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Justice, Fairness, Inclusion, and Performance.


Improving CDC's Executive Recruitment, Performance Management, Compensation and On Boarding Processes

The National Academy of Public Administration (the Academy) entered into a contract with CDC to evaluate CDC’s recruitment process for senior career positions, such as the Senior Executive Service, Senior Leaders, and – at the Division Director level and above -- Title 42 Executives, Senior Biomedical Research Services Executive-Level positions, and Distinguished Consultants. CDC’s Executive and Scientific Resources Office (ESRO) has done much to provide top-quality customer service and can build upon that success to form new partnerships with customers in order to improve customer service, satisfaction, and outcomes of activities involving executive level positions.

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Key Findings

The Centers for Disease Control and Prevention (CDC) is a major operating division of the Department of Health and Human Services and is responsible for protecting public health and safety by conducting research, disseminating information, and responding to public health crises in the United States and partner countries. CDC has become even more important given its responsibilities in the areas of emergency preparedness and response to terrorism. To meet its mission, CDC must hire the best, brightest, and most committed scientific professionals and leaders to carry out its mission.


The Academy developed 9 recommendations in 4 categories:

  • executive recruiting and hiring;
  • executive pay and compensation;
  • executive onboarding;
  • executive performance management.

Study Fellows