1.Short title and table of
contents
(a)This Act may be cited
as the Senior Executive Service Reform
Act of 2012
.
(b)The table of contents for this Act is as follows:
Sec. 1. Short title and table of contents.
Title I—Restoration of Career Leadership
Sec. 101. Senior Executive Service agency
appointments.
Sec. 102. Career reserved position designation for certain
administrative or management positions.
Title II—Senior Executive Service Selection and
Hiring
Sec. 201. Position assessment.
Sec. 202. Application process and notification
requirements.
Sec. 203. Candidate development programs.
Title III—Senior Executive Service Pay and Performance Management
Improvement
Sec. 301. Annual adjustment for senior executives and other
senior employees at the fully successful level or higher.
Sec. 302. Inclusion of executive performance awards and bonuses
in basic pay for retirement annuities.
Sec. 303. Certification of agency performance appraisal
systems.
Sec. 304. Transparency of ratings for performance appraisals
and rating reductions of senior executives.
Sec. 305. Transparency of Senior Executive Service rankings and
pay.
Sec. 306. Performance plans.
Sec. 307. Effective dates.
Title IV—Senior Executive Service Career Development
Sec. 401. Senior Executive Service Resource Office.
Sec. 402. Senior Executive Service executive development
plans.
Sec. 403. Senior executive onboarding programs.
Sec. 404. Senior Executive Service rotation
programs.
Sec. 405. Effective date.
Title V—Senior Executive Service Diversity Assurance
Sec. 501. Career appointments.
Sec. 502. Encouraging a more diverse Senior Executive
Service.
<enum>I</enum><header>Restoration of
career leadership</header>
<section id="H9BB0FAA45D91476889F21E00839C1555"><enum>101.</enum><header>Senior
Executive Service agency appointments</header><text display-inline="no-display-inline">Section 3134 of title 5, United States Code,
is amended—</text>
<paragraph id="H822B24C3580F4906A18002055A5650DF"><enum>(1)</enum><text display-inline="yes-display-inline">in subsection (b)—</text>
<subparagraph id="HEFDC8F8941B94187A276B9998D1A660A"><enum>(A)</enum><text>by inserting
<quote>(1)</quote> after <quote>(b)</quote>; and</text>
</subparagraph><subparagraph id="HEBB587B9C5BA4A6DB5BFDBEB96F06C0E"><enum>(B)</enum><text>by adding at the
end the following:</text>
<quoted-block display-inline="no-display-inline" id="H7977807037084E268C54541CD705A43B" style="OLC">
<paragraph id="H620BBF4C95F24B9DB5759927D163113F" indent="up1"><enum>(2)</enum><text>The total number of Senior Executive
Service positions used to determine the 10-percent limitation under paragraph
(1) for available positions for noncareer appointees shall be based on filled
Senior Executive Service positions at the start of each fiscal year, not total
authorized positions.</text>
</paragraph><after-quoted-block>;
</after-quoted-block></quoted-block>
</subparagraph></paragraph><paragraph id="H0527C99D60E3483798DC44E8B8D50CC9"><enum>(2)</enum><text>in subsection
(d)(1), by striking <quote>25 percent</quote> and inserting <quote>15
percent</quote>;</text>
</paragraph><paragraph id="HE1B86CFC5230478FBE3ED963A8BBD4A8"><enum>(3)</enum><text>by redesignating
subsection (e) as subsection (f); and</text>
</paragraph><paragraph id="H2D255E08E46043D893F33C293ED94AC7"><enum>(4)</enum><text>by inserting after
subsection (d) the following:</text>
<quoted-block display-inline="no-display-inline" id="H7A6DFC064E744E538AE81228D737448B" style="OLC">
<subsection id="HA0B105DB79E34DBCA10ACF52572C5779"><enum>(e)</enum><text>The total number
of Senior Executive Service positions used to determine the 15-percent
limitation under subsection (d)(1) for available positions for noncareer
appointees shall be based on filled Senior Executive Service positions at the
start of each fiscal year, not total authorized
positions.</text>
</subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section id="H8F700793E2694A8DA47435A060FEB4AA"><enum>102.</enum><header>Career reserved
position designation for certain administrative or management
positions</header>
<subsection id="HB04F4D6340D94C20B67AC96D2703FFD3"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">Chapter 14 of title
5, United States Code, is amended by adding at the end the following:</text>
<quoted-block display-inline="no-display-inline" id="H119A9C69E0EE4C5C99B49032AB7CD752" style="USC">
<section id="HAF568291709D4DCFAC901C78350DBFCC"><enum>1403.</enum><header>Career
reserved position designation for certain administrative or management
positions</header>
<subsection id="H7EAC8E05F2CD4FBDBCD463CCB0DD1201"><enum>(a)</enum><paragraph commented="no" display-inline="yes-display-inline" id="H11833FA3DAF04A4DBBB5AD6E2204CE51"><enum>(1)</enum><text>The head of each agency
referred to under paragraphs (1) and (2) of section 901(b) of title 31 shall
establish a position which is, or is comparable to, an assistant secretary for
administration or management.</text>
</paragraph><paragraph id="H6AAF08AA6B0540C590770D9D368ADE99" indent="up1"><enum>(2)</enum><text>Each agency assistant secretary for
administration or management, or incumbent of a comparable position,
shall—</text>
<subparagraph id="HDFB5A79A583E4368932B2992FEA3B001"><enum>(A)</enum><text>be appointed in accordance with the
law, or if no law provides for that appointment, by the head of the
agency;</text>
</subparagraph><subparagraph id="H9BB11B8054BA426DBCCC99765AC5F472"><enum>(B)</enum><text>be a member of the career Senior
Executive Service;</text>
</subparagraph><subparagraph id="H21E4B0BC2C1545A182A9F3D1509BBB90"><enum>(C)</enum><text>be appointed or designated, as
applicable, from among individuals who possess demonstrated ability in general
management of, and knowledge of, and extensive practical experience in areas
such as, procurement, human capital, information technology, and related
matters; and</text>
</subparagraph><subparagraph id="H51E9F1BD81F84A91932C9278F88E08B5"><enum>(D)</enum><text>perform such duties as the head of the
agency shall prescribe.</text>
</subparagraph></paragraph></subsection><subsection id="H17AB3CC106824569A0A8585CBF6D4F4E"><enum>(b)</enum><text>If the individual
serving in any position of assistant secretary or in any comparable position in
an agency described under subsection (a) is not a career appointee as defined
under section 3132(a)(4), the head of that agency shall appoint a career
appointee to the position of the principal deputy to that assistant secretary
or the officer in that comparable position.</text>
</subsection><subsection id="H3EDB36C13E9E4F98B6E4D8A98C403090"><enum>(c)</enum><text>The head of each
agency shall appoint a career appointee to the positions which entail direct
responsibility for agency-wide programs or functions in the following
occupational disciplines:</text>
<paragraph id="H04CB8B484609429DBCEF72B8895D5FC1"><enum>(1)</enum><text>Acquisition.</text>
</paragraph><paragraph id="HB92A5DECF62D42B2B88E60119EA7BB39"><enum>(2)</enum><text>Information
Technology.</text>
</paragraph><paragraph id="H283CD250CDF9440AAE984E710594C7D0"><enum>(3)</enum><text>Human
Resources.</text>
</paragraph></subsection></section><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection><subsection id="H09415941E29F4112917E1466CF5F3D63"><enum>(b)</enum><header>Technical and
conforming amendment</header><text>The table of sections for chapter 14 of
title 5, United States Code, is amended by inserting after the item relating to
section 1402 the following:</text>
<quoted-block id="H5BF426ED15B64741825FF348166D1F06" style="USC">
<toc>
<toc-entry level="section">Sec. 1403. Career reserved position
designation for certain administrative or management
positions.</toc-entry>
</toc>
<after-quoted-block>.</after-quoted-block></quoted-block>
</subsection><subsection id="H776EEA8ED0C84F588E679235E7F7977F"><enum>(c)</enum><header>Regulations</header><text>The
Office of Personnel Management shall prescribe regulations to carry out this
section.</text>
</subsection></section><enum>II</enum><header>Senior Executive
Service Selection and Hiring</header>
<section id="H15757C4DDD574446985316580EFC61C2"><enum>201.</enum><header>Position
assessment</header>
<subsection id="H351B8FD48E4746729B6F20BD67C7C2DD"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">When a position
becomes vacant, each agency shall evaluate the position to determine the skills
and qualifications necessary for the position.</text>
</subsection><subsection commented="no" id="HB509AE5BD8204386BD878FB99E127D99"><enum>(b)</enum><header>Actions To be
taken if requirements not met</header>
<paragraph id="H92B523BA095A4A918185F4E80E61EA4A"><enum>(1)</enum><header>Reclassification</header><text>If
the position is found not to meet the requirements of section 3132(a)(2) of
title 5, United States Code, it should be reclassified as a Senior Leader or
Senior Technical position.</text>
</paragraph><paragraph commented="no" id="H002FB04076AF44E1A3A1089E7DA3BCD0"><enum>(2)</enum><header>Increased
allocation</header><text>The Office of Personnel Management shall increase the
allocation of Senior Leader and Senior Technical positions to support the
proper classification of positions.</text>
</paragraph></subsection></section><section id="HFA31EA949D6B492E8D9A7520D70A2AA8"><enum>202.</enum><header>Application
process and notification requirements</header>
<subsection id="H9E2126ED59224B578ABA483EF2174A67"><enum>(a)</enum><header>Application
process</header><text display-inline="yes-display-inline">Not later than 180
days after the date of enactment of this Act, the head of each agency shall, in
consultation with the Office of Personnel Management and the Office of
Management and Budget, ensure that processes are implemented—</text>
<paragraph id="HB016520EBE584D1A8A870989B945EA62"><enum>(1)</enum><text>to ensure that
positions that are on the announcements of vacant positions are open for a
reasonable period of time, as determined by the head of the agency, to afford
time for applicants from diverse backgrounds to submit an application;</text>
</paragraph><paragraph id="H3998E521C8284F5EBEE762551BCB3D49"><enum>(2)</enum><text display-inline="yes-display-inline">to allow applicants to submit a cover
letter, resume, and answers to brief questions, such as questions relating to
United States citizenship and veterans status, to complete an initial
application;</text>
</paragraph><paragraph id="H9C34F47FA36A47748701FB0D78A2D2BF"><enum>(3)</enum><text display-inline="yes-display-inline">to ensure that lengthy written Executive
Core Qualification narratives are not required as part of an initial
application;</text>
</paragraph><paragraph id="HABD5D9D9629D405BB80CB75E34AEA5A9"><enum>(4)</enum><text display-inline="yes-display-inline">to ensure that the submission of additional
material in support of an application is not required, unless necessary to
complete the hiring process; and</text>
</paragraph><paragraph id="HC62F6A365393447482632D0957FDF97E"><enum>(5)</enum><text display-inline="yes-display-inline">to include the hiring manager in all parts
of the hiring process, including—</text>
<subparagraph id="HF5D9A46634164ECB911838C370337F18"><enum>(A)</enum><text>determining
skills, competencies, and job responsibilities;</text>
</subparagraph><subparagraph id="H663C28087E7F4C1498F8FB077618417B"><enum>(B)</enum><text>targeted
recruitment;</text>
</subparagraph><subparagraph id="H65839D3C237E41DF8715A5A77E2C769A"><enum>(C)</enum><text>drafting the
announcement of the vacant position;</text>
</subparagraph><subparagraph id="H5C2B02957D7B4E39BF3FF28D3C2BC2D0"><enum>(D)</enum><text>review of the
initial applications;</text>
</subparagraph><subparagraph id="HF777B0B2D383454A9B1EA541FEBB6BB7"><enum>(E)</enum><text>interviewing the
applicants; and</text>
</subparagraph><subparagraph id="HA9A4009BCA7641F381662B5694DD3AD1"><enum>(F)</enum><text>the final
decisionmaking process.</text>
</subparagraph></paragraph></subsection><subsection id="H69AB73C620DC4E6DBC848876B21D540D"><enum>(b)</enum><header>Notification
requirements</header>
<paragraph id="HEF4A138924964E8F9C88F13FC9EF0E34"><enum>(1)</enum><header>In
general</header><text>The head of each agency shall ensure that there are
mechanisms under which each applicant for a vacant position shall receive
timely notification of the status of such application or provide the applicant
the ability to check on the status of such application.</text>
</paragraph><paragraph id="HBA14B6C85F3A43F6B77277926725FEDB"><enum>(2)</enum><header>Applicants not
selected</header><text>The agency shall provide notification to any applicant
who is not offered employment, to the effect that the position sought by such
applicant is no longer open, not later than 10 business days after the date on
which—</text>
<subparagraph id="H46FB8C822B884841B9B389548E444BDE"><enum>(A)</enum><text>a candidate has
accepted an offer of employment; or</text>
</subparagraph><subparagraph id="HF01824CF86AA473F82191F327531150B"><enum>(B)</enum><text>the announcement
of the vacant position has been cancelled.</text>
</subparagraph></paragraph></subsection></section><section id="H750D5CAA9961488E91266C5672C5C9BE"><enum>203.</enum><header>Candidate
development programs</header>
<subsection id="H03BD5A3DAD654CFDA0F365BF1CE7C117"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">Agencies shall take
steps to strengthen Candidate Development Programs to prepare aspiring leaders
for the Senior Executive Service.</text>
</subsection><subsection id="HFC3D3B3D39FA4C51A4A423916FD6B9D2"><enum>(b)</enum><header>Succession
Plans</header><text>Agencies shall align Candidate Development Programs with
agency succession plans to ensure an adequate pipeline of qualified individuals
who are well prepared for positions in the Senior Executive Service.</text>
</subsection><subsection id="HDA7FA9DD9E6E4B2E9F3CB98B49B02AD7"><enum>(c)</enum><header>Rotational
Experience</header><text>To improve the quality of the rotational experience,
agencies shall—</text>
<paragraph id="H60E9020B7E3648B9B1302505BF9E2982"><enum>(1)</enum><text>involve executive
advocates and coaches in advising, selecting and securing rotational
assignments for participants;</text>
</paragraph><paragraph id="H8D616A1335FA41B6AE4847B9C9DF930B"><enum>(2)</enum><text>establish
rotational onboarding programs to ease the cultural transition;</text>
</paragraph><paragraph id="HAC566EAE96494C77BEC5467E427B8392"><enum>(3)</enum><text>expand the minimum
length of rotation to 180 days to ensure an opportunity to accomplish
results;</text>
</paragraph><paragraph id="HA368217AA58646939B5997F118B68903"><enum>(4)</enum><text>design Candidate
Development Program rotations that provide executive level responsibility;
and</text>
</paragraph><paragraph id="H6EE8418E13BE45CB8066A0290F620696"><enum>(5)</enum><text>provide
reorientation for Candidate Development Program participants when they return
to their home position.</text>
</paragraph></subsection><subsection id="H5DB1EB6E7EA54E3299E6BC456EC0EB86"><enum>(d)</enum><header>Mentors</header><text>Agencies
shall assign mentors at the time of program selection for the duration of the
Candidate Development Program.</text>
</subsection></section><enum>III</enum><header>Senior Executive
Service pay and performance management improvement</header>
<section id="H25F8655F46EE4AA4804FF4387694412C"><enum>301.</enum><header>Annual
adjustment for senior executives and other senior employees at the fully
successful level or higher</header>
<subsection commented="no" id="H99EEED8C0CA647A3A87655D3CE86E95B"><enum>(a)</enum><header>Prohibition on
quotas and forced distributions</header><text display-inline="yes-display-inline">Section 4314 of title 5, United States
Code, is amended by adding at the end the following:</text>
<quoted-block display-inline="no-display-inline" id="H9D87260D5DF4446AA3E085A8ADBAE006" style="OLC">
<subsection commented="no" id="H676359414AF649059A399B6B90B12735"><enum>(d)</enum><text display-inline="yes-display-inline">Any determination under this section shall
be made without the use of any quota or forced distribution of
ratings.</text>
</subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection><subsection id="H60E15A5C94434DD6BF3C39B092531B30"><enum>(b)</enum><header>Pay for certain
senior-Level positions</header><text>Section 5376(b) of title 5, United States
Code, is amended by striking paragraph (2) and inserting the following:</text>
<quoted-block display-inline="no-display-inline" id="H5800B3682164426CAA926BFE18925BCF" style="OLC">
<paragraph id="H1D37E95FB1124756A51476B439607D14" indent="up1"><enum>(2)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="HCCE4B50ACD4846208E36B1AE67059B3D"><enum>(A)</enum><text>Subject to paragraph
(1), effective at the beginning of the first applicable pay period commencing
on or after the first day of the month in which an adjustment takes effect
under section 5303 in the rates of pay under the General Schedule, each rate of
pay established under this section for positions within an agency shall be
adjusted, in the case of an employee in such a position whose most recent
performance appraisal rating is the equivalent of fully successful or higher,
by the total average adjustment in rates of pay authorized by sections 5303 and
5304.</text>
</subparagraph><subparagraph id="H1E8D201ACAF14CBD8B6FEFE837630F89" indent="up1"><enum>(B)</enum><text>Subject to paragraph (1),
subparagraph (A) shall not limit the authorization of an annual adjustment
based on performance or contribution to agency mission that is greater than the
amount provided for in this
section.</text>
</subparagraph></paragraph><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection><subsection id="H02771709621E4F118286C5DD4FBEF640"><enum>(c)</enum><header>Setting senior
executive pay</header><text>Section 5383 of title 5, United States Code, is
amended by striking subsection (c) and inserting the following:</text>
<quoted-block display-inline="no-display-inline" id="H0F3BC2E56B6C4FA69F3A039DD870638B" style="OLC">
<subsection id="HD5732D5B2DC140FA9802EDC6E3EF239D"><enum>(c)</enum><paragraph commented="no" display-inline="yes-display-inline" id="HBE31113563C340F3B3DEA631DCC4E90B"><enum>(1)</enum><text>Effective at the
beginning of the first applicable pay period commencing on or after the first
day of the month in which an adjustment takes effect under sections 5303 and
5304 in the rates of pay under the General Schedule, each rate of pay
established under this section for positions within an agency shall be
adjusted, in the case of an employee in such a position whose most recent
performance appraisal rating is the equivalent of fully successful or higher,
by the total average adjustment in rates of pay authorized by sections 5303 and
5304.</text>
</paragraph><paragraph id="HE51BE55591614FEBAC38D560D0B003E6" indent="up1"><enum>(2)</enum><text>Subject to paragraph (1), this
subsection shall not limit the authorization of an annual adjustment based on
performance or contribution to agency mission that is greater than the amount
provided for in this section.</text>
</paragraph><paragraph id="H1189B164FC8A4A29AC673E2465697EF5" indent="up1"><enum>(3)</enum><text>This subsection shall comply with any
requirement established under section 5382.</text>
</paragraph><paragraph id="HD2D9A76F5EDE4A92B9B9F9939B331C1F" indent="up1"><enum>(4)</enum><text>Except as provided under paragraph
(3), this subsection shall not limit the head of an agency from authorizing an
annual adjustment that is greater than the amount provided for in this
section.</text>
</paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection><subsection id="HA17809700C90438EBBB053ADCE3BC451"><enum>(d)</enum><header>Setting
individual senior-Level pay</header><text>Section 5383(e) of title 5, United
States Code, is amended by adding at the end the following:</text>
<quoted-block display-inline="no-display-inline" id="H48E19A4B951B4CAE867B302C1D493FD7" style="OLC">
<paragraph commented="no" display-inline="no-display-inline" id="HBF5CA13E677C41258DBBCC21F2D6952D" indent="up1"><enum>(3)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="HCE3D689C090246698A7791F0A4A294A9"><enum>(A)</enum><text>In this paragraph, the
term <term>covered appointee</term> means—</text>
<clause commented="no" display-inline="no-display-inline" id="H5D080109ED094565850BDC85A508130C" indent="up1"><enum>(i)</enum><text>an appointee to a senior level
position described under section 5376(a)(1) or (2); or</text>
</clause><clause commented="no" display-inline="no-display-inline" id="HD85C0C7050B54AAFA154337270CD7951" indent="up1"><enum>(ii)</enum><text>an appointee to the FBI–DEA Senior
Executive Service established under section 3151.</text>
</clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="HD6C538B5A1154CEA857B089F2E85201C" indent="up1"><enum>(B)</enum><text>Paragraphs (1) and (2) shall apply to
covered appointees—</text>
<clause commented="no" display-inline="no-display-inline" id="H0F48DB8F1A0642BD94DE4C40856B5A80"><enum>(i)</enum><text>by substituting <quote>covered
appointee</quote> for <quote>career appointee</quote>; and</text>
</clause><clause commented="no" display-inline="no-display-inline" id="HF6CBD475F6BF4EF0A66FDD4D6F77F4B8"><enum>(ii)</enum><text>by substituting <quote>a career
position as a covered appointee</quote> for <quote>a career reserved position
in the Senior Executive
Service</quote>.</text>
</clause></subparagraph></paragraph><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection></section><section id="HA6EB3D34865B458BA6B2151193E596EE"><enum>302.</enum><header>Inclusion of
executive performance awards and bonuses in basic pay for retirement
annuities</header>
<subsection id="H69A106E407BF43B9AD07962FCA9C3D8A"><enum>(a)</enum><header>Definition of
basic pay</header><text display-inline="yes-display-inline">Section 8331(3) of
title 5, United States Code, is amended—</text>
<paragraph id="HBB44978882614C28ACECD19D4FD51394"><enum>(1)</enum><text display-inline="yes-display-inline">in subparagraph (G), by striking
<quote>and</quote> after the semicolon;</text>
</paragraph><paragraph id="H42859389D3FB447A9D4FB47574017B49"><enum>(2)</enum><text display-inline="yes-display-inline">in the matter following subparagraph (H),
by striking <quote>subparagraphs (B) through (H)</quote> and inserting
<quote>subparagraphs (B) through (J)</quote>; and</text>
</paragraph><paragraph id="H5535A772A38A4B8890EEFF56C22C169A"><enum>(3)</enum><text display-inline="yes-display-inline">by inserting after subparagraph (H) the
following:</text>
<quoted-block display-inline="no-display-inline" id="HC79371C2FB314DA48B3851314A10B10F" style="OLC">
<subparagraph id="HA2F3E6CC72F846E59315CA9CE54D5412"><enum>(I)</enum><text>with respect to a
member of the Senior Executive Service, performance awards under section 5384;
and</text>
</subparagraph><subparagraph id="H3150B69020C34A9394F08AF673D25473"><enum>(J)</enum><text>with respect to a
senior executive as defined under section 3132(a)(3), a member of the FBI–DEA
Senior Executive Service established under section 3151, and senior level
positions compensated under section 5376—</text>
<clause id="H4746A5B164724F93850AB8B530AAB910"><enum>(i)</enum><text>agency awards
under section 4503;</text>
</clause><clause id="H8C25A2EC064C44E9A49BB10E9FBD2DA2"><enum>(ii)</enum><text>performance
awards under section 4505a;</text>
</clause><clause id="H20301EB288DC44C38019C793F8116D41"><enum>(iii)</enum><text>bonuses under
section 5754; and</text>
</clause><clause id="HF85C3B3A78EF4D84A092FF348C545BCE"><enum>(iv)</enum><text>bonuses under
section
5753;</text>
</clause></subparagraph><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></subsection><subsection id="H1CD870C0A68842AA9CB97550248EC436"><enum>(b)</enum><header>Application</header><text display-inline="yes-display-inline">The amendments made by this section shall
apply only to bonuses and awards granted to an employee after the date of
enactment of this Act.</text>
</subsection></section><section commented="no" id="H601E4682D53B4D65A60C9C5FFD38F475"><enum>303.</enum><header>Certification
of agency performance appraisal systems</header><text display-inline="no-display-inline">Section 5307(d)(3) of title 5, United States
Code, is amended—</text>
<paragraph id="HEF7A6C082E1F4D7F8559ED606B4FE4DF"><enum>(1)</enum><text>in subparagraph
(A), by striking <quote>and the Office of Management and Budget
jointly</quote>;</text>
</paragraph><paragraph commented="no" id="H261FFD7ECF0247EB8B99F69EE7912F40"><enum>(2)</enum><text display-inline="yes-display-inline">in subparagraph (B), by striking <quote>not
to exceed 24 months</quote> and inserting <quote>of 36 months</quote>;</text>
</paragraph><paragraph id="H866D2623B447411C9CB0416D50EA92C2"><enum>(3)</enum><text>in subparagraph
(C), by striking <quote>, with the concurrence of the Office of Management and
Budget</quote>; and</text>
</paragraph><paragraph id="H033D9635FF2B4DBBB80E9148C21A1655"><enum>(4)</enum><text>by adding at the
end the following:</text>
<quoted-block display-inline="no-display-inline" id="H44BB261C3AFF4CECAD62AA262A3E7BBC" style="OLC">
<subparagraph id="H2A4CDFEECDC04015AB4399DADE6E0430" indent="up2"><enum>(D)</enum><clause commented="no" display-inline="yes-display-inline" id="H22C0542329AA4AA0A34D5B494BBB19F4"><enum>(i)</enum><text>The Office of Personnel
Management may annually review the information provided by agencies under
section 4314(c)(6) to determine whether the agency meets minimum certification
requirements.</text>
</clause><clause id="H983F351E551B4901A0B954AB6498E843" indent="up1"><enum>(ii)</enum><text>At the discretion of the Office, the
Office may review the certification of an agency and request the agency to
submit information to support certification at any time during the
certification period.</text>
</clause></subparagraph><subparagraph id="H8AA75ED796A74706B69F5553D7D1C459" indent="up2"><enum>(E)</enum><clause commented="no" display-inline="yes-display-inline" id="HDEA65C2F189A490FA4070F725779FD08"><enum>(i)</enum><text>An agency that has
received certification from the Office of Personnel Management shall not make
changes to that agency’s performance appraisal system without approval from the
Office of Personnel Management.</text>
</clause><clause id="HF951806E8CDC45CB96F4E7A4B2A68B34" indent="up1"><enum>(ii)</enum><text>The Office of Personnel Management
shall review annual performance plans to ensure agency compliance and
implementation.</text>
</clause></subparagraph><subparagraph id="H49EA63FD0F7943AA8529B02788114FFD" indent="up2"><enum>(F)</enum><text>The termination of certification
during the certification period shall be preceded by—</text>
<clause commented="no" id="HF7DA4D1AEE2E4E0A9103E1E0735A3102"><enum>(i)</enum><text>notification from the Office of
Personnel Management to an agency about what the agency is required to do to
continue its certification; and</text>
</clause><clause commented="no" id="H2FEE1E9F086643139DD0E7C94141E37F"><enum>(ii)</enum><text>a reasonable period of time following
the notification referred to under clause (i) to take corrective
action.</text>
</clause></subparagraph><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section commented="no" id="HB927B8CDABD44263A513DC31B541FBB5"><enum>304.</enum><header>Transparency of
ratings for performance appraisals and rating reductions of senior
executives</header><text display-inline="no-display-inline">Section 4314(c) of
title 5, United States Code, is amended—</text>
<paragraph commented="no" id="H14FBC7F8CFA9462F910A49411A1A6636"><enum>(1)</enum><text display-inline="yes-display-inline">in paragraph (2)—</text>
<subparagraph commented="no" id="HF6C69AEF982F497592B9C4673EE710C6"><enum>(A)</enum><text display-inline="yes-display-inline">by inserting <quote>(A)</quote> after
<quote>(1)</quote>; and</text>
</subparagraph><subparagraph commented="no" id="H74FDE4BD8C934C2DACFA345C5BB1D0B6"><enum>(B)</enum><text>by adding at the
end the following:</text>
<quoted-block display-inline="no-display-inline" id="HD5B3E5C07C4042C3B9A2803C759FABAA" style="OLC">
<subparagraph id="HDAD597C123334F0FB217664862921467" indent="up2"><enum>(B)</enum><text>When recommending a lower rating than
was assigned in the initial appraisal of a senior executive's performance, a
written explanation providing reasons for the lower rating shall be provided to
the senior executive by the board not later than the date the recommendation is
made.</text>
</subparagraph><after-quoted-block>;</after-quoted-block></quoted-block>
</subparagraph></paragraph><paragraph commented="no" id="H88BB2E255B224483A165D0D939E55583"><enum>(2)</enum><text>in paragraph (3),
by inserting after the period the following: <quote>Not later than 30 days
after an appraisal and rating is made for a senior executive, the agency shall
provide the senior executive with notification of that appraisal and rating,
including, as applicable, a written explanation of reasons why a lower rating
is assigned than is recommended by the board.</quote>; and</text>
</paragraph><paragraph commented="no" id="HF0B32AACE813438C82A3F28E838640B7"><enum>(3)</enum><text>by adding at the
end the following:</text>
<quoted-block display-inline="no-display-inline" id="HA7D42F424D5D47458A04E19A5283C913" style="OLC">
<paragraph commented="no" display-inline="no-display-inline" id="H8D4B61CB4EE34FE592C0856AFCBAD3A1" indent="up1"><enum>(6)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="HBF4BEAA97F5544D9B2C5FD314979B65A"><enum>(A)</enum><clause commented="no" display-inline="yes-display-inline" id="H23A50687290A40558B2E7BA131D8EBBF"><enum>(i)</enum><text display-inline="yes-display-inline">Each agency having 10 or more career
appointees shall annually publish on the agency Web site the overall number of
ratings awarded to members of the Senior Executive Service at each performance
rating level, including—</text>
<subclause id="H84872DE58F4048B2A6FD979E65BD010C" indent="up1"><enum>(I)</enum><text>the average overall salary
adjustment at each level;</text>
</subclause><subclause id="H75BC038D765C43858EA3595BA33FBDF8" indent="up1"><enum>(II)</enum><text display-inline="yes-display-inline">the minimum and maximum adjustment at each
level;</text>
</subclause><subclause id="H282B5FDD4B4E47F3ADE1BEA82E8F710E" indent="up1"><enum>(III)</enum><text>the percentage of senior
executives at each rating level who received the minimum and maximum salary
adjustment; and</text>
</subclause><subclause id="H4E2D167906A34F9F8ED2FC421990AEC6" indent="up1"><enum>(IV)</enum><text display-inline="yes-display-inline">the number of senior executives who
received performance awards under section 5384 and the average amount of those
awards.</text>
</subclause></clause><clause commented="no" display-inline="no-display-inline" id="HFCCCF1F6570744A3ABD7B62ED477F6BD" indent="up2"><enum>(ii)</enum><text>Rating levels and salary adjustment
information under clause (i) shall be provided separately for career and
noncareer senior executives in agencies having 10 or more noncareer senior
executives.</text>
</clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="H385623498C2C4B15B965E82A88C7D61C" indent="up1"><enum>(B)</enum><text display-inline="yes-display-inline">Each agency shall annually publish on the
agency Web site an internal plan which describes a system for determining
Senior Executive Service salary and bonus
amounts.</text>
</subparagraph></paragraph><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section commented="no" id="HB46D3251E15D40AAA9A366C99C14C26F"><enum>305.</enum><header>Transparency of
Senior Executive Service rankings and pay</header>
<subsection commented="no" id="H90B124EA43FE47D3969F1C72667B026E"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">Chapter 43 of title
5, United States Code, is amended—</text>
<paragraph commented="no" id="H550AC7CD0377472FBA79F36F7256768C"><enum>(1)</enum><text>by redesignating
section 4315 as section 4316;</text>
</paragraph><paragraph commented="no" id="H393D347E37A94D3FA32E17DA739E22F2"><enum>(2)</enum><text>in section
4312(c)(3), by striking <quote>4315</quote> and inserting <quote>4316</quote>;
and</text>
</paragraph><paragraph commented="no" id="HCD04B00DCD48493DA84F06A1D431F5AA"><enum>(3)</enum><text display-inline="yes-display-inline">by inserting after section 4314 the
following:</text>
<quoted-block display-inline="no-display-inline" id="H25AE3E243F2E47DC9FF72FB4B1ED3204" style="USC">
<section commented="no" id="H24069F71F54242998D89C94118FFF174"><enum>4315.</enum><header>Survey on the
transparency of Senior Executive Service performance management and
pay</header><text display-inline="no-display-inline">In consultation with the
organization representing the largest number of senior executives, the Merit
Systems Protection Board shall, every 2 years, conduct and publish the results
of a survey of career appointees relating to—</text>
<paragraph commented="no" id="HA1239090807A4A04B35EF7B0BFA36DD1"><enum>(1)</enum><text>the level of
transparency and availability of agency performance appraisal systems and
compensation policies to career appointees;</text>
</paragraph><paragraph commented="no" id="H522217D1042146AFA31F489C78756F47"><enum>(2)</enum><text>the use or
perceived use of quotas or forced distribution in the application of the agency
performance appraisal system;</text>
</paragraph><paragraph commented="no" id="H11E83C59B7A04AC3B2865170D6D3F4CB"><enum>(3)</enum><text>any actual or
perceived irregularities with the administration of the Senior Executive
Service performance appraisal system; and</text>
</paragraph><paragraph commented="no" id="H56494594D8314557B1D91826DC9A21CC"><enum>(4)</enum><text>such other factors
as the Merit Systems Protection Board shall determine are necessary and
appropriate.</text>
</paragraph></section><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></subsection><subsection id="HB99E9CFD8A9845A5A11A11486F0C156F"><enum>(b)</enum><header>Technical and
conforming amendment</header><text>The table of sections for chapter 43 of
title 5, United States Code, is amended by striking the item relating to
section 4315 and inserting the following:</text>
<quoted-block id="H8183686BE71947CB993D6B6DB41F28E1" style="USC">
<toc>
<toc-entry level="section">Sec. 4315. Survey on the transparency of
Senior Executive Service performance management and pay.</toc-entry>
<toc-entry bold="off" level="section">Sec. 4316.
Regulations.</toc-entry>
</toc>
<after-quoted-block>.</after-quoted-block></quoted-block>
</subsection></section><section id="H06A8FCC5CC0D454BA02C11325F86952A"><enum>306.</enum><header>Performance
plans</header><text display-inline="no-display-inline">Each agency shall
incorporate in its executive performance plans an objective for holding
executives accountable for addressing employee satisfaction.</text>
</section><section commented="no" id="H797AFC19733C4A8D8A3A7B2BF49C33D0"><enum>307.</enum><header>Effective
dates</header>
<subsection commented="no" id="HBA89DF4B5CDC455B9571149B0843E1B6"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">Except as provided
under subsection (b), the amendments made by this title shall take effect 180
days after the date of enactment of this Act.</text>
</subsection><subsection commented="no" display-inline="no-display-inline" id="HB7C7ADBA997A4E96ADEAF6C8C68F0BD5"><enum>(b)</enum><header>Certification of
agency performance appraisal systems</header><text>The amendments made by
section 304 shall take effect on the date of enactment of this Act.</text>
</subsection></section><enum>IV</enum><header>Senior Executive
Service career development</header>
<section id="HA657AF5CDCC7454584703EDD98638751"><enum>401.</enum><header>Senior
Executive Service Resource Office</header>
<subsection id="H2016C110426142E89BF00F80896BBE5F"><enum>(a)</enum><header>Definitions</header><text display-inline="yes-display-inline">In this section—</text>
<paragraph id="HF82F01FD9CA04B0EA005EE595D85B03B"><enum>(1)</enum><text>the term
<term>Director</term> means the Director of the Office of Personnel
Management;</text>
</paragraph><paragraph id="H44CCAC45100A4107AEBF681B2886C5D8"><enum>(2)</enum><text>the term
<term>Senior Executive Service</term> has the meaning given under section 2101a
of title 5, United States Code;</text>
</paragraph><paragraph id="H3838355F75EA45988EF09A75780A2BD8"><enum>(3)</enum><text>the terms
<term>agency</term> and <term>career reserved position</term> have the meanings
given under section 3132 of title 5, United States Code; and</text>
</paragraph><paragraph commented="no" display-inline="no-display-inline" id="H99347C3D4E0447F4B687B164A17CE19B"><enum>(4)</enum><text>the term <term>SES
Resource Office</term> means the Senior Executive Service Resource Office
established under subsection (b).</text>
</paragraph></subsection><subsection id="H406AA6E7D7BC44D3AF4D82DF95CE0701"><enum>(b)</enum><header>Establishment</header><text>The
Director shall establish within the Office of Personnel Management an office to
be known as the Senior Executive Service Resource Office.</text>
</subsection><subsection id="H7A3E887B58964A4AA201D979036C481E"><enum>(c)</enum><header>Mission</header><text>The
mission of the SES Resource Office shall be—</text>
<paragraph id="H17F837DD4E39477D929B8B1D463921C8"><enum>(1)</enum><text>to improve the
efficiency, effectiveness, and productivity of the Senior Executive Service
through policy formulation and oversight;</text>
</paragraph><paragraph id="H89141CAEDA1E495A965BB02F914CB217"><enum>(2)</enum><text>to advance the
professionalism of the Senior Executive Service; and</text>
</paragraph><paragraph id="HF49A569EDE5D409997EB262F8B27F914"><enum>(3)</enum><text>to seek to achieve
a Senior Executive Service reflective of the Nation’s diversity.</text>
</paragraph></subsection><subsection id="HE7FB6D3EA934492DB1BBE4D2873674AB"><enum>(d)</enum><header>Functions</header>
<paragraph id="HCD06482CF9F140448E7019BA3A1BF9EA"><enum>(1)</enum><header>In
general</header><text>The functions of the SES Resource Office are—</text>
<subparagraph id="H9648B31AAD804868A6679B6B5857AD5D"><enum>(A)</enum><text display-inline="yes-display-inline">to make recommendations to the Director
with respect to regulations; and</text>
</subparagraph><subparagraph id="H85EEE27370AD420DBD86292ED62C7CFE"><enum>(B)</enum><text display-inline="yes-display-inline">to provide guidance to agencies concerning
the structure, management, and diverse composition of the Senior Executive
Service.</text>
</subparagraph></paragraph><paragraph id="HAF9FAD1E1FB742F080D95F0C23869ED4"><enum>(2)</enum><header>Specific
functions</header><text>In order to carry out the purposes of this section, the
SES Resource Office shall—</text>
<subparagraph id="HF841A7DB17744D33ACA840F2C3D73184"><enum>(A)</enum><text>take such actions
as the SES Resource Office considers necessary to manage and promote an
efficient, elite, and diverse corps of senior executives by providing oversight
of the onboarding, performance, structure, composition, and candidate
development of the Senior Executive Service, including the Senior Executive
Service Federal Candidate Development Program;</text>
</subparagraph><subparagraph id="H41B84EBAC0264082B154CC7FCE629EF7"><enum>(B)</enum><text>be responsible for
coordinating, promoting, and monitoring programs for the advancement and
training of senior executives, including mentoring programs;</text>
</subparagraph><subparagraph id="HCAD61AF7BC344B53941CE32E21C5AECC"><enum>(C)</enum><text>be responsible for
the policy development, management, and oversight of the Senior Executive
Service pay and performance management system;</text>
</subparagraph><subparagraph id="HDC7837B090F9453F80BC3F0B31E45EE2"><enum>(D)</enum><text>develop standards
for certification of each agency’s Senior Executive Service performance
management system and evaluate all agency applications for
certification;</text>
</subparagraph><subparagraph id="HC7C0E5B926B74B8381E945CDF5B7F1E9"><enum>(E)</enum><text>provide oversight
of, and guidance to, agency executive resources boards;</text>
</subparagraph><subparagraph id="HD3B3E1070EA344548C10C29FE580A407"><enum>(F)</enum><text>be responsible for
the administration of the qualifications review board;</text>
</subparagraph><subparagraph id="H4713E20B03724403B2FF3503C1B15EB5"><enum>(G)</enum><text>establish and
maintain annual statistics (in a form that renders such statistics useful to
appointing authorities and candidates) on—</text>
<clause id="H6ED64018CC12486F82C36A0681E23842"><enum>(i)</enum><text>the
total number of career reserved positions at each agency;</text>
</clause><clause id="HC67B45AE20804D07912DFF41B884F19A"><enum>(ii)</enum><text>the
total number of vacant career reserved positions at each agency;</text>
</clause><clause id="H8EA778A205B341DDAF5D16E508EF7E29"><enum>(iii)</enum><text>the amount of
time it takes to hire a candidate into a career reserved position;</text>
</clause><clause id="HD5F9AA625F054966BC9CDDAED0B64293"><enum>(iv)</enum><text>applicant
satisfaction with the hiring process, including clarity of the announcement,
user-friendliness of the application process, communication regarding status of
application and timeliness of decision, as determined through applicant
satisfaction surveys;</text>
</clause><clause id="H856D5DA7535345D2B79CA8FE6EF3F824"><enum>(v)</enum><text>hiring manager
satisfaction with the quality of the applicants, the hiring process itself and
the hiring outcomes, as determined through hiring manager surveys;</text>
</clause><clause id="H35672C1D10E240CCA5CB9B95DA9FE8A1"><enum>(vi)</enum><text>new
hire satisfaction with the hiring process and onboarding experience, as
determined through new hire surveys;</text>
</clause><clause id="HEC0AADF8A52E4AB3A6F27230C43C60D0"><enum>(vii)</enum><text>Candidate
Development Program participant satisfaction with the program, including the
rotational experience, as determined through surveys;</text>
</clause><clause id="HFDAA0D97FCA44B88A1D2013E2ADA0E41"><enum>(viii)</enum><text>the quality of
Candidate Development Program participant performance, as determined through
surveys;</text>
</clause><clause id="HD3B36CA78E8D47D6A2E42748C7CCB482"><enum>(ix)</enum><text>the
number of Candidate Development Program participants placed in executive
positions;</text>
</clause><clause id="H79235B8B1C644CBC9DF8A9A10BABE79B"><enum>(x)</enum><text>the
number of individuals who have been certified in accordance with section
3393(c) of title 5, United States Code, and the composition of that group of
individuals with regard to race, ethnicity, sex, age, and individuals with
disabilities;</text>
</clause><clause id="H832CE8DC189940C589B09E3D394346BA"><enum>(xi)</enum><text>the
composition of the Senior Executive Service with regard to race, ethnicity,
sex, age, and individuals with disabilities;</text>
</clause><clause id="H1A2FB7381FFA4A44AE1971D01B724F69"><enum>(xii)</enum><text>the composition
of executive resources boards with regard to race, ethnicity, sex, and
individuals with disabilities;</text>
</clause><clause id="HD00BE41D67D4481CB440354AB3F845C4"><enum>(xiii)</enum><text>the composition
of qualifications review boards with regard to race, ethnicity, sex, and
individuals with disabilities;</text>
</clause><clause id="H79DD5A398E2E47DCA00AD9BF0D7E0494"><enum>(xiv)</enum><text>the number of
individuals who participate in agency rotation programs, including the number
rotated to another office within the current agency, another agency or another
sector;</text>
</clause><clause id="H875326E0A9EF4741831E15A3C6F000DA"><enum>(xv)</enum><text>the
number of SES that came to the agency from another office, agency or sector;
and</text>
</clause><clause id="H7118E35B3DE14A54A81B6BC8C45172BB"><enum>(xvi)</enum><text>the quality of
the rotation experience, as determined through participant and supervisor
surveys;</text>
</clause></subparagraph><subparagraph id="HB7119CE147214B438A08C56F490BF635"><enum>(H)</enum><text>make available to
the public through the official public Internet site of the Office of Personnel
Management, the data collected under subparagraph (G);</text>
</subparagraph><subparagraph id="H8669A158E0084A6E978EBBCDB1568EDF"><enum>(I)</enum><text>conduct a
continuing program for the recruitment of women, members of racial and ethnic
minority groups, and individuals with disabilities for Senior Executive Service
positions, with special efforts directed at recruiting from educational
institutions, professional associations, and other sources;</text>
</subparagraph><subparagraph id="HD9920C62462F415997BFF88E7A565053"><enum>(J)</enum><text>advise agencies on
the best practices for an agency in utilizing or consulting with an agency’s
equal employment or diversity office or official (if the agency has such an
office or official) with regard to the agency’s Senior Executive Service
appointment process;</text>
</subparagraph><subparagraph id="H8278E0E9CDC34398B694DF015C73CCCD"><enum>(K)</enum><text display-inline="yes-display-inline">evaluate and implement strategies to ensure
that agencies conduct appropriate outreach to other agencies and sectors to
identify candidates for Senior Executive Service positions; and</text>
</subparagraph><subparagraph id="H5E605ED07BD541B1A9D7F9BF47947BDC"><enum>(L)</enum><text>administer an
online survey to all individuals leaving a position in the Senior Executive
Service to better understand the reasons for the departure—</text>
<clause id="HCCAFB87190104FDAA337631C0EA71E80"><enum>(i)</enum><text>which
shall—</text>
<subclause id="H0B8B9CD7DB9E4345ABF707F02D1DA61C"><enum>(I)</enum><text>at a minimum
request information regarding—</text>
<item id="H56221E453EE54E58A81F08CCD013DF5D"><enum>(aa)</enum><text>the
reason for departure;</text>
</item><item id="HAA5CD3B008124A7CA913F0AA4CDA1D3F"><enum>(bb)</enum><text>plans
for subsequent employment; and</text>
</item><item id="H138226C2982B4790872928FA80A2D1D0"><enum>(cc)</enum><text>suggestions for
improving the effectiveness of senior executives within the agency in which the
individual serves and the Federal Government; and</text>
</item></subclause><subclause id="HA9772B53EE6249DDB211D30140517898"><enum>(II)</enum><text>be incorporated
into strategic planning by agencies, in coordination with the Office of
Personnel Management; and</text>
</subclause></clause><clause id="H467E7C27777A4E30BCB883C082CD78A1"><enum>(ii)</enum><text>the
results of which shall be made available to the public on a semiannual basis
through the official public Internet site of the Office of Personnel
Management.</text>
</clause></subparagraph></paragraph></subsection><subsection id="H0072DDFE8911493791F710BEA8392D43"><enum>(e)</enum><header>Protection of
individually identifiable information</header><text>For purposes of
subparagraphs (H) and (K)(ii) of subsection (d)(2), the SES Resource Office
shall combine data for any agency that is not named in section 901(b) of title
31, United States Code, to protect individually identifiable
information.</text>
</subsection><subsection id="HC4C9CEB7F5BA4186B9E8AB490EA4F81D"><enum>(f)</enum><header>Cooperation of
agencies</header><text>The head of each agency shall provide the Office of
Personnel Management with such information as the SES Resource Office may
require in order to carry out subsection (d)(2)(G).</text>
</subsection></section><section id="HD6D32163E9DE499AAF9F5207341CFC71"><enum>402.</enum><header>Senior
Executive Service executive development plans</header>
<subsection id="HAD9FCEA27E30444B8F6BEF590014D3FD"><enum>(a)</enum><header>Executive
development plans</header><text>Section 3396 of title 5, United States Code, is
amended—</text>
<paragraph id="HF804220026694690BF754A67C2E0A224"><enum>(1)</enum><text>by redesignating
subsections (c) and (d) as subsections (d) and (e), respectively; and</text>
</paragraph><paragraph id="HA4C3E0F414084DC6B9B5D8932E153FF3"><enum>(2)</enum><text>by inserting after
subsection (b) the following:</text>
<quoted-block display-inline="no-display-inline" id="HE1BD7C9193824C889B6FE12E2D1468C5" style="OLC">
<subsection id="H0507A021C55E4F4EA92FB106C751D5D5"><enum>(c)</enum><paragraph commented="no" display-inline="yes-display-inline" id="H242BD877396E47B99DB7EE05DCAF9252"><enum>(1)</enum><text>Upon appointment into
the Senior Executive Service, each senior executive shall create an executive
development plan that includes continuing development, training, and mentoring
goals. The plan shall be submitted to the head of the agency for approval. Each
senior executive shall update their executive development plan on a regular
basis.</text>
</paragraph><paragraph id="H3CC54722638A44D3B250FD7F3C789129" indent="up1"><enum>(2)</enum><text>The Office shall establish standards
for multiyear executive development
plans.</text>
</paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></subsection><subsection id="HAAEA5B11BB194F6A854F79960D97E28E"><enum>(b)</enum><header>Technical and
conforming amendment</header><text>Section 3151(a)(7) of title 5, United States
Code, is amended by striking <quote>section 3396(c)</quote> and inserting
<quote>section 3396(d)</quote>.</text>
</subsection></section><section id="H3ACDDF1ACD52443FA51CAC0918FEF89D"><enum>403.</enum><header>Senior
executive onboarding programs</header><text display-inline="no-display-inline">Section 3396 of title 5, United States Code
(as amended by section 402) is further amended—</text>
<paragraph id="H6847782244B149458F9B68ECB44605E8"><enum>(1)</enum><text>by redesignating
subsections (d) and (e) as subsections (e) and (f), respectively; and</text>
</paragraph><paragraph id="H1252E413B8B94662ACCBDAAED180CD40"><enum>(2)</enum><text>by inserting after
subsection (c) the following:</text>
<quoted-block display-inline="no-display-inline" id="HB605CA9F4E2B44ED807A312EDB34366B" style="OLC">
<subsection id="H0276C01F964E4611958E9B4AFE8A755E"><enum>(d)</enum><paragraph commented="no" display-inline="yes-display-inline" id="HDF465A5E995C44279F0019BF44A6851E"><enum>(1)</enum><text>In consultation with the
Office of Personnel Management, the head of each agency shall oversee the
establishment of an onboarding program for newly appointed career appointees
and noncareer appointees.</text>
</paragraph><paragraph id="HF17E3793CF654AAE9C32D27839AB9C20" indent="up1"><enum>(2)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="HDD0EA2029399481DB40263B624C49897"><enum>(A)</enum><text>Except as provided in
subparagraph (B), not later than 180 days after the date of an initial
appointment, each career appointee or noncareer appointee shall be required to
successfully complete an onboarding program established under this
subsection.</text>
</subparagraph><subparagraph id="HBB4724C47CC34F238F43C25866F90182" indent="up1"><enum>(B)</enum><clause commented="no" display-inline="yes-display-inline" id="HB9B31680689742A7A40D37459B70F39B"><enum>(i)</enum><text>A position described
under section 5312 or 5313 may be exempt from the requirement under
subparagraph (A).</text>
</clause><clause id="H906F8EF9EEBF4A20B14453C0062B3E39" indent="up1"><enum>(ii)</enum><text>In addition to positions described
in clause (i), the head of an agency may exempt appointees in very senior
positions at the agency from the requirement under subparagraph (A).</text>
</clause></subparagraph><subparagraph id="H7DA9DFF9646046658EF6B17D17205C13" indent="up1"><enum>(C)</enum><text>The Office of Personnel Management
shall establish criteria for determining which positions are very senior for
purposes of this paragraph.</text>
</subparagraph></paragraph><paragraph id="H255731840A7048B082820C04937B2BF2" indent="up1"><enum>(3)</enum><text>Each agency onboarding program shall
include—</text>
<subparagraph id="H186A005258C54E53B902632B9A710A09"><enum>(A)</enum><text>an overview of the mission,
priorities, and strategic plan of the agency;</text>
</subparagraph><subparagraph id="HA9F295D2065745338DB6FA86CC1AF638"><enum>(B)</enum><text>the role and responsibilities for each
new appointee;</text>
</subparagraph><subparagraph id="H4F48E9F9D28B48FB9702782FF8409D82"><enum>(C)</enum><text>a review of individual performance
objectives and goal setting;</text>
</subparagraph><subparagraph id="HD0A4CB3AD6D24C0989EC4EF8B89A4FE6"><enum>(D)</enum><text>goals for mentoring candidates for the
Senior Executive Service;</text>
</subparagraph><subparagraph id="H9128C1EAF2EB4B59B1B8C847472D9EB0"><enum>(E)</enum><text>an overview of the rules and
regulations governing the Senior Executive Service;</text>
</subparagraph><subparagraph id="HAB96273FE65B4DB98EE3E1B64D4274DC"><enum>(F)</enum><text display-inline="yes-display-inline">an
introduction to talent management, including a review of the agency’s workforce
plan, efforts to recruit, develop and motivate talent, and tools for rewarding
high-performers; and</text>
</subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="HE6BBB8BBD2444EBFA0CD9006FCCC425B"><enum>(G)</enum><text>other components the head of the
agency or the Office determines necessary.</text>
</subparagraph></paragraph><paragraph id="HAB38614CF27345438BC6C4BCA26AB200" indent="up1"><enum>(4)</enum><text>The Office of Personnel Management
shall also provide an onboarding program for newly appointed career appointees
and noncareer appointees which shall include—</text>
<subparagraph id="H67407283A4DB463F87AF207898CDBE3F"><enum>(A)</enum><text>an introduction to key Federal
management challenges, including effective communication, goal alignment,
engaging employees and leading high-performance teams;</text>
</subparagraph><subparagraph id="H1AB0B6D546BB4475864B2D15CB120AA3"><enum>(B)</enum><text>an introduction to performance
management, including aligning organizational and individual performance and
using data to drive results;</text>
</subparagraph><subparagraph id="H929B8912DCF24A3390A754DF278AFE11"><enum>(C)</enum><text>an overview of how to work effectively
across agencies and sectors and engage diverse stakeholders in achieving high
priority goals for government; and</text>
</subparagraph><subparagraph id="H9AD8984ECE6646BB8DDF55B72E6AB99D"><enum>(D)</enum><text display-inline="yes-display-inline">an
introduction to how to work with career and political appointees
effectively.</text>
</subparagraph></paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section id="H0C16469BD8F5405F8307C608B49518C4"><enum>404.</enum><header>Senior
Executive Service rotation programs</header><text display-inline="no-display-inline">Section 3396 of title 5, United States Code
(as amended by sections 402 and 403) is further amended—</text>
<paragraph id="HB23E6462D09647398BD9A6981D6DF76E"><enum>(1)</enum><text display-inline="yes-display-inline">by redesignating subsection (f) as
subsection (g); and</text>
</paragraph><paragraph id="HF997107AA7B640AA9F8929007E7C127A"><enum>(2)</enum><text>by inserting after
subsection (d) the following:</text>
<quoted-block display-inline="no-display-inline" id="HCCBEBDF752E5420882C3F7BE764CB865" style="OLC">
<subsection id="HF967C750E0394259A3D9AA9755097FA8"><enum>(e)</enum><paragraph commented="no" display-inline="yes-display-inline" id="HD66E29BD48CE4808A415E71669B85950"><enum>(1)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="H2B9BBF76952E46EE892A74947E347822"><enum>(A)</enum><text>In consultation with the
Office of Personnel Management, an agency may establish a program to provide
for interagency, intergovernmental, and intersector rotation programs for
career appointees and potential career appointees in the Senior Executive
Service, senior positions, and managers showing leadership potential. The
rotation programs established under this section shall adhere to the principles
of the Senior Executive Service by strengthening collaboration and building
interagency relationships.</text>
</subparagraph><subparagraph id="HD6F00520051E40ABA6B2B9A53BEEC50A" indent="up2"><enum>(B)</enum><clause commented="no" display-inline="yes-display-inline" id="H582BB93262054667970F428A68E285EC"><enum>(i)</enum><text>In consultation with the
Chief Privacy Officer of the Office of Personnel Management, the Office shall
establish a centralized database for agencies establishing rotation programs
under subparagraph (A) that—</text>
<subclause id="H975FF0BE8A754E4E8F73B1BC8A295E2E" indent="up1"><enum>(I)</enum><text>contains information on each senior
executive as defined under section 3132, including information on education,
experience, training, and professional development interests; and</text>
</subclause><subclause id="HFC38495581204451803B28C5371A739C" indent="up1"><enum>(II)</enum><text>shall serve as a profile registry to
be used by agencies and senior executives in making rotation decisions.</text>
</subclause></clause><clause id="HB99CD2AA18F74210A8A76A3FD761EF7B" indent="up1"><enum>(ii)</enum><text>The Office shall prescribe
regulations to carry out this subparagraph, including regulations to establish
the database and provide for oversight, management, and administration of the
database.</text>
</clause></subparagraph><subparagraph id="H71633BC9133B45C3BF2DF8A9B612CE4A" indent="up2"><enum>(C)</enum><text>Each agency shall allow a senior
executive the right of return from a temporary rotation detail or assignment
that is not a reassignment or transfer without a loss of status and
seniority.</text>
</subparagraph></paragraph><paragraph id="H8029DA95EC9946D8B2FC81136FC8650B" indent="up1"><enum>(2)</enum><text>Senior Executive Service rotations
may be accomplished through the use of—</text>
<subparagraph id="H7ACB019C797240AAA74F2B977D151015"><enum>(A)</enum><text>extended details;</text>
</subparagraph><subparagraph id="H1173CBF91D414CE58CFF87609AA1CFBC"><enum>(B)</enum><text>task force assignments and interagency
projects;</text>
</subparagraph><subparagraph id="HB149D45F3F394D8D8BC00C4DAC29C28D"><enum>(C)</enum><text display-inline="yes-display-inline">sabbaticals, details, or exchanges to the
private sector in accordance with subsection (c);</text>
</subparagraph><subparagraph id="H36242654EB8445678364EEE20F45DF04"><enum>(D)</enum><text>programs established under the
Intergovernmental Personnel Act of 1970 (42 U.S.C. 4701 note);</text>
</subparagraph><subparagraph id="HDB8904FE5AFD490A8832B20A1771D136"><enum>(E)</enum><text>the Information Technology Exchange
Program; or</text>
</subparagraph><subparagraph id="H15FEE80D716B470B922C76A0949AA0CE"><enum>(F)</enum><text>other public or private exchange
programs as established by law or by administrative action.</text>
</subparagraph></paragraph><paragraph id="H702017A172CE4E2B9A89D849D1C38B36" indent="up1"><enum>(3)</enum><text>Any career appointee in an agency may
be granted a detail or sabbatical under this subsection if the appointee
agrees, as a condition of accepting the detail or sabbatical, to serve in the
civil service upon the completion of the detail or sabbatical for a period
equal to the period of the detail or sabbatical.</text>
</paragraph><paragraph id="HFE27098660584EDDA7C5F68C8946377B" indent="up1"><enum>(4)</enum><text>The Office shall publish guidelines
for specific objectives and desired results that should be obtained by a senior
executive who receives a rotation assignment.</text>
</paragraph><paragraph id="H22B7DA0331A9417A9F665F3EEE1A7F05" indent="up1"><enum>(5)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="H3ECFDFED8B654B52AA2BBF2126AC7D87"><enum>(A)</enum><text>Except as provided under
subparagraph (B), an agency may not require participation in a rotation program
as a precondition for an appointment to a career reserved position as defined
under section 3132.</text>
</subparagraph><subparagraph id="HA599A0E5518347D0BDD01744E818A51D" indent="up1"><enum>(B)</enum><text>Subparagraph (A) shall not apply if
the agency, under regulations prescribed by the Office—</text>
<clause id="H535CFB0DCE77470EB5CA516A7EB9EFCF"><enum>(i)</enum><text>provides adequate notice of a
requirement to participate in a rotation program to candidates within the
agency;</text>
</clause><clause id="H21EA99869DED4B0AB758694DE6D66C2A"><enum>(ii)</enum><text>makes opportunities under a rotation
program available to those candidates; and</text>
</clause><clause id="HB7E8B114621F47348C38F4A19D94F7DD"><enum>(iii)</enum><text>provides a phase-in period for
candidates to meet the rotation requirement.</text>
</clause></subparagraph><subparagraph id="HC71A981A3EC5435988E70657010A21F1" indent="up1"><enum>(C)</enum><text>The Office shall prescribe
regulations to carry out this
paragraph.</text>
</subparagraph></paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section id="H8427D2F2E8474B93AEE560C75BA4015A"><enum>405.</enum><header>Effective
date</header><text display-inline="no-display-inline">The amendments made by
this title shall take effect 180 days after the date of enactment of this
Act.</text>
</section><enum>V</enum><header>Senior Executive
Service Diversity Assurance</header>
<section id="H45994202F7004578BBBE2787E2A6369F"><enum>501.</enum><header>Career
appointments</header>
<subsection id="H5FF8BB7DC03B4A34BF29240FA2C5A049"><enum>(a)</enum><header>Promoting
diversity in the career appointment process</header><text display-inline="yes-display-inline">Section 3393(b) of title 5, United States
Code, is amended by inserting after the first sentence the following: <quote>In
establishing an executive resources board, the head of the agency shall, to the
extent practicable, ensure diversity of the board and of any subgroup thereof
or other evaluation panel related to the merit staffing process for career
appointees, by including members of racial and ethnic minority groups, women,
and individuals with disabilities.</quote>.</text>
</subsection><subsection id="HECAB69F88DF04315A5C760E7CA2A0C5C"><enum>(b)</enum><header>Regulations</header><text display-inline="yes-display-inline">Not later than 1 year after the date of
enactment of this Act, the Director shall prescribe regulations to carry out
the amendment made by subsection (a).</text>
</subsection><subsection id="HBC612505A5BB478B9E48173C0765933C"><enum>(c)</enum><header>Report</header><text display-inline="yes-display-inline">Not later than 1 year after the date of
enactment of this Act, the Director shall submit to the Committee on Homeland
Security and Governmental Affairs of the Senate and the Committee on Oversight
and Government Reform of the House of Representatives a report evaluating
agency efforts to improve diversity in executive resources boards based on the
information collected by the SES Resource Office under clauses (xii) and (xiii)
of section 401(d)(2)(G).</text>
</subsection></section><section id="H7F5E2221EB74409FB3347F625D14E177"><enum>502.</enum><header>Encouraging a
more diverse Senior Executive Service</header>
<subsection id="H6BBE516D53494B568858CAD9E6438F1D"><enum>(a)</enum><header>Senior Executive
Service diversity plans</header>
<paragraph id="HE22C6765D7B24A7EB2743AAA45882FDE"><enum>(1)</enum><header>In
general</header><text display-inline="yes-display-inline">Not later than 1 year
after the date of enactment of this Act, each agency, in consultation with the
Office of Personnel Management and the Chief Human Capital Officers Council,
shall submit to the Office of Personnel Management a plan to enhance and
maximize opportunities for the advancement and appointment of minorities,
women, and individuals with disabilities in the agency to the Senior Executive
Service. Agency plans shall be reflected in the strategic human capital
plan.</text>
</paragraph><paragraph id="H222FDE12EE384694A9D69EA2FD52E83B"><enum>(2)</enum><header>Contents</header><text display-inline="yes-display-inline">Agency plans shall address how the agency
is identifying and eliminating barriers that impair the ability of minorities,
women, and individuals with disabilities to obtain appointments to the Senior
Executive Service and any actions the agency is taking to provide advancement
opportunities, including—</text>
<subparagraph id="H081A4F5D3259489B987D5936E6D22DB5"><enum>(A)</enum><text>conducting
outreach to minorities, women, and individuals within the agency and outside
the agency;</text>
</subparagraph><subparagraph id="HEF82FA3F2DEE4BC6B890CDB04D441F09"><enum>(B)</enum><text>establishing and
maintaining training and education programs to foster leadership
development;</text>
</subparagraph><subparagraph id="H0850AD6A9D374D30AB6752888792B1AF"><enum>(C)</enum><text>identifying career
enhancing opportunities for agency employees;</text>
</subparagraph><subparagraph id="HE238C4E058FA403893F4A4D3A9781788"><enum>(D)</enum><text>assessing internal
availability of candidates for Senior Executive Service positions; and</text>
</subparagraph><subparagraph id="H9711FC2DCDC54C0DB2EDE374CB7942D6"><enum>(E)</enum><text>conducting an
inventory of employee skills and addressing current and potential gaps in
skills and the distribution of skills.</text>
</subparagraph></paragraph><paragraph id="H820E5B50A22F485C87A16A4E1DF282A3"><enum>(3)</enum><header>Update of agency
plans</header><text>Agency plans shall be updated at least every 2 years during
the 10 years following enactment of this Act. An agency plan shall be reviewed
by the Office of Personnel Management and, if determined to provide sufficient
assurances, procedures, and commitments to provide adequate opportunities for
the advancement and appointment of minorities, women, and individuals with
disabilities to the Senior Executive Service, shall be approved by such Office.
An agency may, in updating its plan, submit to the Office of Personnel
Management an assessment of the impacts of the plan.</text>
</paragraph></subsection><subsection id="H228E431D1CF24845AB63F83376A8F869"><enum>(b)</enum><header>Summary and
evaluation</header><text display-inline="yes-display-inline">Not later than 180
days after the deadline for the submission of any report or update under
subsection (a), the Director shall transmit to the Committee on Homeland
Security and Governmental Affairs of the Senate and the Committee on Oversight
and Government Reform of the House of Representatives a report summarizing and
evaluating the agency plans or updates (as the case may be) so
submitted.</text>
</subsection><subsection commented="no" display-inline="no-display-inline" id="HE0BF7A2FF0AA43E387EC518D958A74AA"><enum>(c)</enum><header>Coordination</header><text>The
Office of Personnel Management shall, in carrying out subsection (a), evaluate
existing requirements under section 717 of the Civil Rights Act of 1964 (42
U.S.C. 2000e–16) and section 501 of the Rehabilitation Act of 1973 (29 U.S.C.
791) and determine how agency reporting can be performed so as to be consistent
with, but not duplicative of, such sections and any other similar
requirements.</text>
</subsection></section>