(A) in the skills and competencies of em-
ployees; 
(B) in the number of employees possessing 
such skills and competencies; and 
(C) in the skills and competencies of em-
ployees or in the number of employees that 
would make it difficult to effectively supervise a 
contractor and intelligently oversee its perform-
ance or reconstitute that function for perform-
ance within the agency in the event of con-
tractor nonperformance. 
(e) PUBLICATION.—The Director of the Office of 
Management and Budget shall promptly publish in the 
Federal Register information about obtaining each report 
prepared under subsection (a), including the names, ad-
dresses, and telephone numbers of the officials from whom 
the reports may be obtained. The reports shall be made 
available on a publicly available Internet Web site. 
SEC. 10. EXPEDITED HIRING AUTHORITY FOR PERFORM-
ANCE OF CERTAIN FUNCTIONS BY FEDERAL 
EMPLOYEES. 
(a) EXPEDITED HIRING AUTHORITY.—For purposes 
of sections 3304, 5333, and 5753 of title 5, United States 
Code, the head of an executive agency may— 
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(1) designate any category of professional posi-
tions within the agency as shortage category posi-
tions; and 
(2) utilize the authorities in such sections to re-
cruit and appoint highly qualified persons directly to 
positions so designated, 
in order to comply with the requirements of this Act, and 
section 739 of the Financial Services and General Govern-
ment Appropriations Act, 2008 (division D of Public Law 
110–161; 31 U.S.C. 501 note), which requires each cov-
ered executive agency to devise and implement guidelines 
and procedures to ensure that consideration is given to 
using, on a regular basis, Federal employees to perform 
new functions as well as functions that are currently per-
formed by contractors. 
(b) VETERANS PREFERENCE.—In using the author-
ity provided under this section, the head of an executive 
agency shall apply the principles of preference for the hir-
ing of veterans and other persons established in sub-
chapter 1 of chapter 33 of title 5, United States Code. 
(c) TERMINATION OF AUTHORITY.—Expedited hiring 
authority may not be used to appoint a person to a posi-
tion of employment under this section after the date that 
is 6 years after the date of the enactment of this Act. 
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(d) REPORT ON THE USE OF EXPEDITED HIRING 
AUTHORITY.—Not later than December 31, 2011, and an-
nually thereafter for three years, the Office of Personnel 
Management shall submit to the Committee on Govern-
ment Oversight and Reform of the House of Representa-
tives and the Committee on Homeland Security and Gov-
ernmental Affairs of the Senate a report on the use by 
executive agencies of the expedited hiring authority under 
this section consistent with merit principles, including rec-
ommendations for how authority for expedited hiring 
might be improved. 
SEC. 11. ESTABLISHMENT OF BUSINESS PROCESS RE-
ENGINEERING PROJECTS AS A PREFERRED 
ALTERNATIVE TO THE OMB CIRCULAR A–76 
PROCESS. 
(a) STATEMENT OF POLICY.—Each executive agency 
should constantly strive to generate efficiencies and im-
provements through business process reengineering, even 
if such efforts reduce or increase the need for Federal em-
ployees and contractors. 
(b) GUIDELINES.—The Director of the Office of 
Management and Budget shall develop guidelines for the 
establishment of business process reengineering projects. 
Such guidelines shall ensure consideration and assessment 
of the following: 
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(1) The number of Federal employees and con-
tractor employees to be affected by the initiative, 
and how they will be affected. 
(2) The resources needed to conduct the initia-
tive. 
(3) The location or locations where the initia-
tive will be performed, and the location of the af-
fected Federal and contractor employees if different 
from the initiative location or locations. 
(4) The functions to be included in the initia-
tive. 
(5) The timeline for development and imple-
mentation of the initiative. 
(6) The estimated duration of the initiative if 
such initiative is deemed to be temporary. 
(7) The anticipated budget savings and pro-
grammatic improvements. 
(c) PRE-IMPLEMENTATION REPORT.—Not later than 
45 days before beginning implementation of a business 
process reengineering project, the head of the executive 
agency shall submit to the Committee on Government 
Oversight and Reform of the House of Representatives 
and the Committee on Homeland Security and Govern-
mental Affairs of the Senate a report on the proposed 
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project, including the information described in subsection 
(b). 
(d) CONSISTENCY WITH EXISTING LAW.—All busi-
ness process reengineering projects shall be implemented 
in a manner that is consistent with paragraphs (2) and 
(3) of section 7106(b) of title 5, United States Code. Such 
projects shall not result in a change of the collective bar-
gaining status of affected Federal employees in the execu-
tive agency or in the representation status of a labor orga-
nization with exclusive representation status, as provided 
under section 7114 of title 5, United States Code. 
(e) ENHANCEMENT OF FEDERAL EMPLOYEE BUY- 
IN.—The head of an executive agency shall, in order to 
promote the active cooperation of affected Federal employ-
ees— 
(1) consider all business process reengineering 
projects through any labor-management partnership 
arrangements; 
(2) provide any reports required under sub-
section (c) to any labor organization with national 
consultation rights under section 7113 of title 5, 
United States Code, at least 60 days before they are 
provided to Congress under such subsection; and 
(3) involve discussions and bargaining over the 
impact of implementation of any projects upon any 
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