1. Guide to Writing Executive Core Qualifications (ECQs)
Office of Human Resources Management, Departmental Management
Guide to Writing Executive Core Qualifications (ECQs)
Presented by Dr. Karl Narang
Senior Executive/Associate Area Director, South Atlantic Area, USDA, ARS
Athens, GA

2. What are Executive Core Qualifications (ECQs)?
Office of Human Resources Management, Departmental Management
What are Executive Core Qualifications (ECQs)?
ECQs are the primary selection criteria for the Senior Executive Service (SES). While technical job-specific qualifications are important, the essence of the SES is the ability to lead.
ECQs are written statements describing your leadership experience.
The Office of Personnel Management(OPM) has developed ECQs that represent the critical leadership skills and competencies executives need to succeed in the 21st century.
ECQs are required as part of the process of applying for a SES position or for the SES Candidate Development Program (SESCDP).

3. What are the five Executive Core Qualifications?
Office of Human Resources Management, Departmental Management
What are the five Executive Core Qualifications?
Leading Change
Leading People
Results Driven
Business Acumen
Building Coalitions

4. What are the five Executive Core Qualifications?
Office of Human Resources Management, Departmental Management
What are the five Executive Core Qualifications?
USDA Leadership Competency Framework
ECQ #1 - Leading Change
ECQ #2 - Leading People
ECQ #3 - Results
Driven
ECQ #4 - Business Acumen
ECQ #5 -Building Coalitions
* Creativity and
Innovation
* External
Awareness
* Flexibility
* Resilience
* Strategic
Thinking
* Vision
*Conflict
Management
* Leveraging
Diversity
* Developing
Others
* Team Building
* Accountability
* Customer
Service
* Decisiveness
* Entrepreneurship
* Problem Solving
* Technical
Credibility
*Financial
* Human Capital
* Technology
* Partnering
* Political Savvy
* Influencing/
Negotiating

5. Fundamental competencies
Office of Human Resources Management, Departmental Management
Fundamental competencies
These competencies are the foundation for success in all other ECQ
competencies. These include the following:
Interpersonal Skills
Oral Communication
Integrity/Honesty
Written Communication
Continual Learning
Public Service Motivation
These competencies do not need to be addressed separately because the Fundamental Competencies cross-cut in all the five ECQs.

6. How to Prepare ECQs statements
Office of Human Resources Management, Departmental Management
How to Prepare ECQs statements
Your ECQ Statements Demonstrate Your Qualifications for the Job
Tips for Success
Tell a story
Use the Challenge-Context-Action-Result model
Focus on what you did

7. Cover all competencies Use current examples
Office of Human Resources Management, Departmental Management
How to Prepare ECQs
Tips for Success
Cover all competencies
Use current examples
Follow all instructions in announcements
carefully (font size, page limits)
Take time to do your best
Ask a SES mentor to review your draft

8. Omit results (including awards and recognition) “We” instead of “I”
Office of Human Resources Management, Departmental Management
How to Prepare ECQs
Common errors to avoid
Omit results (including awards and recognition)
“We” instead of “I”
Examples dated
Examples not at an appropriate level
Incorrect grammar, spelling
Use of confusing acronyms

9. Creativity and innovation External awareness Flexibility Resilience
Office of Human Resources Management, Departmental Management
COMPETENCIES OF ECQs
ECQ #1: Leading change
Creativity and innovation
External awareness
Flexibility
Resilience
Strategic thinking
Vision

10. Challenge/problem (cp), context (c), action (a), results (r)
Office of Human Resources Management, Departmental Management
ECQ #1 Example
Challenge/problem (cp), context (c), action (a), results (r)
(from 2010 opm guide)
Chief  Officer of Security tasked to reinvent Personnel  Security  Process, which was too bureaucratic (CP)
At FY end, 400 selected, security Clearance (SC) backlog; Zero SC adjudicated; No placement appointments (C)
Best Candidates accepted other jobs (C)
Pressure from Congress & White House to hire 4000 positions in 6 months
(recruitment, SC, & Training) to enforce borders  (currently SC in 8 months) (CP)
Identified four problems (A):
(i) Recruitment process too slow
(ii) Software outmoded
(iii) Lack of resources
(iv) No written SC – SOPs
Entry on duty & Suitability Authorization delegation to Field Offices;
Adjudication training to Field Offices (A)
OPM’s automated transmission & waivers to reduce 8 to 5 months (A)
US Office of Investigation to process fingerprints (A); 3 months to 8 days (R)
Automated linkages in all 4 Field Offices (A)
First written SOP for SC in 20 years (R)
Team building by involving all parties led to collaboration – internal and external (R)
Did meet Congressional and White House timelines or reduced the entire process to fill positions (R)

11. ECQ #2: Leading people Conflict management Leveraging diversity
Office of Human Resources Management, Departmental Management
COMPETENCIES OF ECQs
ECQ #2: Leading people
Conflict management
Leveraging diversity
Developing others
Teambuilding

12. Challenge/problem (cp), context (c), action (a), results (r)
Office of Human Resources Management, Departmental Management
ECQ #2 Example
Challenge/problem (cp), context (c), action (a), results (r)
(from 2010 opm guide)
Legal Counsel, FLRA, Acting Director for Case Production and Case Intake Units, tasked to (C):
(i) Set LR (C) community outreach goals (CP):
(ii) Improve draft quality
(iii) Staff training
(iv) Quality improvement
(v) Reorganization of legal staff of the 2 Units into 1 Unit
Faced results of Predecessor’s actions (C):
(i) GS-14 position changed to GS-13
(ii) Chairman resigned before Senate confirmed the replacement
(iii) No quorum for authority decision (just one member)
(iv) Attorney staff was a mix of new hires and  a few 30-years veterans – morale down
Took several Actions (A):
(i) Senior attorneys to mentor junior attorneys
(ii) Adjusted annual performance goals of senior attorneys to focus on new goals
(iii) Developed new training modules for the consolidated unit  (Both Unit employees involved)
Outcomes included (R):
(i) Training module adopted by Agencies in the DC area
(ii) Major improvement in quality of submissions of arguments by Unions and Agency Officials
(iii) Case production level up
(iv) Junior staff attorneys skills improved 

13. Morale and productivity were low with high turnover of staff (C/P)
Office of Human Resources Management, Departmental Management
ECQ #2 Example (Additional Experience)
Challenge/problem (cp), context (c), action (a), results (r)
(from 2010 opm guide)
Chief, Information & Technology Office – Large Private Law Firm and Led 25-member staff of managers & senior technicians
Morale and productivity were low with high turnover of staff (C/P)
Rebuilding staff (A):
(i) Filling vacant positions – leveraging diversity
(ii) Motivating unproductive staff
(iii) Reducing high absenteeism
(iv) Improving morale
Results include (R):
(i) Achieved a diverse workforce
(ii) Hired females and minorities to fill 60 percent of the office
vacancies
a. To fill 4 key management position and
b. 3 staff positions

14. Senior Manager of a law firm (embroiled in employees disputes)
Office of Human Resources Management, Departmental Management
ECQ #2 Example (additional Experience) Challenge/problem (cp), context (c), action (a), results (r) (from 2010 opm guide)
Senior Manager of a law firm (embroiled in employees disputes)
Staff and customer of the law firm on edge and engaged in shouting matches. (C/P)
(i) Relationship between staff and 1 attorney deteriorated(C/P)
Had to serve as the buffer between the employee at the law firm and customers and to keep good customer services (C)
Employee felt unappreciated for receiving a short deadline to design a new software program (C)
They engaged in an argument in front of others (C)
Met with both individuals regarding the project and expectation of the attorney (A)
Attorney agreed to extend deadline date (R)
Office tension dropped significantly after the situation was resolved (R)
The employee produced an excellent new software (R)

15. Technical credibility
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COMPETENCIES OF ECQs
ECQ #3: Results driven
Accountability
Customer service
Decisiveness
Entrepreneurship
Problem solving
Technical credibility

16. Challenge/problem (cp), context (c), action (a), results (r)
Office of Human Resources Management, Departmental Management
ECQ #3 Example
Challenge/problem (cp), context (c), action (a), results (r)
(from 2010 opm guide)
Member of the City (Springfield, IL) Zoning Commission. Tasked to lead a citizens group to plan and implement the City Improvement Program to
improve quality of life (CP):
Context: Lack of funds and apathy among public. It would require:
(i) Leading volunteers campaign for increase in city sale tax from 4-cents to 5-cents
(ii) Marketing idea to (citizen groups, local politicians) describing the benefits of an
attractive city and better access to recreational facilities.
Took several actions (A):
(i) Recruited 50 volunteers
(ii) Trained them in Capital Improvement Planning & Implementation
(iii) To build recreation facilities
(iv) TV appearances to win public support
Results  included (R)
(i) During elections, the proposed increase in sale tax was approved
(ii) New Parks built
(iii) New athletic facilities built
(iv) New walking and bike trails built

17. Budget Director, Prior Federal Service Experience
Office of Human Resources Management, Departmental Management
ECQ #3 Example (Additional Experience) Challenge/problem (cp), context (c), action (a), results (r) (from 2010 opm guide)
ECQ #3 Example from
Budget Director, Prior Federal Service Experience
Congressional Mandate to cut $25 million before the next Fiscal Year (C/P)
(i) To reach goal, need to reduce funding in all areas
(ii) Cuts in facilities, programs, and staff (primarily scientist and engineers)
(iii) Agency’s focus on saving by use of new technology
Organized task groups of Functional, Program staff and Headquarters (A)
Assigned specific goals to each group (A)
Over 4 months, employees developed various options to achieve reduction still perform critical function (A)
Directed the staff to develop a computerized spreadsheet (A)
(i) Allowed managers to immediately see the impact of their funding decision
(ii) Allowed them to continually adjust the reduction targets as cost savings information is
available
(iii) Presented several alternatives to the agency head and resulting in selection of one option (R)
(iv) Met Congressional mandate with minimal impact on agency’s mission (R)

18. Human capital management Technology management
Office of Human Resources Management, Departmental Management
COMPETENCIES OF ECQs
ECQ #4: Business acumen
Financial management
Human capital management
Technology management

19. Two major utility companies were opposed to the proposal (C)
Office of Human Resources Management, Departmental Management
ECQ #4 example
Challenge/problem (cp), context (c), action (a), results (r) (from 2010 opm guide)
Director, Department of Transportation tasked to seek clarification of the law in respect to payment of removal of utilities from a Transportation Department right-of-way (C/P)
Two major utility companies were opposed to the proposal (C)
Selected the Chair of the General Assembly Committee to introduced a study
resolution (A)
(i) The resolution required the Department, Utility companies and other stakeholders
to collaborate, develop a proposal and report back to the General Assembly the
next session (C)
(ii) The Department negotiated with the interest groups and designed an acceptable
approach (A)
Same legislator introduced the resulting legislation the following year and it was passed by the General Assembly (R)
Companies must pay for moving their utilities from rights-of-way (R)
Savings are reflected in Department’s budget (R)

20. Designed new budget strategies (A)
Office of Human Resources Management, Departmental Management
ECQ #4 example(additional experience) Challenge/problem (cp), context (c), action (a), results (r) (from 2010 opm guide)
Director, NJ Department of Transportation; $1.2M budget; Chair of 7-member Executive Committee to oversee Department’s Divisions and Programs and set priorities
City was under criticism for poor snow clearing services and high number of accidents (CP)
The officials in different divisions showed apathy toward public complaints (C)
Designed new budget strategies (A)
Increased fund allocation for snow removal and decreased fund for mowing grass along city highways (A)
Negotiated with interest groups and built consensus (A)
Fewer weather related accidents in past 12-years (R)
New Jersey DOT received high praises from citizens (R)

21. ECQ #5: Building coalitions Partnering Political savvy
Office of Human Resources Management, Departmental Management
COMPETENCIES OF ECQs
ECQ #5: Building coalitions
Partnering
Political savvy
Influencing/negotiating

22. Office of Human Resources Management, Departmental Management
ECQ #5 example
Challenge/problem (cp), context (c), action (a), results (r) (from 2010 opm guide)
Director, of State EPA Department, State economy down, Budget projections down (CP)
5% workforce lay off projected, yet U.S. EPA wants additional staffing to comply with regs or threaten to close the facilities down (CP)
State & Federal grant would no longer support State’s EPA Program (C)
Developed two options for Consideration by the Governor & General Assembly (A)
(i) Option A. Turn over the State Clean Air Act and Public Drinking Water Program to Federal
Government for administration of programs (A)
(ii) Option B.  (Preferred option): Request General Assembly for rate increase for permits and
authorizations user-fee programs (A)
(iii) Have staff and others meet with EPA regularly (A)
(iv) Persuade Governor and business groups , EPA, Public, Media to inform public of the rate
increase (A)
Results: 
(i) News media & Businesses support up  (to use fees to fund environmental programs) (R)
(ii) General Assembly though hard to convince did approve fee caps, waivers with phase-in over
3 years (R)
(iii) No staff laid off (R)
(iv) new jobs over 3 years to fill critical positions (R)
(v) Fully implemented State & Federal EPA laws. (R)