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‘‘(K) Use of integrated program teams, in-
cluding fully dedicated program managers, for 
each complex information technology invest-
ment. 
‘‘(L) Proper assignment of recognition or 
accountability to the members of an integrated 
program team for both individual functional 
goals and overall program success or failure. 
‘‘(M) The development of a technology fel-
lows program that includes provisions for re-
cruiting, for rotation of assignments, and for 
partnering directly with universities with well- 
recognized information technology programs. 
‘‘(N) The capability to properly manage 
other transaction authority (where such author-
ity is granted), including ensuring that the use 
of the authority is warranted due to unique 
technical challenges, rapid adoption of innova-
tive or emerging commercial or noncommercial 
technologies, or other circumstances that can-
not readily be satisfied using a contract, grant, 
or cooperative agreement in accordance with ap-
plicable law and the Federal Acquisition Regu-
lation. 
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‘‘(O) The use of student internship and 
scholarship programs as a talent pool for per-
manent hires and the use and impact of special 
hiring authorities and flexibilities to recruit di-
verse candidates. 
‘‘(P) The assessment of hiring manager 
satisfaction with the hiring process and hiring 
outcomes, including satisfaction with the quality 
of applicants interviewed and hires made. 
‘‘(Q) The assessment of applicant satisfac-
tion with the hiring process, including the clar-
ity of the hiring announcement, the user-friend-
liness of the application process, communication 
from the hiring manager or agency regarding 
application status, and timeliness of the hiring 
decision. 
‘‘(R) The assessment of new hire satisfac-
tion with the onboarding process, including the 
orientation process, and investment in training 
and development for employees during their 
first year of employment. 
‘‘(S) Any other matters the Director con-
siders appropriate. 
‘‘(3) ANNUAL REPORT.—Not later than June 1 
in each of the 5 years following the year of submis-
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sion of the plan required by paragraph (1), the Di-
rector shall submit to the relevant congressional 
committees an annual report outlining the progress 
made pursuant to the plan. 
‘‘(4) GOVERNMENT
ACCOUNTABILITY
OFFICE 
REVIEW OF THE PLAN AND ANNUAL REPORT.— 
‘‘(A) Not later than 1 year after the sub-
mission of the plan required by paragraph (1), 
the Comptroller General of the United States 
shall review the plan and submit to the relevant 
congressional committees a report on the re-
view. 
‘‘(B) Not later than 6 months after the 
submission of the first, third, and fifth annual 
report required under paragraph (3), the Comp-
troller General shall independently assess the 
findings of the annual report and brief the rel-
evant congressional committees on the Comp-
troller General’s findings and recommendations 
to ensure the objectives of the plan are accom-
plished. 
‘‘(5) DEFINITIONS.—In this subsection: 
‘‘(A) The term ‘Federal agency’ means 
each agency listed in section 901(b) of title 31. 
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‘‘(B) The term ‘relevant congressional 
committees’ means each of the following: 
‘‘(i) The Committee on Oversight and 
Government Reform and the Committee on 
Armed Services of the House of Represent-
atives. 
‘‘(ii) The Committee on Homeland Se-
curity and Governmental Affairs and the 
Committee on Armed Services of the Sen-
ate.’’. 
SEC. 5412. PLAN ON STRENGTHENING PROGRAM AND 
PROJECT MANAGEMENT PERFORMANCE. 
(a) PLAN
ON
STRENGTHENING
PROGRAM
AND 
PROJECT MANAGEMENT PERFORMANCE.—Not later than 
June 1 following the date of the enactment of this Act, 
the Director, in consultation with the Director of the Of-
fice of Personnel Management, shall submit to the relevant 
congressional committees a plan for improving manage-
ment of IT programs and projects. 
(b) MATTERS COVERED.—The plan required by sub-
section (a) shall include, at a minimum, the following: 
(1) Creation of a specialized career path for 
program management. 
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(2) The development of a competency model for 
program management consistent with the IT project 
manager model. 
(3) A career advancement model that requires 
appropriate expertise and experience for advance-
ment. 
(4) A career advancement model that is more 
competitive with the private sector and that recog-
nizes both Government and private sector experi-
ence. 
(5) Appropriate consideration and alignment 
with the needs and priorities of the Infrastructure 
and Common Application Collaboration Center, the 
Assisted Acquisition Centers of Excellence, and ac-
quisition intern programs. 
(c) COMBINATION WITH OTHER CADRES PLAN.— 
The Director may combine the plan required by subsection 
(a) with the IT Acquisition Cadres Strategic Plan required 
under section 1704(j) of title 41, United States Code, as 
added by section 411. 
SEC. 5413. PERSONNEL AWARDS FOR EXCELLENCE IN THE 
ACQUISITION 
OF 
INFORMATION 
SYSTEMS 
AND INFORMATION TECHNOLOGY. 
(a) IN GENERAL.—Not later than 180 days after the 
date of the enactment of this Act, the Director of the Of-
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fice of Personnel Management shall develop policy and 
guidance for agencies to develop a program to recognize 
excellent performance by Federal Government employees 
and teams of such employees in the acquisition of informa-
tion systems and information technology for the agency. 
(b) ELEMENTS.—The program referred to in sub-
section (a) shall, to the extent practicable— 
(1) obtain objective outcome measures; and 
(2) include procedures for— 
(A) the nomination of Federal Government 
employees and teams of such employees for eli-
gibility for recognition under the program; and 
(B) the evaluation of nominations for rec-
ognition under the program by 1 or more agen-
cy panels of individuals from Government, aca-
demia, and the private sector who have such ex-
pertise, and are appointed in such a manner, as 
the Director of the Office of Personal Manage-
ment shall establish for purposes of the pro-
gram. 
(c) AWARD OF CASH BONUSES AND OTHER INCEN-
TIVES.—In carrying out the program referred to in sub-
section (a), the Director of the Office of Personnel Man-
agement, in consultation with the Director of the Office 
of Management and Budget, shall establish policies and 
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