The career is an individual's metaphorical "journey" through learning, work and other aspects of life.  occupation or a profession that usually involves special training or formal education an individual's work-related and other relevant experiences, both inside and outside of organizations, that form a unique pattern over the individual's life span.“ (Wikipedia.com) *THE FOUR CAREER CONCEPTS *COMPARISON OF AMERICAN & BRISTISH CAREER SYSTEM *AMERICAN EFFORTS TOWARD CAREER SERVICE * THE QUESTION OF ELITES *THE CONCEPT OF SENIOR EXECUTIVE SERVICE

1. MICHEROSE DIONSON-SALADAGA
Reporter
CAREER CONCEPT

2. CAREER
•The career is an individual's metaphorical "journey"
through learning, work and other aspects of life.
• occupation or a profession that usually involves
special training or formal education
•an individual's work-related and other relevant
experiences, both inside and outside of
organizations, that form a unique pattern over the
individual's life span.“ (Wikipedia.com)

3. CAREER
•The progression of an individual in a field of
work throughout the employable years of his
life.
•Implies some degree of success.
•It is something that everyone who expects to
work for a living would like to have
(Glenn Stahl, Public Personnel Administration)

4. CAREER
-merit system for selection was not enough
-urged the creation of conditions that would provide
true careers for those who entered the service:
* careful selection of young persons
*with real opportunities for satisfying advancement
-to retain them in the service for a lifetime.

13. THE FOUR CAREER CONCEPTS
BY ROBERT N. LLEWELLYN SEPTEMBER 1, 2002
•Linear
•Expert
•Spiral
•Roamer

14. LINEAR
“Success only comes from moving up the
corporate ladder.”

15. EXPERT
“Success is being known as the best
among his or her peers.”
Example:
1. A crafter worker who yearns to be the best
welder
2. It is also the trial lawyer garnering community
recognition for a high-profile case

16. SPIRAL
“Success is being able to move
from one position to a related but
often broader position, usually
every five to 10 years.”

17. ROAMER
“Success is being able
to change jobs often”

18. COMPARISON
OF AMERICAN &
BRISTISH
SYSTEM

19. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Structure
Employed in national
agencies only or sub-
national as well?
National
agencies and
executive
agencies
National
agencies
Generalists or
specialists?
Generalists
and
specialists
Generalists
and
specialists
Size 3200 7000

20. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Structure
Mainly career or
position based?
Career Position
Displays any
features of the
other system?
Yes,
contract
appointment
of some SES
Yes, in rank-
in-person for
SES and in
OPM over-
sight

21. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Recruitment
Early or mid-
career?
Early but selection
in
mid-career
Mid-career
Basis of
selection
Merit and open; Fast
Stream
Program to
identify candidates
Merit and
open, except
for 10%
political
appointees

22. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Recruitment
Transpa-
rency in
selection
process
Merit-based
competition
through PSC
and selection for
top posts by
separate
process
Merit-based
selection &
certification
except for
political
appointment s

23. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Recruitment
Affirmative
Actions
Non -
discriminatory
Equal
Opportunity
Act and
affirmative
action for
minorities

24. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Who
manages
the SPS?
Cabinet
Office
Office of
Personnel
Management
and Agency
heads

25. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Centralization
of
management
Centralized
management
by Cabinet
Office
Considerable
decentralization
with
Central
oversight by
OPM.

26. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Succession
planning
Yes. By
Senior Civil
Services
Group in
Cabinet
Office
Yes, by
agencies in
consultation
with OPM

27. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Training
Training for
skill
building and
policy
analysis,
overseen by
cabinet
Joint
involvement
of Agencies
and Federal
Executive
Institute

28. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Employment
arrangements:
tenure or
contract?
Indefinite
contract
Indefinite
contract
Separate code
of conduct?
Special code
of conduct
Special code
of conduct
and core
qualifications

29. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Performance
appraisal
Yes Yes
Career
progression
dependent on
performance?
Yes Yes

30. COMPARISON OF AMERICAN &
BRISTISH SYSTEM
FEATURES BRITISH AMERICAN
Managing SPS for Higher Performance
Pay component
determined
by
performance?
Yes; use of
overlapping
pay bands and
performance pay
Yes; use of
overlapping
pay bands; special
fund for payment of
performance
bonuses and
departments
’ flexibility to operate
special packages

31. AMERICAN
EFFORTS
TOWARD
CAREER
SERVICE

32. AMERICAN EFFORTS TOWARDS
CAREER SERVICE
• Senior Civil Service
(Second Hoover Commision in 1955)
• Career Executive Assignment Plan
(California, 1965)
• Executive Assignment System (E.O. in 1966)
• Federal Executive Institute in 1968
• Senior Executive Service
(CS Reform Act of 1978)

33. AMERICAN EFFORTS TOWARDS
CAREER SERVICE
• Early U.S. Presidents Appointed Persons to all Federal Jobs
Based on Political Affiliation – “The Spoils System”
•Pendleton Act of 1883 Established the U.S. Civil Service
Commission (CSC) and Required Merit Based Hiring
• By the mid 1900s most Federal jobs filled Competitively
• Civil Service Reform Act of 1978 Overhauled the U.S. Civil
Service System – Eliminated Outmoded CSC
• Created the U.S. Office of Personnel Management (OPM)
to Set Policy/Guide Human Resources (HR) Management
• Created the Merit Systems Protection to Safeg

34. THE QUESTION
OF ELITES

35. •The question of elites is as old as democracy
itself.
Can a political system that is dominated
by a number of social groups who have
privileged access to resources and
positions of power be regarded as
democratic?

36. •The question of elites is as old as democracy
itself.
Can a political system that is
dominated by a number of social
groups who have privileged access to
resources and positions of power be
regarded as democratic?

37. •The question of elites .
The idea that the people’s choices
are in some way betrayed by those
whose job it is to take or implement
decisions, namely politicians and civil
servants, undermines the legitimacy
and the legitimation of governments of
whatever political stripe.

38. •The question of elites .
Debates about political elites
always come down to the question
of the location of political power,
namely who really has their hands
on the levers of power?

39. •The question of elites .
Can we not detect, behind the scenes, the
presence of hidden power networks,
communities of individuals operating on the
basis of mutual friendship, social contacts,
and common backgrounds, who set the terms
of the democratic debate, either by orienting
it in their own interests or reducing it to
hollow declarations of principle which have
little impact on the real business of
government?

40. •The question of elites .
We can go further and ask what is
the point of so-called political
competition if, right across the
political spectrum, we find the same
kinds of people, with the same social
and educational backgrounds taking
all the important decisions?

41. •The question of elites .
These questions are being asked
throughout Europe, and with increasing
urgency, as globalization and the growing
power of the financial economy lead to
doubts being raised about the
effectiveness, even the usefulness of
current representation mechanisms.

42. THE CONCEPT
OF SENIOR
EXECUTIVE
SERVICE

43. SENIOR EXECUTIVE SERVICE
•The Senior Executive Service (SES) [1]is a
position classification in the civil service of
the United States federal government, equivalent
to general officer or flag officer ranks in the U.S.
Armed Forces. It was created in 1979 when
the Civil Service Reform Act of 1978 went into
effect under President Jimmy Carter.

44. SENIOR EXECUTIVE SERVICE
• a corps of executives selected for their
leadership qualifications, serving in key
positions just below the top Presidential
appointees as a link between them and
the rest of the Federal (civil service)
workforce

45. SENIOR EXECUTIVE SERVICE
• a corps of executives selected for their
leadership qualifications, serving in key
positions just below the top Presidential
appointees as a link between them and
the rest of the Federal (civil service)
workforce

46. Pay rates
(Effective on the first day of the first applicable pay period beginning on or after
January 1, 2020)[5]
Minimum Maximum
Agencies with a Certified
SES Performance Appraisal
System
$131,239 $197,300
Agencies without a Certified
SES Performance Appraisal
System
$131,239 $181,500

47. SES Pay for Performance
• Political SES eligible for Pay Increases not Bonuses
• Career SES Eligible for Pay Increases, Bonuses, and Presidential
Rank Awards
• Pay Range in SES is from $119,554 to $179,700
• Only One Pay Increase per Year Allowed
• Performance Bonuses can be from 5-20% of Basic Pay
• Two Thirds of Career SES Received Bonuses in 2011
• Average Performance Bonus in 2011 was $10,889
• Two Levels of Rank Awards –Distinguished (35% of pay) and
Meritorious (20% of pay)
• Only 1% of Career SES can get Distinguished; 5% Meritorious

48. Risks of Being a Career SES Executive
• Performance-Based Removal With No Appeal Rights
• Reassignment Outside Commuting Area – Limited
only by 60 Day Notice and “Get Acquainted” Rule
• 1 Year “No Contact” Restriction when SES Retires
• Defending Unjustified Employee Grievances/Appeals
• Being Subject of Formal Agency or Congressional
Mismanagement or “Whistleblower” Investigation
• Suffering from Over-Work and “Burn-Out”
• Being Marginalized by Layers of Political Bosses

49. Thank you for Listening….