H.R. 6700 — TALENTS Act

This section defines 12 terms used in the Act, incorporating definitions from Office of Personnel Management (OPM) regulations where specified (e.g., advanced degree, qualifying educational institution, agency PMF Coordinator, Executive Resources Board). It defines "agency" as an executive agency under 5 U.S.C. §105, including the Government Publishing Office (thus expanding the statutory definition to cover the legislative branch entity); "Director" as the OPM Director; "Fellow" as an individual appointed under the Program; "Program" as the Presidential Management Fellows Program; and other agency-specific roles (e.g., principal area officer, principal regional officer, special representative).

This section establishes the Presidential Management Fellows Program (PMF) to attract outstanding individuals from diverse academic and career backgrounds for federal leadership and management roles. It directs the Director of the Office of Personnel Management to (1) determine the annual number of fellows based on agency input, with that number required to equal 200 percent of the baseline fiscal year preceding enactment for FY2026 through FY2031 (i.e., doubles the program size for those six fiscal years, as previously administered under regulations); and (2) establish applicant qualifications. It further authorizes agencies to appoint finalists based on their leadership recruitment needs and, for field positions outside the Washington, DC area, to commit to developmental rotations to agency headquarters and facilitate interactions with regional Federal Executive Boards.

This section establishes procedures for the annual announcement of the Program; eligibility criteria requiring applicants to have obtained (or expect to complete by August 31 of the competition year) an advanced degree from a qualifying educational institution not more than two years prior, Fellows to have completed such a degree not more than two years before beginning service, and allowing multiple applications except that prior finalists forfeit status upon reapplying the next year; and a selection process for finalists. The Director must base selections on a rigorous structured assessment that grants preference to preference eligibles (i.e., certain veterans, disabled veterans, and their family members eligible for civil service hiring preferences under 5 U.S.C. 2108) in accordance with that statute and must publish and provide the finalist list to agencies.

This section authorizes agencies to make 2-year appointments of Fellows to the Program under Schedule D excepted service authorities (per 5 CFR part 302 or successor) and the excepted service appointing authority under 5 CFR 213.3402(c) or successor, with the Director establishing an eligibility period for appointing finalists. It further (1) permits agencies to extend a Fellow's term for up to 120 days in rare or unusual circumstances per agency criteria; (2) allows appointments at GS-09, GS-11, or GS-12 (or equivalent under other systems); (3) designates the appointment duration as a trial period (not probationary); (4) requires full-time work schedules generally, while authorizing part-time schedules for up to 180 days upon agency approval if they will not prevent meeting Program requirements (with no entitlement to approval and required updates to the Fellow's Program agreement); and (5) deems Program appointments to be made under an agency's direct-hire authorities (5 U.S.C. §§3115, 3116).

This section establishes requirements for individual development plans (IDPs), developmental activities, promotion, and certification of Presidential Management Fellows (PMFs) in the flagship federal leadership development program for advanced-degree graduates entering government service. Specifically, it directs agencies to (1) approve an IDP for each Fellow within 90 days of the program's annual start, setting mutually agreed developmental activities in consultation with the supervisor, agency PMF coordinator, or mentor; (2) provide at least 80 hours of formal interactive training per year per Fellow (excluding mandatory training such as information security or ethics); (3) assign a managerial mentor outside the Fellow's chain of command within 90 days of appointment; (4) provide at least one rotational or developmental assignment of 120 to 180 days with full-time management or technical responsibilities in a different work unit and under a different supervisor, which may be within the agency or elsewhere as permitted; and (5) offer optional short-term rotational assignments of 30 to 180 days. Additionally, it permits agencies to promote qualified Fellows without conferring entitlement to promotion; requires each agency's Executive Resources Board (ERB) to evaluate Fellows up to 45 days before program end for certification of meeting all requirements (including IDP and performance plan expectations), notify Fellows up to 30 days before end, forward certifications to the Office of Personnel Management (OPM) Director, and make certified Fellows eligible for conversion under section 10; and allows non-certified Fellows to request OPM Director reconsideration within 15 days. (Thus, OPM must provide leadership development and training resources, and agencies must offer onboarding.)

This section establishes procedures permitting a Fellow to move to another participating agency at any time during the appointment if (1) the receiving agency meets Program participation requirements, (2) the original agency releases the Fellow, and (3) the new agency appoints the Fellow without a break in service. Upon such a move, the Fellow's prior service time applies toward Program completion without starting a new period; the new agency must notify the Director of the appointment; and if the move occurs within the first 180 days of the original appointment, the original agency may request reimbursement of one-quarter of the placement fee from the new agency.

This section establishes procedures for withdrawal from and readmission to the Program. A Fellow may withdraw at any time, treated as a resignation from federal service (with any prior obligations, such as recruitment incentives, still applying), and the employing agency must notify the Director; a Fellow with a prior permanent competitive service appointment may be placed in such a position at agency discretion if the withdrawal is unrelated to misconduct, poor performance, or suitability (not subject to appeal). Readmission is prohibited for misconduct, poor performance, or suitability issues; otherwise, a Fellow may petition the original agency in writing for readmission, which the agency may approve or deny, with approved petitions submitted to the Director—who may overrule the approval (not subject to appeal)—including the Fellow's Program status upon readmission.

This section establishes procedures for agency removal of a Fellow for misconduct, poor performance, or suitability (with written notice to the Director) or at the end of the two-year program term plus any approved extension under section 5(b), unless converted to a permanent position under section 10; if not converted or extended, the appointment expires 30 days after denial of program completion certification under section 6(d)(3) or of an extension request. The section places Fellows in excepted service group II for reduction-in-force purposes under 5 CFR 351.502.

This section authorizes an agency to convert a successfully certified Fellow, upon program completion (including any approved extension), to a term or permanent position in the competitive service without a break in service if the Fellow is qualified. The section further permits such conversion to an equivalent or lower full performance level position at a different agency if (1) the original agency cannot convert the Fellow due to budget constraints, reorganization, position abolishment, or other appropriate reasons (not the Fellow's certification failure, misconduct, poor performance, or suitability); (2) the conversion occurs before the end of the program period (including extension); and (3) the competitive service position is one for which the Fellow is qualified.

This section establishes Federal Executive Boards in 26 specified metropolitan areas (Albuquerque-Santa Fe; Atlanta; Baltimore; Boston; Buffalo; Chicago; Cincinnati; Cleveland; Dallas-Fort Worth; Denver; Detroit; Honolulu; Houston; Kansas City; Los Angeles; Miami; Minneapolis-St. Paul; New Orleans; New York; Newark; Philadelphia; Pittsburgh; Portland; St. Louis; San Francisco; Seattle) to strengthen executive branch management and administration in field operations, under the authority of the Director of the Office of Personnel Management (OPM). The Director may dissolve, merge, divide, or establish additional boards as necessary. This section requires the President to direct agency heads to designate principal regional or area officers, special representatives, and alternates to participate in board activities; requires boards to adopt bylaws subject to Director approval, elect a chair for a term of up to 1 year, and designate staff from member agencies (with additional staff requiring Director approval); and provides that board subunits terminate with the chair's term unless reestablished. Board actions require majority approval of members (non-delegable) and must conform to law. This section makes the OPM Director responsible to the President for board activities, with oversight through regional representatives; requires chairs to report through those representatives; and establishes communication channels among boards, agencies, and the Director. (As background, Federal Executive Boards coordinate federal field operations across agencies in major metro areas to improve efficiency and service delivery.)

This section directs the Director to submit to the Senate Committee on Homeland Security and Governmental Affairs and the House Committee on Oversight and Government Reform, not later than 3 years after enactment of this Act and every 3 years thereafter, a report on the Program that includes an analysis of structural challenges facing the Program and recommendations to strengthen it.