Executive Potential Program
The Executive Potential Program is a 12-month competency-based leadership development program providing training and developmental experience for high-potential executives at GS-13 - GS-15 or equivalent.
About the EPP
The Executive Potential Program is a 12-month competency-based leadership development program providing training and developmental experience for high-potential executives at GS-13 - GS-15 or equivalent. The theme is Leading Change. The objective is to equip leaders with the information, tools and experience to serve at the highest levels of government.
This program is not a Senior Executive Service Candidate Development Program, though many of its components are equivalent to SESCDPs.
Program Objectives
- Learn to lead change at the most senior levels of government
- Connect with peers across departments, agencies and sectors
- Build a portfolio of accomplishments tied to the Executive Core Qualifications
- Tackle real problems through action learning and action leadership
Who it is for
Employees at GS-13 - GS-15 or equivalent. The grade range is guidance, and readiness for the next level of responsibility matters more than the number. The program is for you if:
- You are interested in leadership at the most senior levels of government
- You want to learn how to lead change
- You want to connect with peers across government
- You want a portfolio of accomplishments mapped to the ECQs
- You want to work real problems through action learning
Cohorts and dates
Twelve months, of which 4 weeks are in session.
- Week 1September 28 - October 2, 2026
- Week 2January 11 - 15, 2027
- Week 3May 3 - 7, 2027
- Week 4September 13 - 17, 2027
Runs Feb 8, 2027 to Feb 3, 2028. Ask us about the EPP.
Runs May 3, 2027 to Apr 27, 2028. Ask us about the EPP.
Runs Aug 30, 2027 to Aug 31, 2028. Ask us about the EPP.
Ask us to confirm the next cohort, or ask about running the program as a private cohort for a single agency.
What participants do
These are the completion requirements.
Retention of a mentor
Secured at program start with a leader positioned above the participant’s level, ideally someone serving in the Senior Executive Service.
Leadership Development Plan
Built on objectives drawn from the Leadership Effectiveness Inventory 360 assessment, tracking program requirements against core competencies.
Action learning project
A small team carried through the whole program, taking on a current issue facing federal leaders and producing recommendations that can have real impact.
Developmental assignment
A minimum of eight weeks, giving exposure to different leadership and managerial experiences and perspectives.
Shadow assignment
Participants spend three days shadowing one senior executive—or three different executives across separate days—to observe leadership behaviors and managerial responsibilities directly.
Executive interviews
Five interviews with senior federal executives or high-level executives in the private or non-profit sector.
Leadership book reviews and presentations
Two or more books on leadership and management, reviewed and presented, to broaden the field and sharpen analysis.
Program impact paper
A reflection on the year: personal achievements, lessons learned, the benefit to the organization, and the next steps.
How the program is built
Assessment
The Leadership Effectiveness Inventory 360 establishes the development objectives and guides the leadership development plan.
Individual development
The mentor, the Leadership Development Plan, the eight-week developmental assignment and the executive interviews: a year of structured work outside the training weeks.
Action learning
The part participants report as the most challenging and the most applicable.
What comes out of it
For the participant
- Challenged out of your comfort zone in ways that build resilience and confidence, and show what leading at the highest levels takes
- Real problems worked with a team you have never worked with, producing results with real impact
- Best practice in the leadership and fundamental competencies tied to the Executive Core Qualifications
- Insight into the challenges other departments and senior leaders face, across government and outside it
- A lasting peer network you can depend on for support and insight
For the organization
- A senior bench developed purposefully instead of simply hoped for
- Recommendations on live problems, produced by cross-agency teams
- Candidates who arrive at an SES application with a documented ECQ portfolio
How to apply
Tuition is $8,350 and covers all materials. Most participants are funded by their agency on an SF-182.
Check the requirements
Read the program requirements above and confirm the grade range fits.
Get your agency’s approval
Your supervisor, and your training coordinator if you have one. Check whether your agency runs its own internal competitive process for these seats, because many do.
Register for the session
Choose the cohort you want and register.
Attach the funding document
A completed SF-182 or equivalent. If your agency is paying by government purchase card, give the name, email and phone number of the person responsible for payment instead. The application cannot be submitted without one or the other.
Confirmation
You will receive a confirmation on submission.
Enroll in the EPP at graduateschool.edu
Withdrawals and substitutions more than 14 days before the start are free, a cancellation inside 14 days carries a $1,000 processing fee, and once orientation begins the tuition is non-refundable. Full enrollment and refund policy.
Questions, call (202) 314-3580 or send us a note. Graduate School USA holds GSA Multiple Award Schedule contract 47QRAA24D004K, so a contracting office can order under FAR Subpart 8.4 without an open-market procurement.
Interested in the Executive Potential Program?
Tell us who you are putting forward and roughly when. We will come back with the next intake, what the application needs, and whether a private cohort makes more sense.