I 
119TH CONGRESS 
1ST SESSION H. R. 5810 
To provide for mandatory training for Federal Government supervisors and 
the assessment of management competencies, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
OCTOBER 21, 2025 
Mr. TIMMONS introduced the following bill; which was referred to the 
Committee on Oversight and Government Reform 
A BILL 
To provide for mandatory training for Federal Government 
supervisors and the assessment of management com-
petencies, and for other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Federal Supervisor 
Education Act of 2025’’. 
SEC. 2. MANDATORY TRAINING PROGRAMS FOR SUPER-
VISORS. 
(a) IN GENERAL.—Section 4121 of title 5, United 
States Code, is amended to read as follows: 
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‘‘§ 4121. Specific training programs 
‘‘(a) DEFINITIONS.—In this section— 
‘‘(1) the term ‘program’ has the meaning given 
that term in section 1122(a)(1)(C) of title 31; and 
‘‘(2) the term ‘supervisor’ means— 
‘‘(A) a supervisor (as that term is defined 
in section 7103(a)(10)); 
‘‘(B) a management official (as that term 
is defined under such section); or 
‘‘(C) any other employee as the Director of 
the Office of Personnel Management may by 
regulation prescribe. 
‘‘(b) ESTABLISHMENT OF TRAINING PROGRAMS.—In 
consultation with the Office of Personnel Management, 
the head of each agency shall establish— 
‘‘(1) a comprehensive management succession 
program to provide training to employees to develop 
managers for the agency; and 
‘‘(2) a program— 
‘‘(A) under which supervisors have indi-
vidual development plans, established by the 
head, that provide for training on actions, op-
tions, and strategies a supervisor may use in— 
‘‘(i) developing and discussing rel-
evant performance goals and objectives 
with the employee and ensuring the per-
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formance goals and objectives align to the 
mission and priority goals of the agency; 
‘‘(ii) communicating and discussing 
progress relative to performance goals and 
objectives, and conducting performance ap-
praisals; 
‘‘(iii) mentoring and coaching employ-
ees and improving employee engagement, 
performance, and productivity; 
‘‘(iv) fostering a work environment 
characterized by fairness, respect, equal 
opportunity, and attention paid to the 
merit of the work of employees; 
‘‘(v) effectively managing employees 
with unacceptable performance, including 
training to understand the disciplinary op-
tions and procedures available to the su-
pervisor; 
‘‘(vi) effectively using the proba-
tionary period to examine whether an em-
ployee has demonstrated successful per-
formance or conduct to continue past the 
probationary period, and to assess the 
needs and interests of the agency with re-
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spect to the probationary employee’s final 
appointment; 
‘‘(vii) addressing reports of a hostile 
work environment, retaliation, or harass-
ment of, or by, another supervisor or em-
ployee; 
‘‘(viii) 
meeting 
supervisor 
com-
petencies established by the Office of Per-
sonnel Management or the employing agen-
cy of the supervisor; and 
‘‘(ix) collaborating with human re-
sources employees to recruit, select, ap-
praise, and reward employees to build a 
workforce based on organizational goals, 
budget considerations, and staffing needs; 
‘‘(B) to provide training to supervisors on 
the prohibited personnel practices under section 
2302, employee rights, and the procedures and 
processes used to enforce employee rights; and 
‘‘(C) under which experienced supervisor 
mentors are identified, evaluated, and approved 
to provide guidance and advice to new or under-
performing supervisors to— 
‘‘(i) transfer knowledge and advice in 
areas such as communication, critical 
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thinking, responsibility, flexibility, moti-
vating and engaging employees, teamwork, 
leadership, and professional development; 
and 
‘‘(ii) identify strengths and areas for 
development. 
‘‘(c) REQUIREMENTS
FOR
TRAINING
DESIGN.— 
Training in the program components established under 
subparagraphs (A) and (B) of subsection (b)(2) shall— 
‘‘(1) be designed using principles of adult learn-
ing and an industry standard instructional design 
model; and 
‘‘(2) to the extent practicable, as determined by 
the agency, be training that is instructor-based. 
‘‘(d) TIMING OF TRAINING.— 
‘‘(1) INITIAL TRAINING.— 
‘‘(A) IN GENERAL.—Not later than 1 year 
after the date an individual is appointed to the 
position of supervisor, such individual shall be 
required to have completed each program com-
ponent established under subsection (b)(2). 
‘‘(B) EXTENSIONS.—The Director of the 
Office of Personnel Management may establish 
and administer procedures under which an 
agency may extend the 1-year period described 
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under subparagraph (A) with respect to an in-
dividual. 
‘‘(2) SUBSEQUENT
TRAINING.—After comple-
tion of a program component under subparagraphs 
(A) and (B) of subsection (b)(2), each supervisor 
shall be required to complete each program compo-
nent under such subparagraphs not less frequently 
than once every 3 years. 
‘‘(3) CREDIT
FOR
SIMILAR
TRAINING.—Each 
program component established under subsection 
(b)(2) shall include provisions under which the agen-
cy gives a supervisor credit toward a period of train-
ing that the agency determines is similar to training 
that the supervisor previously completed. 
‘‘(4) 
EFFECTIVENESS
EVALUATION.—Each 
agency shall measure the effectiveness of training 
program components established under subsection 
(b)(2). 
‘‘(e) INFORMATION ON DEVELOPMENTAL OPPORTU-
NITIES.—An agency shall make available, in a manner 
that may be determined by the Director of the Office of 
Personnel Management, to each supervisor— 
‘‘(1) a detailed list of developmental opportuni-
ties available to the supervisor; and 
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‘‘(2) the policies of the agency for requiring su-
pervisor development. 
‘‘(f) REGULATIONS.—Not later than 1 year after the 
date of enactment of the Federal Supervisor Education 
Act of 2025, and notwithstanding section 4118(c), the Di-
rector of the Office of Personnel Management shall pre-
scribe regulations to carry out this section, including the 
monitoring of agency compliance with this section. Regula-
tions prescribed under this subsection shall include meas-
ures by which to assess the effectiveness of agency super-
visor training programs.’’. 
(b) REGULATIONS.—Not later than 1 year after the 
date of the enactment of this Act, the Director of the Of-
fice of Personnel Management shall prescribe regulations 
under section 4121(f) of title 5, United States Code, as 
amended by subsection (a) of this section. 
(c) EFFECTIVE DATE AND APPLICATION.— 
(1) IN GENERAL.—The amendments made by 
this section shall take effect 1 year after the date of 
the enactment of this Act. 
(2) APPLICABILITY.—The amendments made 
by this section shall apply to— 
(A) each individual appointed to the posi-
tion of a supervisor (as that term is defined in 
section 4121(a) of title 5, United States Code, 
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as added by subsection (a) of this section) on 
or after the effective date in paragraph (1); and 
(B) each individual who is employed in the 
position of a supervisor on the effective date in 
paragraph (1). 
SEC. 3. MANAGEMENT COMPETENCIES. 
(a) IN GENERAL.—Chapter 43 of title 5, United 
States Code, is amended— 
(1) by redesignating section 4305 as section 
4306; and 
(2) by inserting after section 4304 the fol-
lowing: 
‘‘§ 4305. Management competencies 
‘‘(a) DEFINITION.—In this section, the term ‘super-
visor’ has the meaning given that term in section 4121(a). 
‘‘(b) GUIDANCE.—The Director of the Office of Per-
sonnel Management shall issue guidance to agencies on 
competencies supervisors are expected to meet in order to 
effectively manage, and be accountable for managing, the 
performance of employees to fulfill the organizational 
goals and mission of the agency. 
‘‘(c) ASSESSMENT BY AGENCIES.—Based on guid-
ance issued under subsection (b) and on any additional 
competencies developed by an agency, each agency shall 
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assess the performance of the supervisors and the overall 
capacity of the supervisors in that agency.’’. 
(b) TECHNICAL AND CONFORMING AMENDMENTS.— 
(1) TABLE OF SECTIONS.—The table of sections 
for chapter 43 of title 5, United States Code, is 
amended by striking the item relating to section 
4305 and inserting the following: 
‘‘4305. Management competencies. 
‘‘4306. Regulations.’’. 
(2) REFERENCE.—Section 4304(b)(3) of title 5, 
United States Code, is amended by striking ‘‘section 
4305’’ and inserting ‘‘section 4306’’. 
Æ 
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