Senior Executive Service Investigation Notes

What is the Senior Executive Service?

An unelected group of Federally employed people that exist in the Federal Government across multiple administrations that maintain 'continuity of government'. They cannot be removed by elected officials and are not elected themselves. The term "Deep State" largely refers to "Global SES" members and affiliates that have hijacked governments around the world and use them as a weapon against the world population for power, control and wealth. Those aware of the dark spiritual forces on Earth and beyond, one might conclude that the problem goes beyond politics and given the abuse, rape and murder of children as the central sacrament & method of blackmail - it isn't far fetched to associate this group with fallen angels and gods referenced in spiritual texts around the world.

Touche Ross

  • Touche Ross & Co orchestrated the creation of the Senior Executive Service. Its roots lead back to London's financial players - notably accountants.
  • Deloitte seems to also have its roots lead - if only in part - back to Touche Ross. Deloitte reportedly has a habit of hiring outgoing CIA assets for purposes of corporate espionage. It is presumed that this also involves infiltration & control.
  • So we have London accountants working hand in glove with Jimmy Carter's


Senior Executive Service (SES)

It’s a story that goes back a decade, and has never before been told publicly. It involves several veteran CIA officers, an undercover mission and a huge haul of extremely valuable intelligence. The saga shows just how intense the competition between major accounting firms is, and just how willing they can be to engage in tactics that don’t exactly mesh with their buttoned-down corporate image.

It’s a classic tale of corporate espionage.

  • Empire Press Union
  • Army
  • Senior Executives Association, Bill Valdez, President
    • Bill Valdez was appointed as the President of the Senior Executives Association (SEA) in September 2016.  As President, Bill sets SEA’s overall strategic direction and is focused on strengthening the Senior Executive Service (SES) through legislative and policy initiatives, building a leadership pipeline for the Executive Branch, and establishing SEA as a thought leader in the Washington, DC policy debates that impact not only the SES, but all civil service employees.
      • Bill retired from Federal service as a career Senior Executive in July 2014.  His career with the Department of Energy spanned over 20 years and he has extensive knowledge in the areas of R&D portfolio analysis and evaluation, energy/environmental technologies and policies, small business development, supply chain analysis, science and engineering workforce development, budget planning and execution, diversity and equal opportunity issues, science policy, human capital processes and policies, procurement processes and policies, corporate and strategic planning, and contract management.

        Bill held the positions of Acting Director, DOE Office of Economic Impact and Diversity; Director of Business Services, Office of Energy Efficiency and Renewable Energy; and Director of Planning and Analysis, and Director for Workforce Development within DOE’s Office of Science.  In addition, Mr. Valdez was co-chair of the National Science and Technology Council’s Science of Science Policy Interagency Working Group from 2005-2014, and was a senior advisor at the White House Office of Science and Technology Policy (OSTP) in the 1990s.

        Bill is an Adjunct Faculty at American University’s School of Public Affairs, where he specializes in Federal government evaluation and strategic planning and is a co-editor of “The Handbook of Federal Government Leadership and Administration,” which was published in November 2016.

        Bill was awarded the Presidential Rank Award (meritorious) in 2007, was elected as a Fellow of the American Association for the Advancement of Science (AAAS) in 2006, and was elected to Senior Executive Association’s Board of Directors in 2005 and served as Chairman from 2011-13.

        Prior to working at DOE, Mr. Valdez worked as a Senior Project Manager in private industry where he provided strategic planning services to Asian and European multinational corporations.  He also was a reporter in Austin, Texas.

        Bill received a Bachelor of Arts from the University of Texas and his Master of Arts in International Economics and Energy Policy from the Johns Hopkins School of Advanced International Studies.

    • The Senior Executive Service (SES) lead America’s workforce. 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.” These leaders possess well-honed executive skills and share a broad perspective on government and a public service commitment that is grounded in the Constitution.

      Members of the SES serve in the key positions just below the top Presidential appointees. SES members are the major link between these appointees and the rest of the Federal workforce. They operate and oversee nearly every government activity in approximately 75 Federal agencies.

      The U.S. Office of Personnel Management (OPM) manages the overall Federal executive personnel program, providing the day-to-day oversight and assistance to agencies as they develop, select, and manage their Federal executives.






  • Background
    • Management hampered by
      • legal requirements & ordinances
      • personnel policies
    • Legal limitations
      • eligibility - outside applicants barred
      • selection - Rule of 3 limits pool of candidates
      • Mobility - Managers can't easily move from one dept to another
      • Promotion - Rate of advancement is limited - hard to reward
      • Compensation - Pay is not competitive - no reward
      • Termination - rules removing management-level personnel are complex & rarely followed
    • City Personnel Practices have impeded the development of
      • Training - training not provided
      • Performance Evaluation - decision are made without regatd to an employee's performance record
      • Career Development - promising middle-level employees must work in many differing roles within one or more departments to develop skills
      • Decentralized Personnel Management - all decisions are made centrally, by City CIvil Service Commisssion, limiting contral by top managers over their depts
  • Development of this Proposal
    • Joint project of SPUR & Office of the Mayor
    • Touch Ross & Co. with funding from US office of Personnel Management ( US CIvil Service Commission )
    • Reviewed By
  • Transistion to a Senior Executive Service
    • establish guidelines
    • Depts to complete the development of Goals & Objectives throuhg  Mayors FIRM project
    • ALL Departments required to participate in SES
    • Dept head to prepare SES plan - levels defined by CSC
    • Plan to reviewed by CSC
    • First 90d, Dept Head & SES will set standards to be met - by role - objectives established through FIRM
    • Two levels
      • Minimum Standards -
      • Superior Performance -
  • Goals: Superior Performance
    • Disputes determined by Hearing Officer with binding decision
    • Post 90d, Dept Heads may amend their plan & approved by CSC & adopted
    • 30d, SES positions will be required to join the SES
    • Persons not joining get certain pay, SES get a different pay.
      • managers not meeting min requirements no pay raise
    • Non SES persons can be fired for not meeting min reqs
    • SES persons not meeting min reqs for 2 years, demoted to preceded position & can BUMP existing non-SES persons in the process
    • Promotions require entry into SES. Vacancies will be filled ONLY with SES persons
    • List of eligibles for classes in SES will be consolidated to one list for each SES classification. Candidates will be dropped from list when it expires unless pass examination.
    • Lists will be 'augmented' from two sources:
      • Persons passing examination
      • SES incumbants with superior performance evaluation for 2 years AUTOMATICALLY lead to appointment to the next higher list in same functional grouping
    • SES persons permitted to take any examination for a next higher classification after 3 years
      • to move functional groups
      • Outsiders must be in SES-Equivalent position priot to taking an exam - might req technical experience
        • CSC will curate the exam review
    • Appointing office will be permitted to fill a vacancy with anyone on an SES list
    • Persons not entering SES during 30d period & later decide to join, must complete open examination
      • may keep job with superior performance
  • Exhibit A - Summary of Differences SES/Non-SES Civil Service Status
  • Propsed Classification System
    • Designed to
      • expand promotional opportunities for SES employees
      • Ecourage employess to move between depts during career with city. 89% never move
      • Simplify Admin of mgmt positions, number of exams required by SES
    • Lower level SES postions
      • Finance & Accounting
      • Data Processing
      • Health Services
      • Police Dev
      • Personnel & Feneral Admin
      • Human Sevscs
      • Engineering & Facility Management
    • Each grup devided into 3 levels by salary / responsibility
      • Technical knowledge > Mngmt Knowledge
    • Levels 4,5,6 - are highest levels not needing techincal knowledge
    • SES promotion follows functional lines through Level 3, then city-wide for 4,5,6