SECTION 1. SHORT TITLE.
This Act may be cited as the ‘‘Pay Equity Employ-
ment Reform Act of 1994’’.
TITLE I—PROVISIONS RELATING
TO 
PAY 
AND 
PERSONNEL
PRACTICES IN THE EXECU-
TIVE BRANCH
SEC. 101. STATEMENT OF PURPOSE.
(a) PURPOSE.—The purpose of this title is to deter-
mine—
(1) whether the Government’s position-classi-
fication system under chapter 51 of title 5, United
States Code, and prevailing-rate system under sub-
chapter IV of chapter 53 of such title 5, are de-
signed and administered in a manner consistent with
the general policy (as expressed in title VII of the
Civil Rights Act of 1964 and section 6(d) of the
Fair Labor Standards Act of 1938) that sex, race,
and national origin should not be among the factors
considered in determining the rate of basic pay for
any employee or position; and
(2) whether the Government’s appointment and
promotion practices with respect to the respective
systems referred to in paragraph (1) are generally
consistent with applicable provisions of law prohibit-
ing discrimination on the basis of sex, race, or na-
tional origin.
(b) LINKAGE WITH GENERAL SCHEDULE.—For pur-
poses of this title, subchapter III of chapter 53 of title
5, United States Code, shall be considered to be part of
the position-classification system under chapter 51 of such
title 5.
SEC. 102. STUDY REQUIREMENTS.
(a) METHODOLOGY.—
(1) IN GENERAL.—In order to carry out the
purpose set forth in section 101(a)(1), the appro-
priate officials (as defined in section 107(4)) shall
provide, by contract with the consultant selected
under section 103(b), for the performance of a study
under which objective, nondiscriminatory job-evalua-
tion techniques shall be applied with respect to a
representative sample of occupations, giving particu-
lar attention to occupations in which members of
any racial or ethnic group or either sex are dis-
proportionately represented.
(2) SPECIFIC
COMPARISONS.—In performing
the study, comparisons shall be made—
(A) within each system and between the
respective systems referred to in section
101(a)(1); and
(B) on an intraagency and interagency
basis.
(b) SEPARATE STUDY.—Under the contract, the con-
sultant shall be required to perform a separate study to
carry out the purpose set forth in section 101(a)(2).
(c) VIEWS TO BE CONSIDERED.—In carrying out its
responsibilities under this title, the consultant shall pro-
vide for meetings with, and give thorough consideration
to the views and recommendations of—
(1) labor organizations representing individuals
in Government service generally;
(2) employee organizations which—
(A) have as a purpose promoting the inter-
ests of women in Government service; and
(B) are composed primarily of women
holding positions covered by either of the sys-
tems referred to in section 101(a)(1); and
(3) employee organizations which—
(A) have as a purpose promoting the civil
rights of individuals in Government service; and
(B) are composed primarily of minority
group members holding positions covered by ei-
ther of the systems referred to in section
101(a)(1).
SEC. 103. SELECTION OF A CONSULTANT.
(a) LIST OF QUALIFIED CONSULTANTS.—The Comp-
troller General of the United States shall prepare and, as
soon as possible, submit to the appropriate officials a list
of at least 5 consultants which, based on their impartial-
ity, expertise, and experience, the Comptroller General
considers appropriate to perform the studies required by
this title. Selections under this subsection shall be made
in accordance with the laws and regulations governing pro-
curements by agencies generally.
(b) FINAL SELECTION.—The selection of a consult-
ant to perform the studies required by this title shall be
made by the appropriate officials from among the consult-
ants included on the list under subsection (a).
SEC. 104. REPORTING REQUIREMENTS.
(a) DEADLINE.—The appropriate officials shall, not
later than 12 months after the effective date of this title,
submit to the President and each House of Congress—
(1) the consultant’s report, as described in sub-
section (b); and
(2) such officials’ comments with respect to the
report.
(b) MATTERS TO BE ADDRESSED IN THE CONSULT-
ANT’S REPORT.—The consultant’s report shall include—
(1) a list of the occupations between or among
which pay disparities were found to exist, even
though the work performed in those respective occu-
pations involved skills, effort, responsibilities, and
qualification requirements which, while not identical,
were equivalent when taken in their totality; and
(2) the extent to which any pay disparities iden-
tified under paragraph (1)—
(A) can be accounted for by the application
of objective, nondiscriminatory job-evaluation
techniques; or
(B) cannot be accounted for by the appli-
cation of objective, nondiscriminatory job-eval-
uation techniques.
The report shall also include the consultant’s findings and
conclusions with respect to the matter described in section
101(a)(2).
(c) MATTERS TO BE ADDRESSED IN COMMENTS.—
(1) IN GENERAL.—Included as part of the com-
ments referred to in subsection (a)(2) shall be—
(A) a statement by the appropriate offi-
cials as to whether any disparity described in
subsection (b)(2)(B) may be inconsistent with
the general policy referred to in section
101(a)(1); and
(B) subject to paragraph (3), recommenda-
tions for any corrective action or other meas-
ures which such officials consider appropriate
with respect to any disparities identified under
subparagraph (A).
(2) IMPLEMENTATION OF MEASURES.—The ap-
propriate officials shall identify which, if any, of the
recommendations under paragraph (1)(B) may be
carried out pursuant to any authority available
under existing law, and shall make recommendations
for any legislation or other authority needed with re-
spect to any of the other recommendations.
(3) LIMITATION.—The appropriate officials
may not make any recommendation under this title
which would involve a reduction in any grade or rate
of basic pay.
(d) 
DISSEMINATION
WITHIN
LEGISLATIVE
BRANCH.—The appropriate officials shall furnish a copy
of the consultant’s report, together with such officials’
comments, to each appointing authority in the legislative
branch of the Government.
(e) CONTINUING OVERSIGHT.—The Office of Person-
nel Management shall, not later than 6 months after the
requirements of subsection (a) have been met, and at least
annually thereafter, submit to the President and each
House of Congress (including the Office of Senate Fair
Employment Practices and the Office of Fair Employment