‘‘(i) provides adequate notice of a requirement 
to participate in a rotation program to candidates 
within the agency; 
‘‘(ii) makes opportunities under a rotation pro-
gram available to those candidates; and 
‘‘(iii) provides a phase-in period for candidates 
to meet the rotation requirement. 
‘‘(C) The Office shall prescribe regulations to carry 
out this paragraph.’’. 
SEC. 405. EFFECTIVE DATE. 
The amendments made by this title shall take effect 
180 days after the date of enactment of this Act. 
TITLE 
V—SENIOR 
EXECUTIVE 
SERVICE DIVERSITY ASSUR-
ANCE 
SEC. 501. CAREER APPOINTMENTS. 
(a) PROMOTING DIVERSITY
IN
THE CAREER AP-
POINTMENT PROCESS.—Section 3393(b) of title 5, United 
States Code, is amended by inserting after the first sen-
tence the following: ‘‘In establishing an executive re-
sources board, the head of the agency shall, to the extent 
practicable, ensure diversity of the board and of any sub-
group thereof or other evaluation panel related to the 
merit staffing process for career appointees, by including 
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members of racial and ethnic minority groups, women, and 
individuals with disabilities.’’. 
(b) REGULATIONS.—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 sub-
section (a). 
(c) REPORT.—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 Af-
fairs of the Senate and the Committee on Oversight and 
Government Reform of the House of Representatives a re-
port evaluating agency efforts to improve diversity in exec-
utive resources boards based on the information collected 
by the SES Resource Office under clauses (xii) and (xiii) 
of section 401(d)(2)(G). 
SEC. 502. ENCOURAGING A MORE DIVERSE SENIOR EXECU-
TIVE SERVICE. 
(a) 
SENIOR
EXECUTIVE
SERVICE
DIVERSITY 
PLANS.— 
(1) IN GENERAL.—Not later than 1 year after 
the date of enactment of this Act, each agency, in 
consultation with the Office of Personnel Manage-
ment and the Chief Human Capital Officers Council, 
shall submit to the Office of Personnel Management 
a plan to enhance and maximize opportunities for 
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the advancement and appointment of minorities, 
women, and individuals with disabilities in the agen-
cy to the Senior Executive Service. Agency plans 
shall be reflected in the strategic human capital 
plan. 
(2) CONTENTS.—Agency plans shall address 
how the agency is identifying and eliminating bar-
riers that impair the ability of minorities, women, 
and individuals with disabilities to obtain appoint-
ments to the Senior Executive Service and any ac-
tions the agency is taking to provide advancement 
opportunities, including— 
(A) conducting outreach to minorities, 
women, and individuals within the agency and 
outside the agency; 
(B) establishing and maintaining training 
and education programs to foster leadership de-
velopment; 
(C) identifying career enhancing opportuni-
ties for agency employees; 
(D) assessing internal availability of can-
didates for Senior Executive Service positions; 
and 
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(E) conducting an inventory of employee 
skills and addressing current and potential gaps 
in skills and the distribution of skills. 
(3) UPDATE OF AGENCY PLANS.—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 ap-
pointment 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. 
(b) SUMMARY AND EVALUATION.—Not later than 
180 days after the deadline for the submission of any re-
port 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 sub-
mitted. 
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(c) COORDINATION.—The Office of Personnel Man-
agement shall, in carrying out subsection (a), evaluate ex-
isting 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 con-
sistent with, but not duplicative of, such sections and any 
other similar requirements. 
Æ 
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