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Executive Order on Strengthening the

Senior Executive Service: Qualifications 

Review Board Submission Methods

On December 15, 2015, the White House issued an Executive Order (EO) on Strengthening

the Senior Executive Service, containing a number of requirements to help enhance the

recruitment, hiring, and development of the Federal Government’s senior executives. The EO

may be read in full at the following link: https://www.whitehouse.gov/the-pressoffice/2015/12/15/executive-order-strengthening-senior-executive-service. As required by 

section 3(a)(iii) of the EO, the U.S. Office of Personnel Management (OPM) is providing

guidance to agencies about materials acceptable for Qualification Review Board (QRB)

consideration, including those that will provide an alternative to the traditional Executive Core 

Qualifications (ECQ) narrative statement commonly used by agencies for QRB submissions. As 

required by the EO, this guidance also advises agencies on ways to streamline their initial 

application requirements for SES positions. The guidance is intended to provide agencies with a 

framework and multiple options to address a variety of agency needs and preferences, while 

empowering agencies with appropriate flexibility to identify and implement hiring and QRB 

submission methods most effective for each agency’s successful Senior Executive Service (SES) 

hiring and accomplishment of mission.

The guidance specifically provides information on three currently available QRB submission 

methods: (1) Traditional ECQ Narrative; (2) QRB Template; and (3) Accomplishment Record.

The Traditional ECQ Narrative submission method involves the conventional submission of an

ECQ statement (limited to no more than 10 pages) to the QRB; this approach constitutes the 

greatest reliance on written materials and most likely the most effort required of a candidate for 

appointment to the Senior Executive Service (SES). The QRB Template method involves the 

submission of a template populated by the hiring agency, constitutes the lowest reliance on 

written materials, and likely requires the least effort of the candidate. The Accomplishment 

Record provides a middle-ground approach, requiring the submission of a streamlined ECQ 

narrative (limited to no more than 5 pages) and a supplemental shortened QRB template; this 

approach balances the preparation of written materials between the candidate and the hiring 

agency.

This guidance also includes three appendices: Appendix A covers Frequently Asked Questions

related to the QRB. The discussion in this appendix acknowledges questions/concerns raised by 

agencies and stakeholders, and examines the issues that have been most frequently-raised.

Appendix B provides a summary of the specific requirements applicable to various application 

methods and QRB submission methods, along with an assessment of the level of effort required 
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by applicants for each approach. Appendix C provides the QRB Template used with the ResumeBased and the Accomplishment Record submission methods.

The guidance proceeds to provide information and resources for agencies on streamlining their 

initial application requirements in SES hiring. Agencies are encouraged to limit, to the extent 

possible, requirements for applicants to submit extensive written materials, including for the 

demonstration of proficiency and results relating to both Technical Qualifications (TQ) and 

ECQs. The guidance specifically discusses traditional and alternative approaches for the 

consideration of TQs. The guidance also provides information on a resume-based approach that 

reduces requirements for applicants to submit written materials. What may be particularly 

helpful for users of this guidance are two tables included at the end of this guidance that may 

serve as useful references, summarizing the available QRB submission methods and a range of 

options for SES hiring methods.

Following the issuance of this guidance, OPM will continue to partner with agencies to further

improve the SES hiring and QRB process, including identifying additional alternative hiring and 

QRB submission methods. Currently, OPM is designing innovative new solutions applicable to 

both the agency hiring process and OPM’s administration of the QRB, including enhanced 

leadership assessment methods, as well as alternative methods of documenting executive 

qualifications during the agency hiring process (e.g., video-based documentation) that could be 

used to satisfy the needs of QRB assessors, and which could eliminate or significantly reduce

requirements for written application and hiring materials. As always, OPM will continue to 

provide training and guidance to the QRB assessors to ensure they have the necessary 

information to review and assess alternative materials submitted. As OPM moves forward with 

these innovations, we will carefully benchmark multi-sector organizations for best practices and 

lessons learned, and undertake coordination with a full and inclusive community of stakeholders, 

including Federal agencies and non-Federal organizations.

To enhance the prospects for success of these new solutions, OPM is urgently seeking agency 

partners to test and inform the design and implementation of these innovations; agencies that are 

willing to pilot these new solutions are asked to volunteer via e-mail at SERS@opm.gov. Once 

these new SES hiring and QRB submission methods have been validated and released for 

Governmentwide use, OPM will update the QRB guidance to include information and 

instructions on the use of the new methods.
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BACKGROUND

The SES is primarily comprised of the top career Federal executives responsible for ensuring the 

continuity and success of our Government. As the keystone of the Civil Service Reform Act of 

1978, the SES was established to “...ensure that the executive management of the Government 

of the United States is responsive to the needs, policies, and goals of the Nation and otherwise is 

of the highest quality.” See 5 U.S.C. § 3131.

Strategic leadership, professional integrity, a broad perspective, and a commitment to the highest 

ideals of public service are hallmark traits of SES members. These qualities also serve as the 

foundation for the ECQs that are the primary selection criteria for entry into the SES. These 

qualifications represent the critical skills senior executives need to lead the Federal Government 

today and in the future. While technical, job-specific qualifications generally may also be

important, SES members absolutely must possess executive leadership competencies adhering to 

very rigorous Governmentwide standards.

By law – 5 U.S.C. § 3393(c) and 5 CFR § 317.502 – OPM is required to administer QRBs to 

certify candidates’ executive qualifications. The QRB review and certification is the last critical 

step in the SES selection process, and all SES candidates must have their executive qualifications 

certified by a QRB before being appointed as career members of the SES. This independent and 

objective review is intended to ensure that the Federal Government adheres to merit staffing 

procedures and hires executives with the qualifications “...responsive to the needs, policies, and 

goals of the Nation and otherwise is of the highest quality” as required by 5 U.S.C. § 3131.

In accordance with 5 U.S.C. § 3393, the QRB assesses the overall scope, quality, and depth of 

each candidate’s executive qualifications through the use of ECQs that were developed through 

an empirical process and validated by OPM’s personnel psychologists, and the QRB’s 

certification is based upon a determination that candidates have demonstrated a broad range of 

executive leadership competencies adhering to Governmentwide standards. The QRB helps the 

Federal Government achieve the statutory requirements of 5 U.S.C. § 3131 for SES personnel 

management, including to: maintain a merit personnel system free of prohibited personnel 

practices; ensure accountability for honest, economical, and efficient Government; provide for an 

executive system that is guided by the public interest and free from improper political 

interference; and appoint career executives to fill SES positions to the extent practicable, 

consistent with the effective and efficient implementation of agency policies and responsibilities.

The QRB’s certification authorizes the head of the hiring agency to initially appoint the 

candidate to the SES.

OPM works diligently to make the administration of the QRB transparent and consistent with 

established regulations, procedures, and practices. The QRBs are independent, peer review 

boards consisting of volunteer SES members from across the Government. To promote 

efficiency, in addition to consistency, OPM establishes a roster of trained QRB members who 
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serve on a quarterly basis on three-member QRB panels. OPM encourages agency leadership to 

identify top executives to serve on QRB panels to promote the importance of the process and 

ensure high quality in the outcomes. Each quarter, OPM conducts an in-person orientation 

session to prepare each current cohort, and subsequently convenes a second face-to-face meeting 

to provide additional training before enabling board members to begin serving on their QRB 

panels. Each orientation includes: a review of responsibilities and board operations; a transfer of 

knowledge and best practices by outgoing board members; a briefing on the agency hiring 

processes and QRB submission methods; and a practical review of previous submissions to 

facilitate new QRB members’ understanding of the QRB process. OPM also works to include in 

each cohort a diverse group of volunteers who meet the criteria set forth in OPM’s QRB Charter, 

and are committed to performing their duties in support of OPM’s overarching role. OPM’s 

trained staff members serve as administrators and facilitators of each board to answer questions 

and ensure consistent adherence to standards across all QRBs. Additionally, 25 to 30 percent of 

the QRB members serve across multiple cohorts; therefore, many of the boards include at least

one veteran member.

QRB SUBMISSION METHODS

OPM requires a hiring agency to submit to the QRB the following basic materials: the specific

vacancy announcement for the SES position for which the agency is hiring; the resume of the 

candidate selected by the agency for initial appointment to the SES; and evidence the agency has 

applied merit staffing procedures through certification by the agency’s appointing official which 

documents the selection and decision to submit the candidate for QRB certification.

Additionally, OPM requires the hiring agency to submit evidence that demonstrates the 

candidate’s proficiency in the ECQs. OPM accepts agencies’ evidence/demonstration of ECQs 

that use one of three submission methods: (1) traditional written ECQ narrative; (2) QRB 

Template; and (3) Accomplishment Record.

1. Traditional ECQ Narrative

This traditional method involves the submission of a written narrative statement (limited to no 

more than 10 pages) in which the candidate provides information about the results achieved that 

reflect the candidate’s proficiency in each of the ECQs through a demonstration of a majority of 

the competencies. This submission method may provide comprehensive and detailed evidence 

supporting information for QRB review, but may also be the most burdensome and timeconsuming for the candidate. Agencies have the flexibility to use a resume-based application 

intake method, and require only the final selectee to complete the ECQ narrative for QRB 

submission.
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2. QRB Template

In lieu of an ECQ narrative, an agency may elect to submit a QRB Template. This is a 

submission method that allows the agency to populate a standard OPM Template with 

information on a candidate’s demonstrated ECQs, obtained by the agency from interviews and 

any other materials required by the agency during the agency’s merit staffing process. This 

submission method allows agencies to submit substantive information highlighting the 

candidate’s demonstration of the ECQ competencies. This submission method may be the least 

burdensome for the candidate because it eliminates the requirement for the candidate to prepare 

an ECQ narrative and requires the agency to obtain and describe the candidate’s information; 

however, it is very appropriate for the agency to consult with and involve the candidate in the 

completion of the template. This method may require more effort of agency staff to demonstrate 

a candidate’s proficiency across the ECQs. The QRB Template is provided in Appendix C.

3. Accomplishment Record

This QRB submission method involves a hybrid version of the ECQ narrative and the QRB 

Template where the applicant provides a streamlined written accomplishment record (not to 

exceed five pages) addressing certain ECQs or competencies (the hiring agency has the 

flexibility to leave the specific approach to the candidate’s discretion or the agency may set 

specific requirements depending on a number of factors including the accomplishments of the 

candidate), and the agency supplements the Narrative with a shortened QRB Template. This 

gives the agency the flexibility to focus on critical areas where they need specific information 

from the candidate and they work with the candidate to obtain that information – without 

requiring either the agency to complete an entire QRB template or the candidate to complete a 

lengthy ECQ narrative. Consequently, this method typically occupies a middle ground with 

regard to the comprehensiveness of information provided to the QRB – between the ECQ 

Narrative method and the QRB Template method – and also balances the preparation of 

materials between the agency and the candidate.

This submission method is best suited to executive positions below the highest level. Unlike 

more highly-experienced executives, candidates for these positions will generally benefit from 

the opportunity to address in greater detail specific executive competencies in their applications 

since their experience may not necessarily indicate clearly their ability to perform executive 

duties. 

OPM encourages agencies to consider piloting and implementing methods of interest, and OPM 

will offer support through technical assistance and training.
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STREAMLINED AGENCY INITIAL SES APPLICATION REQUIREMENTS 

As required by the EO, agencies are expected to identify opportunities to streamline their initial 

application requirements for SES positions. While there is no one-size-fits-all approach, agencies 

should seek to eliminate or minimize application requirements that may deter qualified

candidates from applying, when it is possible to do so and still have a merit staffing process that 

can be validated. These requirements should be used in conjunction with appropriate QRB 

submission methods that are most effective for each agency’s successful SES hiring and 

accomplishment of mission. Following are some options that agencies may consider. 

Resume-Based Application Method 

Where it produces valid results, OPM strongly encourages agencies to adopt the resume-based 

application method to help achieve an applicant pool of top executive talent that is both wellqualified and diverse. This method provides an alternative to the traditional submission by 

applicants of a resume and a 10-page written ECQ narrative statement, helping applicants and 

agencies reduce the burden of lengthy written materials at the onset of the application process. 

Following application, the agency can and should examine applicants through other methods, as 

appropriate. This method paralleled a similar previous hiring reform effort to eliminate the 

traditional Knowledge, Skills, and Abilities (KSA) written statements for the hiring of General 

Schedule positions. To apply this method, the hiring agency specifies in its vacancy 

announcement a requirement for applicants to submit only a resume, and applicants are required 

to demonstrate their proficiency in the ECQs [as well as any TQs required by the agency] 

through their resumes. This method has been shown to achieve successful results in both 

attracting qualified candidates and diversifying the applicant pool. 

Implementation of Resume-Based Application Method 

Because the resume-based application method may reduce the quantum of information an 

applicant is capable of submitting, this method is often best-suited for the senior-most positions 

requiring highly-experienced executives whose accomplishments may be readily presented. The 

resume-based method may also be appropriate for low- to mid-level SES positions if the hiring 

agency may want to mitigate the likelihood of difficulties in achieving an adequate volume of 

applications, based on past experience in filling identical or similar positions. Additionally, this 

method may be appropriate for positions for which technical qualifications are particularly 

important – including legal, engineering or scientific positions that typically require advanced 

degrees in a highly-specialized field – and where hiring agencies will want to obtain information 

on applicants’ TQs; in such instances, the resumes for such applicants will commonly highlight 

the applicant’s technical prowess, currency / stature in the field and achievements and alleviate 

the need to seek information through a written TQ statement. 
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Resources to Assist Agencies with Resume-Based Applications

Resume-Based Hiring Forum: OPM hosted an interagency forum to discuss and share 

information on the SES resume-based application method. The forum provided an opportunity to 

gather, memorialize, and share information on agencies’ experiences, including: successes; 

challenges; lessons learned; best practices; and available tools. The agencies who presented 

during this forum were early implementers of the resume-based application method and are 

available as resources and mentors for agencies interested in testing or implementing this 

method. OPM documented this Forum on video, and the video, along with a written summary of 

presenters and key points, may be accessed at: https://hru.gov/Studio_ESPS/Studio_ESPS.aspx

SES Hiring Workbook: In 2012, OPM partnered with the Partnership for Public Service to 

develop and issue an SES Hiring Workbook to support the resume-based application method.

This Workbook provides agency hiring officials and executive resources staff with a framework, 

guidance, best practices, and templates to improve the hiring of SES employees through more 

efficient and effective methods. The workbook is available at:

http://ourpublicservice.org/publications/viewcontentdetails.php?id=78

Structured Interview Questions: In 2012, to further support the resume-based hiring method, 

OPM also developed Structured Interview Questions and Benchmarking tools. This document 

provided hiring agencies with a new set of structured interview questions and benchmarks based 

on the five ECQs to provide an efficient and empirically-supported process and assessment 

methods to conduct the necessary high-quality interview assessments of candidates, which is 

particularly useful when paired with the resume-based application approach. OPM subject matter 

experts and Industrial/Organizational Psychologists developed these validated questions and 

benchmarks for each of the 22 ECQ competencies and posted the tool for agency use on OPM’s 

Executive and Schedule C System personnel system (ESCS). These tools have not been made 

publicly available because they constitute protected test materials; however, they are readily 

accessible by appropriate agency hiring personnel.

Use of Technical Qualifications 

Agencies should carefully consider the extent to which TQs are required for a given position.

OPM strongly encourages agencies to conduct a rigorous analysis of qualification requirements 

and avoid duplicating qualification requirements that are already represented in the ECQs or 

which are not essential to the effective evaluation of candidate qualifications. In that analysis, 

agencies should consider eliminating requirements for applicants to submit written TQ 

statements, at least at the initial application stage, in cases where information about a candidate’s 

TQs may be easily found in the resume or related application materials. Agency requirements for 

lengthy TQ narratives may potentially deter qualified candidate from applying. Because OPM’s 

standards for initial appointment to the SES require only demonstrated ECQs (i.e., relevant to 

demonstrating executive qualification for executive leadership positions), agencies are not 
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required to seek or assess the technical experience or expertise of SES candidates for the 

purposes of QRB review/certification.

Nevertheless, OPM clearly acknowledges and supports the interests of agencies with a strong 

need to ensure candidates possess specific technical competencies to assure the candidates’ 

qualifications to successfully perform the duties of specific positions requiring technical 

expertise; therefore, a possible additional approach is for agencies to modify the language within 

vacancy announcements to instruct applicants to clearly demonstrate their technical 

competencies through their resumes. Another possible approach is for agencies to limit TQ 

requirements to no more than one or two specific qualifications which are focused and critically

relevant to the specific position, rather than applying numerous general TQ requirements that 

may detrimentally limit the quality and breadth of the applicant pool – both by deterring talented 

leaders from applying and by excluding talented leaders from further consideration for failure to 

address technical qualifications that may not be absolutely essential to success in the position.
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Appendix A – Answers to Frequently Asked Questions about the QRB

A number of questions have been regularly raised regarding the QRB process, and OPM remains 

open to feedback as part of OPM’s continual efforts to evaluate and improve the QRB. This 

section of the guidance acknowledges the questions that have been most-frequently raised about 

the QRB. The discussion below is intended to address issues regarding the QRB and help inform 

our collective efforts to develop alternatives and solutions. 

1. Why is the QRB necessary?

Congress established the QRB process as a means of overseeing the application of merit staffing 

procedures and effectuating consistency in standards across agencies for new appointments to the 

SES. Congress intended that a neutral arbiter confirm that the ECQs had been met before an 

agency’s selectee could be appointed to a senior executive position.

OPM administers the QRB to meet the specific statutory purpose of the QRB. This function 

helps further cross-Government appointments of SES members in adherence to a 

Governmentwide standard of executive quality so the enterprise SES cadre has demonstrated the 

capability to uphold the statutory purpose of the SES set forth in 5 U.S.C. § 3131.

Additionally, the QRB is particularly important to help provide the Federal Government and the 

American public with a senior executive cadre that provides continuity across Presidential 

administrations and that is guided by the public interest and free from improper political 

interference. OPM’s merit staffing reviews and the QRB process enable the Federal Government 

to maintain critical controls to prevent the improper “burrowing” of non-career employees, as 

well as to ensure personnel actions remain free of political influence or other improprieties and 

meet all relevant civil service laws, rules, and regulations.

OPM fully agrees with the premise that agencies best understand their missions, operational 

needs, and technical work. Consequently, OPM has intentionally administered the QRB in a 

manner to give wide deference to and to respect the discretion of agencies to make initial 

selections of candidates to the SES that will best meet the requirements of the hiring agencies, 

subject to the requirements of civil service law.

2. Is the QRB process a strong predictor of SES success?

The QRB is not intended to predict executive success; rather, the QRB provides an enterpriselevel assurance that merit staffing procedures have been applied so that agency selections and

initial appointments of candidates to the SES are based upon merit with the capability of 

upholding the statutory purpose of the SES. It is important to note the QRB process has been 

intentionally designed to avoid the use of more invasive or stringent evaluations of agency 

selected candidates (e.g., interviews or performance-based assessments of candidates selected by 
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agencies), but still ensure appropriate objective review and assessment in support of its intended 

purpose.

3. With such a high approval rate (98% or higher), is the QRB really necessary and does it 

add value?

It is true that the vast majority of QRB submissions are approved. This is partly a result of 

OPM’s intentional avoidance of second-guessing agency hiring decisions. This is also a function 

of the value provided by the QRB as a control – constituting a check to discourage attempts to 

circumvent merit staffing procedures or selections of candidates for initial appointment to the 

SES for reasons other than merit, and to help ensure career SES appointments remain free of 

political influence or other improprieties and comply with applicable civil service law. Although 

data proving the avoidance of improper hiring actions does not exist, OPM is aware of a number 

of instances in recent years where the QRB process helped agencies avoid the selection of SES 

candidates for improper reasons.

4. How much time does the QRB process add to the SES hiring process?

OPM acknowledges the QRB adds an additional process and time to the SES hiring process.

Agencies are authorized to operate their own SES recruitment programs, including establishing 

and posting vacancy announcements for SES positions, and OPM has established a time-to-hire 

benchmark of 90 business days for agencies to select and submit the executive qualifications of a 

candidate for initial SES appointment following the closing of the vacancy announcement.

Agencies experience varying degrees of speed in the time required to conduct merit procedures 

which include: posting vacancy announcements; minimum qualifications review; ERB rating and 

ranking of candidates; scheduling and conducting interviews; conducting reference checks; and 

identifying the selectee.

Data regarding processing times and volume for QRB approvals / disapprovals, rewrites (also 

known as cases requiring revisions), and total QRB cases for the last two fiscal years is noted 

below. While the processing time for approvals and disapprovals does not add appreciably to an 

agency’s hiring time, OPM acknowledges the additional time in situations of rewrites and is 

working to identify ways to reduce this time. For cases that are disapproved after initial review, 

the subsequent submission is treated as a new QRB submission and is included in the below time 

frames.
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Fiscal 

Year

Approvals / Disapprovals Rewrites Total QRB Cases

# of QRB 

Cases

Average 

Processing 

Time (business 

days)

# of 

Rewrites

Rewrite 

Average 

Processing 

Time 

(business 

days)

Total # 

of QRB

cases

Total 

Average 

Processing 

Time 

(business 

days)

2014 776 12 122 42 776 16.5

2015 903 15 127 46 903 19.5

5. Can the QRB be eliminated or delegated to agencies?

Numerous requests and suggestions have been made in recent years to either eliminate or 

delegate the QRB process to agencies. Current statute requires OPM to administer the QRB 

process and does not provide OPM authority to delegate the QRB process to agencies.

6. What can be done to help eliminate some of the administrative burden on 

applicants/agencies associated with the QRB process?

The QRB process can indeed create burdens for agencies and applicants, particularly due to the 

traditional reliance on written materials. The question is whether the burden is reasonable.

Lengthy written materials may cause barriers and disincentives for candidates to apply for SES 

positions, as well as causing significant administrative burdens on hiring agencies to review and 

assess materials and to prepare QRB submissions. Consequently, over the past few years, OPM 

has partnered with Federal agencies, while benchmarking with organizations in other sectors, to 

develop new and alternative tools and methods that may help streamline and reduce burden and 

barriers in the SES hiring process (including the QRB process). OPM is committed to partnering 

with agencies to continue examining and improving the SES hiring process and the QRB process 

to reduce burdens on applicants and agencies.
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Appendix B – Summary of Applicant and QRB Submission Documentation Requirements

by Method

* Agency may require candidates to clearly address TQs within their resume or submit separate responses 

to no more than two TQ requirements (Per OPM Guidance).

Method 

QRB Submission Requirements

Candidate 

Level of 

Effort

USAJOBS

Vacancy 

Announcement

Resume ECQ 

Narrative

QRB 

Template

Accomplishment 

Record 

Traditional ECQ 

Narrative

(up to 10 pages)

Yes Yes Yes No No Significant

QRB Template Yes Yes * Yes No Minimum

Accomplishment 

Record

(5 page 

narrative)

Yes Yes * Yes Yes Moderate to 

Significant

* Agency may elect to submit ECQ narratives in lieu of the QRB template (Resume-Based Method) or 

the QRB template and Accomplishment Record (for the Accomplishment Record Method).

Method

Applicant Submission Materials

Candidate 

Level of Effort Resume

ECQ 

Narrative 

(No more 

than 10 

pages)

TQ Responses

Accomplishment 

Record 

(5 page narrative)

Traditional Yes Yes Yes No Significant

Resume-Based Yes No * No Minimum

Accomplishment 

Record Yes No * Yes Moderate to 

Significant
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Appendix C – QRB Template for use with the Resume-Based and Accomplishment Record Submission Methods

Instructions for Completion of Qualifications Review Board (QRB) Template:

This template is used in preparation for QRB certification, and captures an agency’s findings about a candidate’s executive core qualifications

(ECQs). The completion of this template is a collaborative effort between executive resources staff, the hiring manager, and must include the 

selectee.

The “Rating Panel” and “Structured Interview” notes and other documents should be used to inform this template.

Please use the “Rating” column to state your agency Executive Resources Board’s or Appointing Authority’s judgment about the candidate’s 

relative strength in each of the ECQs. Then use the “Best Evidence” column to identify/describe the basis for those judgments. (Note that the 

“Best Evidence” column will expand as you enter information. After finishing your entry, you can use the delete key to raise the bottom line of 

the column back up.) You should present both the demonstrated executive experience and results achieved in the “Best Evidence” column. Then 

identify the source of that information by using the initials:

R (Resume)

AR (Accomplishment Record)

I (Interview(s))

V (Verification) 

O (Other source of information; please specify what this other source of information is, e.g., 360-degree assessment)

As applicable, indicate where the information may be located within that source, e.g., the experience block within the Resume, the particular 

Accomplishment Record, the item or response within any record of Interview or Verification, or the place within any other (“O”) source 

document the agency relies upon as “Best Evidence” for its rating of the ECQ or competency.

Each rating should be made using the 1 through 4 scale indicated below.

1 – Demonstrated executive experience is exceptionally strong.

2 – Demonstrated executive experience is strong. 

3 – Demonstrated executive experience is mostly evident with the caveat that early supplemental development is planned. 

(If any ECQ is rated 3, the agency should specify on an attachment the kind of supplemental development planned for the candidate and the 

schedule on which it will occur.)

4 – Limited demonstrated experience. A targeted executive developmental plan must be proposed.
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If any ECQ is rated 4, the Executive Resources Board must: 1) identify any special or unique qualities that have caused the ERB to conclude 

the individual has a strong likelihood of executive success despite the lack of evidence supporting possession of the ECQ; and 2) provide an 

Executive Development Plan (EDP) that stipulates the development strategies the ERB and/or appointing authority will provide within the 

first year after appointment to strengthen the individual’s ECQ to ensure executive success. This strategy must be signed by the ERB 

chairman and/or appointing authority. A QRB will consider any special or unique qualities identified and the agency’s strategy and plan in 

determining whether to certify the candidate.

Failure to observe the above information will result in a case being returned without action.

Tips for Completing the Template:

• For the Resume-Based submission method, on average 7-9 pages should be sufficient to provide the best evidence for all ECQs.

• For the Accomplishment Record submission method, on average 5 pages should be sufficient to provide complimentary information to 

the 5 page accomplishment narrative.

• Provide 2 examples using the Situation-Task-Action-Result (STAR) model (similar to CCAR).

• When providing evidence for each ECQ, please think of the individual competencies within the ECQ; provide evidence that exemplifies 

the highest level of proficiency or mastery the candidate has demonstrated.

• While the completion of this template is a collaborative effort between executive resources staff, the selectee, and the hiring manager, 

the appointing authority or ERB Chairman is responsible for its content and affirmations.

• Clearly indicate supervisory experience.

• Provide specific detailed examples rather than general, global descriptions.
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Executive Core Qualifications Rating

(1, 2, 3 or 4)

Best Evidence (R, AR, I, V, O — if using “O”, please specify the source)

Leading Change

- Creativity and Innovation

- External Awareness

- Flexibility

- Resilience

- Strategic Thinking

- Vision

- Fundamental Competencies

Enter Rating Describe evidence of candidate’s demonstrated executive leadership.

Leading People

- Conflict Management

- Leveraging Diversity

- Developing Others

- Team Building

- Fundamental Competencies

Enter Rating Describe evidence of candidate’s demonstrated executive leadership.
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Executive Core Qualifications Rating

(1, 2, 3 or 4)

Best Evidence (R, AR, I, V, O — if using “O”, please specify the source)

Results Driven

- Accountability

- Customer Service

- Decisiveness 

- Entrepreneurship

- Problem Solving

- Technical Credibility

- Fundamental Competencies

Enter Rating Describe evidence of candidate’s demonstrated executive leadership.

Business Acumen

- Financial Management

- Human Capital Management

- Technology Management

- Fundamental Competencies

Enter Rating Describe evidence of candidate’s demonstrated executive leadership.
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Executive Core Qualifications Rating

(1, 2, 3 or 4)

Best Evidence (R, AR, I, V, O — if using “O”, please specify the source)

Building Coalitions

- Partnering 

- Political Savvy

- Influencing/Negotiating

- Fundamental Competencies

Enter Rating Describe evidence of candidate’s demonstrated executive leadership.

Appointing Authority_____________________________________________ 

(Or Chairman, Executive Resources Board)

Date____________