I
107TH CONGRESS
2D SESSION
H. R. 5298
To provide for reform relating to Federal employee career development and
benefits, and for other purposes.
IN THE HOUSE OF REPRESENTATIVES
JULY 26, 2002
Mrs. MORELLA introduced the following bill; which was referred to the
Committee on Government Reform
A BILL
To provide for reform relating to Federal employee career
development and benefits, and for other purposes.
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled,
SECTION 1. SHORT TITLE; TABLE OF CONTENTS.
(a) SHORT TITLE.—This Act may be cited as the
‘‘Good People, Good Government Act’’.
(b) TABLE OF CONTENTS.—The table of contents of
this Act is as follows:
Sec. 1. Short title; table of contents.
TITLE I—CHIEF HUMAN CAPITAL OFFICERS
Sec. 101. Chief human capital officers.
Sec. 102. Chief human capital officers council.
Sec. 103. Report on human capital metrics for the Federal Government.
Sec. 104. Effective date.
TITLE II—REFORMS RELATING TO FEDERAL EMPLOYEE CAREER
DEVELOPMENT AND BENEFITS
Sec. 201. Agency training.
Sec. 202. Agency recruiting.
Sec. 203. Increase in Government contribution for Federal employee health in-
surance.
TITLE III—ALTERNATIVE RANKING AND SELECTION
PROCEDURES FOR COMPETITIVE SERVICE
Sec. 301. Alternative ranking and selection procedures for applicants for posi-
tions in competitive service.
TITLE I—CHIEF HUMAN CAPITAL
OFFICERS
SEC. 101. CHIEF HUMAN CAPITAL OFFICERS.
(a) IN GENERAL.—Part II of title 5, United States
Code, is amended by inserting after chapter 13 the fol-
lowing:
‘‘CHAPTER 14—CHIEF HUMAN CAPITAL
OFFICERS
‘‘Sec.
‘‘1401. Establishment of Chief Human Capital Officers.
‘‘1402. Authority and functions of Chief Human Capital Officers.
‘‘§ 1401. Establishment of Chief Human Capital Offi-
cers
‘‘The head of each Executive agency shall appoint or
designate a Chief Human Capital Officer, who shall advise
and assist the head of the agency and other agency offi-
cials in carrying out the agency’s responsibilities with re-
spect to—
‘‘(1) selecting, developing, and managing a
high-quality, productive workforce in accordance
with merit system principles; and
‘‘(2) implementing the rules and regulations of
the President and the Office of Personnel Manage-
ment and the laws governing the civil service within
the agency.
‘‘§ 1402. Authority and functions of Chief Human Cap-
ital Officers
‘‘(a) The functions of each Chief Human Capital Of-
ficer shall include—
‘‘(1) setting the workforce development strategy
of the agency;
‘‘(2) assessing workforce characteristics and fu-
ture needs based on the agency’s mission;
‘‘(3) reviewing agency training and other
human resources policies and programs to assess
their effectiveness in promoting the achievement of
the agency’s mission and goals;
‘‘(4) developing and advocating a culture of
continuous learning to attract and retain employees
with superior abilities;
‘‘(5) 
identifying 
best 
practices 
and
benchmarking studies; and
‘‘(6) applying methods for measuring intellec-
tual capital and identifying links of that capital to
organizational performance and growth.
‘‘(b)(1) In order to carry out this chapter, each Chief
Human Capital Officer—
‘‘(A) shall have access to all records, reports,
audits, reviews, documents, papers, recommenda-
tions, or other material that—
‘‘(i) are in the possession or under the con-
trol of the agency;
‘‘(ii) relate to programs or operations with
respect to which that Chief Human Capital Of-
ficer has any duties or responsibilities under
this chapter;
‘‘(B) may request such information or assist-
ance, from any Federal, State, or local governmental
entity, as the Chief Human Capital Officer considers
necessary; and
‘‘(C) may, to the extent and in such amounts
as may be provided in advance by appropriations
Acts, enter into contracts and other arrangements
for studies, analyses, and other services with public
agencies and with private persons, and make such
payments as may be necessary.
(2) the Deputy Director of the Office of Man-
agement and Budget; and
(3) the Chief Human Capital Officers of Execu-
tive departments (as defined by section 101 of title
5, United States Code) and any other members who
are designated by the Director of the Office of Per-
sonnel Management.
(b) FUNCTIONS.—The Chief Human Capital Officers
Council shall meet periodically to advise and coordinate
the activities of the agencies of its members on such mat-
ters as modernization of human resources systems, im-
proved quality of human resources information, and legis-
lation affecting human resources operations and organiza-
tions.
SEC. 103. REPORT ON HUMAN CAPITAL METRICS FOR THE
FEDERAL GOVERNMENT.
(a) IN GENERAL.—The General Accounting Office
shall conduct a study and prepare a report on the feasi-
bility and desirability of developing human capital metrics
for use by the Federal Government.
(b) CONTENTS.—The report under subsection (a)
shall examine the feasibility and desirability of developing
a proposed set of metrics that—
(1) may be applied to the Federal Government
human capital process;
(2) provides for the basic quantitative analysis
and measurement for human capital that are nec-
essary for reform efforts;
(3) provides for standardized measurements
of—
(A) the efficiency of the human capital
process of a Federal agency; and
(B) the success of a Federal agency in
achieving human capital objectives;
(4) provides for an accurate comparison among
agencies to encourage management focus on human
capital issues; and
(5) may be used as the basis for regular reports
prepared by Chief Human Capital Officers.
(c) SUBMISSION OF REPORT.—Not later than 1 year
after the date of enactment of this Act, the General Ac-
counting Office shall submit the report prepared under
this section to—
(1) the Committee on Governmental Affairs of
the Senate; and
(2) the Committee on Government Reform of
the House of Representatives.
SEC. 104. EFFECTIVE DATE.
(a) IN GENERAL.—Except as provided under sub-
section (b), this title shall take effect 180 days after the
date of enactment of this Act.
(b) REPORT.—Section 103 shall take effect on the
date of enactment of this Act.
TITLE II—REFORMS RELATING
TO FEDERAL EMPLOYEE CA-
REER 
DEVELOPMENT 
AND
BENEFITS
SEC. 201. AGENCY TRAINING.
(a) TRAINING
TO
ACCOMPLISH
PERFORMANCE
PLANS AND STRATEGIC GOALS.—Section 4103 of title 5,
United States Code, is amended by adding at the end the
following:
‘‘(c) The head of each agency shall—
‘‘(1) evaluate each program and plan estab-
lished, operated, or maintained under subsection (a)
with respect to accomplishing specific agency goals
and objectives; and
‘‘(2) modify such program or plan to accom-
plish such goals and objectives.’’.
(b) AGENCY TRAINING OFFICERS.—Section 4103 of
title 5, United States Code, is further amended by adding
after subsection (c) (as added by subsection (a)) the fol-
lowing:
‘‘(d) The head of each agency shall appoint or des-
ignate a training officer, who shall advise and assist the
head of the agency in carrying out the duties and respon-
sibilities of that agency head under this chapter.’’.
(c) RECORDS MAINTENANCE; SPECIFIC TRAINING
PROGRAMS.—
(1) IN GENERAL.—Chapter 41 of title 5, United
States Code, is amended by inserting after section
4112 the following:
‘‘§ 4113. Specific training programs
‘‘In consultation with the Office of Personnel Man-
agement, the head of each agency shall establish—
‘‘(1) a comprehensive program to provide train-
ing to employees to develop managers for the agen-
cy; and
‘‘(2) a program to provide training to managers
on actions, options, and strategies a manager may
use relating to employees with unacceptable perform-
ance.
‘‘§ 4114. Records maintenance
‘‘Each agency shall maintain detailed records of all
activities relating to training of employees of such agen-
cy.’’.
(2) TECHNICAL
AND
CONFORMING
AMEND-
MENT.—The table of sections for chapter 41 of title
5, United States Code, is amended by inserting after
the item relating to section 4112 the following:
‘‘4113. Specific training programs.
‘‘4114. Records maintenance.’’.
(d) ACADEMIC DEGREE TRAINING.—
(1) IN
GENERAL.—Subsection (b) of section
4107 of title 5, United States Code, is amended to
read as follows:
‘‘(b)(1) The regulations prescribed under section
4118 shall include provisions under which the head of an
agency may provide training, or payment or reimburse-
ment for the costs of any training, not otherwise allowable
under subsection (a), if such training—
‘‘(A) contributes significantly to—
‘‘(i) meeting an identified agency training
need;
‘‘(ii) resolving an identified agency staffing
problem; or
‘‘(iii) accomplishing goals in the agency’s
strategic plan (developed under section 306);
‘‘(B) is part of a planned, systematic, and co-
ordinated agency employee development program
linked to accomplishing the goals referred to in sub-
paragraph (A)(iii); and
‘‘(C) is administered or conducted by a college
or university, or other comparable educational insti-
tution, recognized under standards implemented by
a national or regional accrediting body, except in a
case in which such standards do not exist or the use
of such standards would not be appropriate.
‘‘(2) In exercising any authority under this sub-
section, an agency shall, consistent with the merit system
principles set forth in paragraphs (2) and (7) of section
2301(b), take into consideration the need to—
‘‘(A) maintain a balanced workforce in which
women, members of racial and ethnic minority
groups, and persons with disabilities are appro-
priately represented in Government service; and
‘‘(B) provide employees effective education and
training to improve organizational and individual
performance.
‘‘(3) No authority under this subsection may be exer-
cised on behalf of any employee occupying or seeking to
qualify for appointment to—
‘‘(A) a position in the Senior Executive Service
as a noncareer appointee (as defined by section
3132(a)(7)); or
‘‘(B) a position which is excepted from the com-
petitive service because of its confidential policy-de-
termining, policy-making, or policy-advocating char-
acter.’’.
(2) TECHNICAL
AND
CONFORMING
AMEND-
MENTS.—Section 4107 of such title 5, as amended
by paragraph (1), is further amended—
(A) in subsection (a), by striking ‘‘sub-
sections (b) and (c) of this section,’’ and insert-
ing ‘‘subsection (b),’’; and
(B) by striking subsection (c).
(e) AGENCY TRAINING AS SEPARATE STATEMENT IN
ACCOUNTABILITY REPORTS.—Section 902(a)(6) of title
31, United States Code, is amended—
(1) in subparagraph (D), by striking ‘‘and’’
after the semicolon;
(2) by redesignating subparagraph (E) as sub-
paragraph (F); and
(3) by inserting after subparagraph (D) the fol-
lowing:
‘‘(E) expenditures on agency training;
and’’.
SEC. 202. AGENCY RECRUITING.
(a) IN GENERAL.—Subpart B of part III of title 5,
United States Code, is amended by inserting before chap-
ter 31 the following:
‘‘CHAPTER 30—RECRUITMENT AUTHORITY
‘‘Sec.
‘‘3001. Definition.
‘‘3002. Appointment of recruitment officers.
‘‘3003. Records maintenance.
‘‘§ 3001. Definition
‘‘For the purpose of this chapter, the term ‘agency’
means an Executive agency.
‘‘§ 3002. Appointment of recruitment officers
‘‘The head of each agency shall appoint or designate
a recruitment officer, who shall advise and assist the head
of the agency in carrying out such functions as the agency
head may specify relating to the recruitment of qualified
candidates for positions within that agency.
‘‘§ 3003. Records maintenance
‘‘Each agency shall maintain detailed records of all
recruitment activities of that agency.’’.
(b) AGENCY RECRUITING AS SEPARATE STATEMENT
IN ACCOUNTABILITY REPORTS.—Section 902(a)(6) of
title 31, United States Code (as amended by section
201(e)), is further amended—
(1) in subparagraph (E), by striking ‘‘and’’
after the semicolon;
(2) by redesignating subparagraph (F) as sub-
paragraph (G); and
(3) by inserting after subparagraph (E) the fol-
lowing:
‘‘(F) expenditures on agency recruiting;
and’’.
(c) CLERICAL AMENDMENTS.—
(1) The analysis for part III of title 5, United
States Code, is amended by inserting before the item
relating to chapter 31 the following:
‘‘30. Recruitment Authority ........................................................... 3001’’.
(2)(A) The heading for subpart B of part III
of title 5, United States Code, is amended to read
as follows:
‘‘Subpart B—Recruitment, Employment, and
Retention’’.
(B) The analysis for part III of title 5, United
States Code, is amended by striking the item relat-
ing to subpart B and inserting the following:
‘‘Subpart B—Recruitment, Employment, and Retention’’.
SEC. 203. INCREASE IN GOVERNMENT CONTRIBUTION FOR
FEDERAL EMPLOYEE HEALTH INSURANCE.
(a) INCREASE
IN
THE MAXIMUM CONTRIBUTION
PAYABLE BY THE GOVERNMENT (EXPRESSED AS A PER-
CENTAGE
OF
GOVERNMENTWIDE
WEIGHTED
AVER-
AGES).—Section 8906(b)(1) of title 5, United States Code,
is amended by striking ‘‘72’’ and inserting ‘‘76’’.
(b) INCREASE IN THE MAXIMUM PERCENTAGE OF AN
ENROLLEE’S ACTUAL SUBSCRIPTION CHARGES PAYABLE
BY THE GOVERNMENT.—Section 8906(b)(2) of title 5,
United States Code, is amended by striking ‘‘75’’ and in-
serting ‘‘79’’.
(c) EFFECTIVE DATE.—This section shall take effect
on the first day of the first contract year beginning after
the date of the enactment of this Act.
TITLE III—ALTERNATIVE RANK-
ING AND SELECTION PROCE-
DURES 
FOR 
COMPETITIVE
SERVICE
SEC. 301. ALTERNATIVE RANKING AND SELECTION PROCE-
DURES FOR APPLICANTS FOR POSITIONS IN
COMPETITIVE SERVICE.
(a) IN GENERAL.—Chapter 33 of title 5, United
States Code, is amended by inserting after section 3318
the following new section:
‘‘§ 3319. Alternative ranking and selection procedures
‘‘(a) Notwithstanding section 2302(b)(11) or any
other provision of this chapter—
‘‘(1) the Office, in exercising its authority
under section 3304; or
‘‘(2) an agency to which the Office has dele-
gated examining authority under section 1104(a)(2),
may establish category rating systems for evaluating ap-
plicants for positions in the competitive service, under
which qualified candidates are divided into 2 or more qual-
ity categories, consistent with regulations prescribed by
the Office of Personnel Management, rather than assigned
individual numerical ratings.
‘‘(b) Within each quality category established under
subsection (a), preference-eligibles shall be listed ahead of
individuals who are not preference eligibles. For other
than scientific and professional positions at GS–9 of the
General Schedule (equivalent or higher), qualified pref-
erence-eligibles who have a compensable service-connected
disability of 10 percent or more shall be listed in the high-
est quality category.
‘‘(c)(1) An appointing official must select any appli-
cant in the highest quality category or, if fewer than 3
candidates have been assigned to the highest quality cat-
egory, in a merged category consisting of the highest and
the second highest quality categories.
‘‘(2) Notwithstanding paragraph (1), the appointing
official may not pass over a preference-eligible in the same
category from which selection is made, unless the require-
ments of section 3317(b) or 3318(b), as applicable, are
satisfied.
‘‘(d) The Office of Personnel Management may pre-
scribe such regulations as it considers necessary to carry
out the provisions of this section.’’
(b) TECHNICAL AND CONFORMING AMENDMENT.—
The table of sections for chapter 33 of title 5, United
States Code, is amended by inserting after the item relat-
ing to section 3318 the following:
‘‘3319. Alternative ranking and selection procedures.’’.
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