Reviewed by Jonathan Teplitsky · Updated June 2026
The SES pay scale sets salaries for the roughly 8,000 senior leaders who run day-to-day operations across the federal government. It does not look like the GS pay scale. There are no steps, no grades, and no separate locality table. Instead, each agency sets an SES salary inside a statutory open range under 5 U.S.C. §§ 5382-5383.
This page walks through how SES pay actually works in 2026: the open-range structure, the minimum and maximum tied to the Executive Schedule, the certified versus noncertified ceiling, the aggregate cap, performance awards, and how the move from GS-15 to SES really compares once locality and bonuses are factored in.
What is the Senior Executive Service?
The Senior Executive Service is the federal government's corps of career and political executives just below presidential appointees. Members lead bureaus, regional offices, and major program areas across nearly every agency.
Congress created the SES in the Civil Service Reform Act of 1978. The goal was a flexible executive workforce that could move between agencies and be paid based on performance instead of GS rules. About 8,000 SES positions exist government-wide today.
There are three flavors of SES appointment:
- Career SES — permanent, merit-based, and the bulk of the corps.
- Noncareer SES — politically appointed; capped at 10% of total SES slots.
- Limited Term / Limited Emergency SES — short-term, capped at 3 years or 18 months.
How the SES pay scale works in 2026
The SES pay scale is an open salary range. Each agency picks a number inside that range based on the executive's experience, performance, and the role's complexity. There are no within-grade steps to climb.
The range itself is tied to the federal Executive Schedule, which sets pay for Cabinet Secretaries, agency heads, and other top officials. The Executive Schedule has five levels (EX-I through EX-V). The President's pay agent adjusts the Executive Schedule each January, so the SES band moves with it.
2026 SES pay range
The 2026 SES open-range structure is:
- Minimum: Executive Schedule Level IV salary.
- Maximum at agencies without a certified performance appraisal system: Executive Schedule Level III salary.
- Maximum at agencies with a certified performance appraisal system: Executive Schedule Level II salary.
For reference, 2025 Executive Schedule rates ran roughly $191,900 at EX-IV, $204,000 at EX-III, $221,900 at EX-II, and around $246,400-$256,000 at EX-I. The 2026 rates typically adjust 2-3.5% above those figures, so SES base pay in 2026 lands roughly in the high $190,000s at the floor and the high $220,000s at the certified ceiling. Confirm exact 2026 cell values via the OPM salaries and wages page.
Representative 2026 SES pay-range table
| Band | 2026 annual salary (approx.) | Notes |
|---|---|---|
| SES Minimum (EX-IV) | ~$196,000-$199,000 | Statutory floor for all SES. |
| SES Max — Non-Certified (EX-III) | ~$209,000-$212,000 | Default ceiling. |
| SES Max — Certified (EX-II) | ~$227,000-$231,000 | Higher ceiling for agencies with a certified appraisal system. |
| Aggregate Cap (VP salary) | ~$291,000-$295,000 | Total cash comp ceiling per 5 U.S.C. § 5307. |
Values are approximate. See OPM for the official 2026 numbers.
Certified vs noncertified performance appraisal systems
The single biggest lever inside the SES pay scale is whether the agency has a "certified" performance appraisal system. OPM and OMB certify these systems jointly. Certification means the agency has shown that its appraisal process meaningfully distinguishes performance.
An agency with certification can pay SES members all the way up to Executive Schedule Level II. An agency without it tops out at Level III. The dollar gap between Level II and Level III is roughly $17,000 to $20,000 per year. That matters for both current pay and high-3 pension calculations.
SES does not get locality pay
This is the rule that catches most GS-15s the first time they look at an SES offer. SES basic pay is intended to encompass locality. There is no separate locality table that adds 20-45% on top.
The practical effect: an SES member in San Francisco and an SES member in Boise can be paid the same basic rate, even though their GS-15 peers in those cities would not be. In low-locality regions, that makes SES a much bigger raise. In DC, San Francisco, or New York, the locality you "lose" sometimes eats most of the apparent jump.
The aggregate compensation cap
Under 5 U.S.C. § 5307, an SES member's total annual cash compensation — basic pay plus locality (none for SES), plus performance awards, plus rank awards, plus other payments — cannot exceed the salary of the Vice President. That cap was around $284,600 in 2025 and lands in the low-to-mid $290,000s for 2026. Confirm via OPM.
For most SES members, the aggregate cap only bites at the very top of the certified band combined with a large performance award and a rank award in the same calendar year. When it does bite, the excess is deferred — not lost — and paid the following January if room exists.
SES bonuses and rank awards
Performance pay is the part of the SES pay scale that actually rewards results.
- Annual performance award: up to 20% of basic pay, paid as a lump sum after the annual appraisal.
- Distinguished Executive Rank Award: 35% of basic pay, lump sum, taxable.
- Meritorious Executive Rank Award: 20% of basic pay, lump sum, taxable.
Rank awards are presidential and rare. They are awarded to roughly 1% (Distinguished) and 5% (Meritorious) of career SES members per year, and they sit inside the aggregate cap.
How to become an SES member
Most career SES members come from GS-14 or GS-15 positions and have 10-20 years of federal service. The standard path is the SES Candidate Development Program (SESCDP), which combines structured training, executive coaching, and a developmental assignment.
To qualify you must demonstrate the five Executive Core Qualifications (ECQs):
- Leading Change
- Leading People
- Results Driven
- Business Acumen
- Building Coalitions
Most SES vacancies also require Mandatory Technical Qualifications (MTQs) specific to the role. The Qualifications Review Board (QRB) at OPM certifies your ECQs before any career SES appointment is final.
SES vs GS-15: the real financial comparison
This is the question most candidates actually want answered. The honest answer is "it depends heavily on your locality."
| Comparison | Base salary range (2026, approx.) | Locality pay | Performance bonus | Total cash cap | Retirement multiplier impact |
|---|---|---|---|---|---|
| GS-15 step 10 (Rest-of-US) | ~$160,000-$165,000 base | ~17% (~$190,000 total) | Limited, often capped | EX-IV cap (~$199,000) | High-3 caps near EX-IV |
| GS-15 step 10 (DC-Balt-Arl) | ~$160,000-$165,000 base | ~33% (~$215,000 total) | Limited, often capped | EX-IV cap (~$199,000) | Capped — locality often clipped |
| SES Minimum | ~$196,000-$199,000 | None — built in | Up to 20% of base | VP aggregate cap | High-3 rises immediately |
| SES Maximum (Certified) | ~$227,000-$231,000 | None — built in | Up to 20% of base | VP aggregate cap | Largest high-3 boost |
| Aggregate Cap (VP salary) | ~$291,000-$295,000 total comp | n/a | n/a | Statutory ceiling | n/a |
Worked example: GS-15 step 10 in DC considering SES
A GS-15 step 10 in the DC-Baltimore-Arlington locality earns roughly $215,000 in total 2026 pay once locality is added. A career SES appointment at the EX-IV floor pays about $199,000 in base — and base is the whole package, since SES gets no locality.
On paper, that looks like a pay cut. In practice, the agency will usually set you above the floor, the high-3 pension impact starts on day one, and a single 15% performance award can swing the year's total cash above the GS-15 result. The real upside is the ceiling: GS-15 in DC is already squeezed against the EX-IV pay cap, while SES can climb toward the EX-II / VP cap over several years.
When SES is and isn't a financial win
SES is a clear raise in low-locality areas (Rest-of-US, Albuquerque, Huntsville). It is more subtle in high-locality areas (DC, San Francisco, New York), where GS-15 step 10 already crowds the SES floor. The long-term pension impact is the part most GS-15s underweight; even three years at SES rates can lift a FERS annuity by thousands per year for life.
SES vs SL/ST positions
SL (Senior Level) and ST (Scientific or Professional) positions pay in the same range as SES but are not part of the corps. They are non-supervisory expert roles. The pay band is similar — minimum at EX-IV, maximum at EX-III or EX-II with certification — but SL/ST roles do not require the ECQs.
Retirement: the FERS high-3 effect
FERS pensions are calculated as years of service × high-3 average salary × multiplier. SES dramatically raises your high-3 because the SES salary becomes your top three years.
A GS-15 retiring with a high-3 around $190,000 has a meaningfully smaller annuity than the same employee retiring after three years at an SES salary of $225,000. Over a 25-year retirement, that gap easily clears six figures. See the related guides on federal retirement age and the FERS retirement supplement for how that interacts with the rest of the package.
Related pay scales and benefits
- GS pay scale — the structured grade-and-step system most federal employees use.
- LEO pay scale — special rates for federal law enforcement officers.
- Foreign Service Officer pay — the parallel system used by State Department FSOs.
Sources
- OPM — Salaries and Wages (2026 Executive Schedule and SES rate tables)
- OPM — Senior Executive Service overview
- OPM — Executive Core Qualifications (ECQs)
- 5 U.S.C. §§ 5382-5383 (SES pay-setting authority)
- 5 U.S.C. § 5307 (aggregate compensation cap)
Bottom line on the SES pay scale
The SES pay scale is an open-range system tied to the Executive Schedule. In 2026 the floor is roughly EX-IV and the ceiling is EX-III (or EX-II with a certified appraisal system), with total cash compensation capped at the Vice President's salary. The real financial story is not the base — it is the bonus ceiling, the pension impact, and how much locality pay you give up to get there.
Frequently asked questions
What is the SES pay scale in 2026?
The SES pay scale is an open range. In 2026 the minimum is Executive Schedule Level IV and the maximum is Executive Schedule Level III, or Level II at agencies with a certified performance appraisal system. OPM publishes the exact dollar values each January.
Does SES get locality pay?
No. SES basic pay already includes locality. An SES member in San Francisco and one in rural Kansas can be set at the same basic rate, even though a GS-15 in those two cities would be paid very differently.
What is the SES aggregate pay cap?
Total annual cash compensation for an SES member — basic pay plus awards, bonuses, and other payments — is capped at the salary of the Vice President under 5 U.S.C. § 5307. The cap is in the high $280,000s to low $290,000s for 2026; confirm via OPM.
How much is the SES performance bonus?
An agency can pay an annual performance award of up to 20% of basic pay. Distinguished and Meritorious Presidential Rank Awards add a separate lump sum of 35% or 20% of basic pay, and both are taxable.
Is SES a big raise from GS-15?
Often less than people expect in high-locality areas. A GS-15 step 10 in DC already earns close to the SES floor once locality is added. The bigger win is the bonus ceiling and the high-3 pension boost.
How do you become a member of the Senior Executive Service?
Most career SES members come from GS-14 or GS-15 roles and complete the SES Candidate Development Program (SESCDP). You must demonstrate the five Executive Core Qualifications (ECQs) and any Mandatory Technical Qualifications (MTQs) for the role.
What is the difference between career SES, noncareer SES, and limited SES?
Career SES is permanent and merit-based. Noncareer SES is politically appointed and capped at 10% of SES positions government-wide. Limited Term and Limited Emergency SES fill short-term needs and are capped at 3 years or 18 months.
How does SES pay affect FERS retirement?
FERS uses your high-3 average salary. Even a few years at SES rates can lift your high-3 well above a GS-15 career ceiling, which can meaningfully increase your monthly annuity for life.