nate the use of any examination for the competitive 
service that does not satisfy the definition of the 
term ‘‘examination’’ in subsection (c)(1)(A) of sec-
tion 3304 of title 5, United States Code (as amend-
ed by subsection (a)(1)(B)). 
(2) REPORT
REQUIRED.—One year following 
the date of enactment of this Act, the Director shall 
submit to the Committee on Oversight and Account-
ability of the House of Representatives and the 
Committee on Homeland Security and Governmental 
Affairs of the Senate a report examining agencies’ 
progress in implementing the requirement specified 
in paragraph (1), identifying any significant difficul-
ties encountered in such implementation. 
(c) OPM REPORTING.— 
(1) PUBLIC ONLINE TOOL.— 
(A) IN GENERAL.—The Director of the Of-
fice of Personnel Management shall maintain 
and periodically update a publicly available on-
line tool that, with respect to each position in 
the competitive service for which an examining 
agency examined applicants during the applica-
ble period, includes— 
(i) the type of assessment used, such 
as— 
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(I) a behavioral off-the-shelf as-
sessment; 
(II) a re´sume´ review conducted 
by a subject matter expert; 
(III) an interview conducted by a 
subject matter expert; 
(IV) a technical off-the-shelf as-
sessment; or 
(V) a cognitive ability test; 
(ii) whether or not the agency selected 
a candidate for the position; and 
(iii) the hiring authority used to fill 
the position. 
(B) TIMING.— 
(i) INITIAL
DATA.—Not later than 
180 days after the date of enactment of 
this Act, the Director shall update the on-
line tool described in subparagraph (A) 
with data for positions in the competitive 
service for which an examining agency ex-
amined applicants during the period begin-
ning on the date of enactment of this Act 
and ending on the date of submission of 
the report. 
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(ii) 
SUBSEQUENT
UPDATES.—Not 
later than October 1 of each fiscal year be-
ginning after the date on which the online 
tool is initially updated under clause (i), 
the Director shall update the online tool 
described in subparagraph (A) with data 
for positions in the competitive service for 
which an examining agency examined ap-
plicants during the preceding fiscal year. 
(2) ANNUAL PROGRESS REPORT.— 
(A) IN GENERAL.—Each year, the Direc-
tor, in accordance with subparagraphs (B) and 
(C), shall make publicly available and submit to 
Congress an overall progress report that in-
cludes summary data from examinations that 
are closed, audited, and anonymous on the use 
of examinations (as defined in subsection 
(c)(1)(A) of section 3304 of title 5, United 
States Code, as added by subsection (a) of this 
section) for the competitive service, including 
technical assessments. 
(B) CATEGORIES; BASELINE
DATA.—In 
carrying out subparagraph (A), the Director 
shall— 
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(i) break the data down by applicant 
demographic indicator, including veteran 
status, race, gender, disability, and any 
other measure the Director determines ap-
propriate; and 
(ii) use the data available as of Octo-
ber 1, 2020, as a baseline. 
(C) LIMITATIONS.—In carrying out sub-
paragraph (A), the Director may only make 
publicly available and submit to Congress data 
relating to examinations for which— 
(i) 
the 
related 
announcement 
is 
closed; 
(ii) certificates have been audited; and 
(iii) all hiring processes are com-
pleted. 
(d) GAO REPORT.—Not later than 5 years after the 
date of enactment of this Act, the Comptroller General 
of the United States shall submit to Congress a report 
that— 
(1) assesses the implementation of this section 
and the amendments made by this section; 
(2) assesses the impact and modifications to the 
hiring process for the competitive service made by 
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this section and the amendments made by this sec-
tion; and 
(3) makes recommendations for the improve-
ment of the hiring process for the competitive serv-
ice. 
SEC. 4. AMENDMENTS TO COMPETITIVE SERVICE ACT OF 
2015. 
(a) PLATFORMS
FOR SHARING CERTIFICATES
OF 
ELIGIBLES.— 
(1) IN GENERAL.—Section 3318(b) of title 5, 
United States Code, is amended— 
(A) in paragraph (1), by striking ‘‘240- 
day’’ and inserting ‘‘1-year’’; 
(B) by redesignating paragraph (5) as 
paragraph (6); and 
(C) by inserting after paragraph (4) the 
following: 
‘‘(5) ONLINE TOOL FOR SHARING RE´SUME´S OF 
INDIVIDUALS ON CERTIFICATES OF ELIGIBLES.—Not 
later than one year after the date of enactment of 
the Chance to Compete Act of 2023, the Director of 
the Office of Personnel Management shall establish 
and operate an online tool on which an appointing 
authority can share, with other appointing authori-
ties and the Chief Human Capital Officers Council 
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established under section 1303 of the Chief Human 
Capital Officers Act of 2002 (5 U.S.C. 1401 note; 
Public Law 107–296), the re´sume´s of individuals 
who are on a certificate of eligibles requested by the 
appointing authority. In carrying out this para-
graph, the Director shall consult with the Chief 
Human Capital Officers Counsel and its membership 
to develop a plan to establish such online tool.’’. 
(2) PLAN.—Not later than 270 days after the 
date of enactment of this Act, the Director shall pro-
vide to Congress a plan to develop the online tool re-
quired in paragraph (5) of section 3318(b) of title 
5, United States Code, as added by paragraph (1) 
of this subsection. Such plan shall— 
(A) incorporate the input and feedback col-
lected during the required consultation under 
such paragraph; and 
(B) include estimated costs for building 
and operating the online tool. 
(b) MAXIMIZING SHARING OF APPLICANT INFORMA-
TION.—Section 2 of the Competitive Service Act of 2015 
(Public Law 114–137; 130 Stat. 310) is amended— 
(1) by redesignating subsections (c) and (d) as 
subsections (d) and (e), respectively; and 
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(2) by inserting after subsection (b) the fol-
lowing: 
‘‘(c) EXPLORING
THE BENEFITS
OF MAXIMIZING 
SHARING OF APPLICANT INFORMATION.— 
‘‘(1) DEFINITIONS.—In this subsection— 
‘‘(A) the terms ‘agency’, ‘Director’, and 
‘Office’ have the meanings given those terms in 
section 3304(c)(1) of title 5, United States 
Code; and 
‘‘(B) the term ‘competitive service’ has the 
meaning given the term in section 2102 of title 
5, United States Code. 
‘‘(2) MAXIMIZING
SHARING.—The 
Director 
shall maximize the sharing of information among 
agencies regarding qualified applicants for positions 
in the competitive service, including by— 
‘‘(A) providing for the delegation to other 
agencies of the authority of the Office to host 
multi-agency hiring actions to increase the re-
turn on investment on high-quality pooled an-
nouncements; and 
‘‘(B) sharing certificates of eligibles and 
accompanying re´sume´s for appointment.’’. 
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SEC. 5. MODERNIZING AND REFORMING THE ASSESSMENT 
AND HIRING OF FEDERAL JOB CANDIDATES. 
(a) OPM REVIEW.—The Director shall conduct a re-
view of all examinations for hiring for a position that the 
Office or any other examining agency has determined re-
quires a minimum educational requirement because the 
nature of the duties of such position is of a scientific, tech-
nical, or professional position pursuant to section 3308 of 
title 5, United States Code, to determine whether there 
are data, evidence, or other information that justifies the 
need for educational requirements for such position. The 
Director shall consult with appropriate agencies, employee 
representatives, external experts, and other stakeholders 
when making any such determinations. 
(b) ONLINE TOOL REGARDING POSITION DUTIES.— 
(1) IN
GENERAL.—Not later than two years 
after the date of enactment of this Act, the Director 
shall create and maintain an online tool that lists 
each of the duties determined to require minimum 
educational requirements and the data, evidence, or 
other information that justifies the need for these 
educational requirements. This online tool shall in-
clude a mechanism to receive feedback regarding 
data, evidence, or information that could affect the 
determination that a duty requires a minimum edu-
cational requirement. 
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(2) HIRING
PRACTICES.—Not later than one 
year after the creation of the online tool under para-
graph (1), the Director and the head of any other 
examining agency shall amend the hiring practices 
of the Office or the other examining agency, respec-
tively, in accordance with the findings of the review 
made by subsection (a). 
(c) ONLINE TOOL REGARDING RECRUITING.—Upon 
the date of enactment of this Act, the Director shall estab-
lish and maintain an online tool that provides Federal 
agencies guidance on, and information about, all programs 
and authorities that help agencies attract, recruit, hire, 
and retain individuals. 
SEC. 6. TALENT TEAMS. 
(a) FEDERAL AGENCY TALENT TEAMS.— 
(1) IN GENERAL.—An agency may establish one 
or more talent teams (referred to in this section as 
‘‘agency talent teams’’), including at the component 
level. 
(2) DUTIES.—An agency talent team shall pro-
vide hiring support to the agency and other agencies, 
including by— 
(A) improving examinations (as defined in 
subsection (c)(1)(A) of section 3304 of title 5, 
United States Code, as added by section 3(a)); 
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(B) facilitating writing job announcements 
for the competitive service; 
(C) sharing high-quality certificates of eli-
gibles; and 
(D) facilitating hiring for the competitive 
service using examinations (as defined in such 
subsection (c)(1)(A)) and subject matter ex-
perts. 
(b) OFFICE
OF PERSONNEL MANAGEMENT.—The 
Director may establish a Federal talent team to support 
agency talent teams in facilitating pooled hiring actions 
across the Federal Government, providing training, and 
creating technology platforms to facilitate hiring for the 
competitive service, including— 
(1) the development of technical assessments; 
and 
(2) the sharing of certificates of eligibles and 
accompanying re´sume´s under sections 3318(b) and 
3319(c) of title 5, United States Code. 
SEC. 7. UPDATES TO SYSTEM OF RECORDS FOR HIRING AC-
TIONS IN THE CIVIL SERVICE. 
(a) UPDATE TO SELECT SYSTEM OF RECORDS.—Not 
later than 180 days after the date of enactment of this 
Act, and on a regular basis thereafter, the Director of the 
Office of Management and Budget shall provide guidance 
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to all Federal departments and agencies to ensure appro-
priate use of a system of records, including any govern-
mentwide systems of records, to meet the requirements of 
section 552a of title 5, United States Code (commonly 
known as the ‘‘Privacy Act’’), in hiring actions in the civil 
service. 
(b) GOVERNMENTWIDE SYSTEMS OF RECORDS AT 
THE OFFICE.— 
(1) IN GENERAL.—The Director of the Office of 
Personnel Management, in consultation with the Di-
rector of the Office of Management and Budget, 
shall ensure that any system of records notice up-
dates required pursuant to the guidance provided 
under subsection (a) account for any use of newer 
technologies that capture records (as defined in sec-
tion 552a(a)(4) of title 5, United States Code) in 
video, audio, and video/audio combination formats 
and accommodate maintenance of such video, audio, 
and video/audio combination records. 
(2) EVALUATION FOR POTENTIAL UPDATES OR 
REVISIONS.— 
(A) IN GENERAL.—Not later than 1 year 
after the date of enactment of this Act, the Di-
rector of the Office of Personnel Management 
shall evaluate whether the governmentwide Sys-
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