program. Applicants in the Best Qualified quality group will then proceed to the next step of the process.

4) Applicants referred for selection will be required to participate in a selection interview. The interview panel will recommend applicants to the selecting official, who is the Chair, Executive Resources Board (ERB). The endorsement form is not used to determine best qualified applicants. The selecting official will consider the endorsement form only when final selections of the Best Qualified applicants are identified.

5) 5 USC 2108(3) which defines the term "preference eligible" provides that this term does not include applicants for, or members of, the SES. If applicable, non-status applicants who are applying for veteran's preference should submit the appropriate documentation as addressed in the vacancy announcement and www.opm.gov/staffingPortal/Vetguide.asp . Non-status applicants or those on other than career type appointments in the federal government, if selected, will participate in the SESCDP by means of a Schedule B appointment authorized by 5 CFR 213.3202(J), not to exceed (NTE) three years. The Schedule B appointment does not confer civil service status. Those applicants with veteran's preference are scored in accordance with the level of preference claimed.

Selectees and non-selectees are respectively notified.

To preview questions please click here .

Background checks and security clearance

Security clearance
Not Required

Drug test required

Required Documents

A complete application includes: 1. A resume, 2. Vacancy question responses, and 3. Submission of any required documents. Please note that if you do not provide all required information, as specified in this announcement, you will not be considered for this program.


A complete application package will consist of:

  • Resume
    • All applicants are required to submit a resume. To receive full credit for relevant experience, please list the month/year and number of hours worked for experience listed on your resume. Your resume should also demonstrate one of the specialty areas described in the announcement. It is suggested that you preview the online questions, as you may need to customize your resume to ensure it supports your responses to these questions.

    2. Prepare an Executive Core Qualifications (ECQ) narrative (generally 2 pages per ECQ) written in Challenge-Context-Action-Result (CCAR) format:

    • Challenge: Describe a specific problem or goal.
    • Context: Talk about the individuals and groups you worked with, and/or the environment in which you worked, to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
    • Action: Discuss the specific actions you took to address the challenge.
    • Result: Give specific examples of the results of your actions and the impact on the organization.

    For more information about the CCAR format, please see the Guide To Senior Executive Service Qualifications

    3. Responses to online questions

    4. Submit a copy of your SF-50, Notification of Personnel Action, which shows your current (or most recent) grade and competitive service status.

    • Indicate on your application the highest permanent grade you have held if different from your current grade. Submit a copy of an additional SF-50 showing this grade.

    5. *CDP Endorsement Form 15230 https: www.irs.gov/pub/irs-pdf/f15230.pdf

    • The endorsement form should be signed by your Head or Deputy Head of Office or equivalent. The endorsement form is not used to determine best qualified applicants. The selecting official will review the endorsement of best qualified applicants. Failure to submit a signed endorsement form will disqualify you from further consideration.

    6. *CDP Mobility Statement Form 15230-A https: www.irs.gov/pub/irs-pdf/f15230a.pdf

    Applications missing required documents will be considered incomplete.

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