Anonymous wrote:

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Gosh, I'm sorry. Our top tier was 14 percent and a bump to our base. Can you get your agency to nominate you for a presidential rank award?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Gosh, I'm sorry. Our top tier was 14 percent and a bump to our base. Can you get your agency to nominate you for a presidential rank award?

Our top tier SES was an 11% bonus, the pool is capped at 10% by law. You must have a lower percent of SES in the top tier than we do

If the pool is 10 percent, why did the pp only get 8 percent in the top tier?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Gosh, I'm sorry. Our top tier was 14 percent and a bump to our base. Can you get your agency to nominate you for a presidential rank award?

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Gosh, I'm sorry. Our top tier was 14 percent and a bump to our base. Can you get your agency to nominate you for a presidential rank award?

Our top tier SES was an 11% bonus, the pool is capped at 10% by law. You must have a lower percent of SES in the top tier than we do

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Gosh, I'm sorry. Our top tier was 14 percent and a bump to our base. Can you get your agency to nominate you for a presidential rank award?

Anonymous wrote:Another 15-6 supervisor so this puts me right under the cap by ~ 900 bucks. I’m happy for the raise, and it will make a difference for my family, especially since my spouse is a 14. I just worry because we are rounding the bend to having kids in college and no significant pay raises in sight because of the cap. How is government supposed to retain management like this?

Anonymous wrote:

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

I am SES and I agree with much of this. Same applies for GS-15 positions. The pay for 15 and SES is not always worth it. I know so many talented people who are ALSO great at people leadership and they refuse to apply for GS-15 and SES. Many of them hate their managers and leaders. I tried using the argument "if people like you won't go for the 15 or SES, then we continue to get stuck with with narcissistic managers and leaders." My own argument is why I went the SES track. I got tired of mediocre managers and leaders making bad decisions and treating staff like crap. I don't fully regret becoming SES. I'm happy that people seem to like working under me and feel like they have psychological safety. I'm glad I can give what I rarely got coming up the ranks.

But DAMN! it's a lot of work and the compensation just doesn't match. Last week, my agency gave executives its ratings and bonuses. I appreciate that I was in tier 1 of bonuses. All execs in tier 1 (from role model performance assessment) got the same bonus percentage (8%). While I'm always appreciative of recognition, an 8% bonus is crappy given the work and results I got for the organization this year. I had a fantastic year professionally and I'm burnout too. and all I get is 8% for all the long hours and results. One of the results I achieved is saving my agency $130 million through several operational efficiencies. It's been three decades since anyone in our agency has gotten a result like this. It's being celebrated like crazy within the agency and that's just one of the 6 big outcomes from my work this year.

I know folks will say "but you work in public sector, what do you expect." I understand that argument. but I'll respond that law mandates SES bonuses be between 5 percent (minimum) and 20 percent (maximum). In the 90s and early 2000 many government executives got over 15% bonuses. Around 2006 the public and politicals started scrutinizing high bonuses for government employees. Now, the heads of agencies are reluctant to give a bonus higher than 10 percent even though the law says you can go as high as 20 percent. Yet, the demand for work and results are insane. For the record, I do NOT think government executives should be making $500k. but I do think $225-$300k salary range with a guaranteed 10-15% bonus IF you achieve outstanding results is reasonable. These positions are equivalent to VPs in private sector. So the pay should match the responsibility--even for public sector. I don't know why Americans want dumb people in management and leadership roles. You'd have better caliber executives and managers if they pay structure was a little better start at the GS-15 level.

I don't know how much longer I'll do this. I'm a young SES (41). When I reach age 50 I'll have 27 years of service. If I work this hard I might as well go to Deloitte or equivalent and grind it for a few years and get bonuses that match the results I'm delivering. It's sad because the public sector needs strong talent.

Anonymous wrote:SES is a 15 with additional high stress hours paid at less than minimum wage.
Many take it to get the experience and then bail for big bucks contractor jobs in private.
Unfortunately, too many take it because of ego.
It is amazing and laughable that Congress is not addressing pay compression and can not see that.
And the SES mismanagement shows.

Anonymous wrote:Does this years scale include Danger and Hardship differential for DC?

Anonymous wrote:Haha as 14/7 I'm also chuckling to myself that I finally make more than I did fresh out of law school in 2006. Pay compression does suck big time though! I haven't applied to some high stress 15s bc of it.