Career Concept

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, Pub lic 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.

5. The Four Career Concepts By Robert N. Llewellyn September 1, 2002 Linear Expert Spiral Roamer

6. Linear “S uccess only comes from moving up the corporate ladder.”

7. 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

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

9. Roamer “Success is being able to change jobs often ”

10. COMPARISON OF AMERICAN & BRISTISH SYSTEM

11. COMPARISON OF AMERICAN & BRISTISH SYSTEM BRITISH AMERICAN STRUCTURE Mainly career or position based?   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

12. 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

13. 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 Transparency in selection process Merit-based competition through PSC and selection for top posts by separate process Merit-based selection and certification except for political appointment s Affirmative Actions Non discriminato ry Equal Opportunity Act and affirmative action for minorities

14. 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

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

16. 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

17. 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.

18. 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

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

20. 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

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

22. 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

23. AMERICAN EFFORTS TOWARD CAREER SERVICE

24. 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)

25. 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

26. THE QUESTION OF ELITES

27. 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?

28. 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?

29. 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.

30. 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? 

31. 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? 

32. 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? 

33. 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.

34. THE CONCEPT OF SENIOR EXECUTIVE SERVICE

35. 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 .

36. 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

37. 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

38. 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

39. 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

40. 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 • Ongoing Federal Workforce Pay Freeze = 3 Years+

41. Thank you for Listening….