(2) by inserting after subsection (c) the fol-
lowing: 
‘‘(d)(1) In consultation with the Office of Personnel 
Management, the head of each agency shall oversee the 
establishment of an onboarding program for newly ap-
pointed career appointees and noncareer appointees. 
‘‘(2)(A) Except as provided in subparagraph (B), not 
later than 180 days after the date of an initial appoint-
ment, each career appointee or noncareer appointee shall 
be required to successfully complete an onboarding pro-
gram established under this subsection. 
‘‘(B)(i) A position described under section 5312 or 
5313 may be exempt from the requirement under subpara-
graph (A). 
‘‘(ii) In addition to positions described in clause (i), 
the head of an agency may exempt appointees in very sen-
ior positions at the agency from the requirement under 
subparagraph (A). 
‘‘(C) The Office of Personnel Management shall es-
tablish criteria for determining which positions are very 
senior for purposes of this paragraph. 
‘‘(3) Each agency onboarding program shall in-
clude— 
‘‘(A) an overview of the mission, priorities, and 
strategic plan of the agency; 
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‘‘(B) the role and responsibilities for each new 
appointee; 
‘‘(C) a review of individual performance objec-
tives and goal setting; 
‘‘(D) goals for mentoring candidates for the 
Senior Executive Service; 
‘‘(E) an overview of the rules and regulations 
governing the Senior Executive Service; 
‘‘(F) an introduction to talent management, in-
cluding a review of the agency’s workforce plan, ef-
forts to recruit, develop and motivate talent, and 
tools for rewarding high-performers; and 
‘‘(G) other components the head of the agency 
or the Office determines necessary. 
‘‘(4) The Office of Personnel Management shall also 
provide an onboarding program for newly appointed career 
appointees and noncareer appointees which shall include— 
‘‘(A) an introduction to key Federal manage-
ment challenges, including effective communication, 
goal alignment, engaging employees and leading 
high-performance teams; 
‘‘(B) an introduction to performance manage-
ment, including aligning organizational and indi-
vidual performance and using data to drive results; 
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‘‘(C) an overview of how to work effectively 
across agencies and sectors and engage diverse 
stakeholders in achieving high priority goals for gov-
ernment; and 
‘‘(D) an introduction to how to work with ca-
reer and political appointees effectively.’’. 
SEC. 404. SENIOR EXECUTIVE SERVICE ROTATION PRO-
GRAMS. 
Section 3396 of title 5, United States Code (as 
amended by sections 402 and 403) is further amended— 
(1) by redesignating subsection (f) as sub-
section (g); and 
(2) by inserting after subsection (d) the fol-
lowing: 
‘‘(e)(1)(A) In consultation with the Office of Per-
sonnel Management, an agency may establish a program 
to provide for interagency, intergovernmental, and inter-
sector rotation programs for career appointees and poten-
tial career appointees in the Senior Executive Service, sen-
ior 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. 
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‘‘(B)(i) 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— 
‘‘(I) contains information on each senior execu-
tive as defined under section 3132, including infor-
mation on education, experience, training, and pro-
fessional development interests; and 
‘‘(II) shall serve as a profile registry to be used 
by agencies and senior executives in making rotation 
decisions. 
‘‘(ii) 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. 
‘‘(C) Each agency shall allow a senior executive the 
right of return from a temporary rotation detail or assign-
ment that is not a reassignment or transfer without a loss 
of status and seniority. 
‘‘(2) Senior Executive Service rotations may be ac-
complished through the use of— 
‘‘(A) extended details; 
‘‘(B) task force assignments and interagency 
projects; 
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‘‘(C) sabbaticals, details, or exchanges to the 
private sector in accordance with subsection (c); 
‘‘(D) programs established under the Intergov-
ernmental Personnel Act of 1970 (42 U.S.C. 4701 
note); 
‘‘(E) the Information Technology Exchange 
Program; or 
‘‘(F) other public or private exchange programs 
as established by law or by administrative action. 
‘‘(3) 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 comple-
tion of the detail or sabbatical for a period equal to the 
period of the detail or sabbatical. 
‘‘(4) The Office shall publish guidelines for specific 
objectives and desired results that should be obtained by 
a senior executive who receives a rotation assignment. 
‘‘(5)(A) Except as provided under subparagraph (B), 
an agency may not require participation in a rotation pro-
gram as a precondition for an appointment to a career 
reserved position as defined under section 3132. 
‘‘(B) Subparagraph (A) shall not apply if the agency, 
under regulations prescribed by the Office— 
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