(E) provide oversight of, and guidance to, 
agency executive resources boards; 
(F) be responsible for the administration 
of the qualifications review board; 
(G) establish and maintain annual statis-
tics (in a form that renders such statistics use-
ful to appointing authorities and candidates) 
on— 
(i) the total number of career reserved 
positions at each agency; 
(ii) the total number of vacant career 
reserved positions at each agency; 
(iii) the amount of time it takes to 
hire a candidate into a career reserved po-
sition; 
(iv) applicant satisfaction with the 
hiring process, including clarity of the an-
nouncement, user-friendliness of the appli-
cation process, communication regarding 
status of application and timeliness of deci-
sion, as determined through applicant sat-
isfaction surveys; 
(v) hiring manager satisfaction with 
the quality of the applicants, the hiring 
process itself and the hiring outcomes, as 
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determined through hiring manager sur-
veys; 
(vi) new hire satisfaction with the hir-
ing process and onboarding experience, as 
determined through new hire surveys; 
(vii) Candidate Development Program 
participant satisfaction with the program, 
including the rotational experience, as de-
termined through surveys; 
(viii) the quality of Candidate Devel-
opment Program participant performance, 
as determined through surveys; 
(ix) the number of Candidate Develop-
ment Program participants placed in exec-
utive positions; 
(x) the number of individuals who 
have been certified in accordance with sec-
tion 3393(c) of title 5, United States Code, 
and the composition of that group of indi-
viduals with regard to race, ethnicity, sex, 
age, and individuals with disabilities; 
(xi) the composition of the Senior Ex-
ecutive Service with regard to race, eth-
nicity, sex, age, and individuals with dis-
abilities; 
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(xii) the composition of executive re-
sources boards with regard to race, eth-
nicity, sex, and individuals with disabilities; 
(xiii) the composition of qualifications 
review boards with regard to race, eth-
nicity, sex, and individuals with disabilities; 
(xiv) the number of individuals who 
participate in agency rotation programs, 
including the number rotated to another 
office within the current agency, another 
agency or another sector; 
(xv) the number of SES that came to 
the agency from another office, agency or 
sector; and 
(xvi) the quality of the rotation expe-
rience, as determined through participant 
and supervisor surveys; 
(H) make available to the public through 
the official public Internet site of the Office of 
Personnel Management, the data collected 
under subparagraph (G); 
(I) conduct a continuing program for the 
recruitment of women, members of racial and 
ethnic minority groups, and individuals with 
disabilities for Senior Executive Service posi-
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tions, with special efforts directed at recruiting 
from educational institutions, professional asso-
ciations, and other sources; 
(J) advise agencies on the best practices 
for an agency in utilizing or consulting with an 
agency’s equal employment or diversity office or 
official (if the agency has such an office or offi-
cial) with regard to the agency’s Senior Execu-
tive Service appointment process; 
(K) evaluate and implement strategies to 
ensure that agencies conduct appropriate out-
reach to other agencies and sectors to identify 
candidates for Senior Executive Service posi-
tions; and 
(L) administer an online survey to all indi-
viduals leaving a position in the Senior Execu-
tive Service to better understand the reasons 
for the departure— 
(i) which shall— 
(I) at a minimum request infor-
mation regarding— 
(aa) the reason for depar-
ture; 
(bb) plans for subsequent 
employment; and 
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(cc) suggestions for improv-
ing the effectiveness of senior ex-
ecutives within the agency in 
which the individual serves and 
the Federal Government; and 
(II) be incorporated into strategic 
planning by agencies, in coordination 
with the Office of Personnel Manage-
ment; and 
(ii) the results of which shall be made 
available to the public on a semiannual 
basis through the official public Internet 
site of the Office of Personnel Manage-
ment. 
(e) PROTECTION OF INDIVIDUALLY IDENTIFIABLE 
INFORMATION.—For purposes of subparagraphs (H) and 
(K)(ii) of subsection (d)(2), the SES Resource Office shall 
combine data for any agency that is not named in section 
901(b) of title 31, United States Code, to protect individ-
ually identifiable information. 
(f) COOPERATION OF AGENCIES.—The head of each 
agency shall provide the Office of Personnel Management 
with such information as the SES Resource Office may 
require in order to carry out subsection (d)(2)(G). 
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SEC. 402. SENIOR EXECUTIVE SERVICE EXECUTIVE DEVEL-
OPMENT PLANS. 
(a) EXECUTIVE
DEVELOPMENT
PLANS.—Section 
3396 of title 5, United States Code, is amended— 
(1) by redesignating subsections (c) and (d) as 
subsections (d) and (e), respectively; and 
(2) by inserting after subsection (b) the fol-
lowing: 
‘‘(c)(1) Upon appointment into the Senior Executive 
Service, each senior executive shall create an executive de-
velopment plan that includes continuing development, 
training, and mentoring goals. The plan shall be submitted 
to the head of the agency for approval. Each senior execu-
tive shall update their executive development plan on a 
regular basis. 
‘‘(2) The Office shall establish standards for 
multiyear executive development plans.’’. 
(b) TECHNICAL AND CONFORMING AMENDMENT.— 
Section 3151(a)(7) of title 5, United States Code, is 
amended by striking ‘‘section 3396(c)’’ and inserting ‘‘sec-
tion 3396(d)’’. 
SEC. 403. SENIOR EXECUTIVE ONBOARDING PROGRAMS. 
Section 3396 of title 5, United States Code (as 
amended by section 402) is further amended— 
(1) by redesignating subsections (d) and (e) as 
subsections (e) and (f), respectively; and 
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