HR 3774 RFS
(F) the composition of executive resources 
boards with regard to race, ethnicity, sex, and 
individuals with disabilities; and 
(G) the composition of qualifications re-
view boards with regard to race, ethnicity, sex, 
and individuals with disabilities; 
(8) make available to the public through the of-
ficial public internet site of the Office of Personnel 
Management, the data collected under paragraph 
(7); 
(9) establish mentoring programs for potential 
candidates for the Senior Executive Service, includ-
ing candidates who have been certified as having the 
executive qualifications necessary for initial appoint-
ment as a career appointee under a program estab-
lished pursuant to section 3396(a) of title 5, United 
States Code; 
(10) conduct a continuing program for the re-
cruitment of women, members of racial and ethnic 
minority groups, and individuals with disabilities for 
Senior Executive Service positions, with special ef-
forts directed at recruiting from educational institu-
tions, professional associations, and other sources; 
(11) advise agencies on the best practices for 
an agency in utilizing or consulting with an agency’s 
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equal employment or diversity office or official (if 
the agency has such an office or official) with regard 
to the agency’s Senior Executive Service appoint-
ments process; and 
(12) evaluate and implement strategies to en-
sure that agencies conduct appropriate outreach to 
other agencies to identify candidates for Senior Ex-
ecutive Service positions. 
(c) PROTECTION OF INDIVIDUALLY IDENTIFIABLE 
INFORMATION.—For purposes of subsection (b)(8), the 
SES Resource Office may combine data for any agency 
that is not named in section 901(b) of chapter 31, United 
States Code, to protect individually identifiable informa-
tion. 
(d) 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 (b)(7). 
SEC. 5. CAREER APPOINTMENTS. 
(a) PROMOTING DIVERSITY
IN
THE CAREER AP-
POINTMENTS PROCESS.—Section 3393 of title 5, United 
States Code, is amended— 
(1) in subsection (b), by inserting after the first 
sentence the following: ‘‘In establishing an executive 
resources board, the head of the agency shall, to the 
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extent practicable, ensure diversity of the board and 
of any subgroup thereof or other evaluation panel re-
lated to the merit staffing process for career ap-
pointees, by including members of racial and ethnic 
minority groups, women, and individuals with dis-
abilities.’’; and 
(2) in subsection (c)(1), by adding after the last 
sentence the following: ‘‘Consideration should also be 
given to improving diversity by including members of 
racial and ethnic minority groups, women, and indi-
viduals with disabilities on qualifications review 
boards.’’. 
(b) REGULATIONS.—Within 1 year after the date of 
the enactment of this Act, the Director shall promulgate 
regulations to implement subsection (a) and to improve 
diversity in executive resources boards and qualifications 
review boards. 
(c) REPORT.—Within 1 year after the date of the en-
actment of this Act, the Director shall submit to the Com-
mittee on Oversight and Government Reform of the House 
of Representatives and the Committee on Homeland Secu-
rity and Governmental Affairs of the Senate a report eval-
uating agency efforts to improve diversity in executive re-
sources boards and of the members designated by agencies 
to serve on qualifications review boards, based on the in-
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formation collected by the SES Resource Office under sub-
paragraphs (F) and (G) of section 4(b)(7). 
SEC. 6. ENCOURAGING A MORE DIVERSE SENIOR EXECU-
TIVE SERVICE. 
(a) 
SENIOR
EXECUTIVE
SERVICE
DIVERSITY 
PLANS.—Within 1 year after the date of the enactment 
of this Act, each agency, in consultation with the Office 
of Personnel Management, shall submit to the Office of 
Personnel Management a plan to enhance and maximize 
opportunities for the advancement and appointment of mi-
norities, women, and individuals with disabilities in the 
agency to the Senior Executive Service. Agency plans shall 
address how the agency is identifying and eliminating bar-
riers that impair the ability of minorities, women, and in-
dividuals with disabilities to obtain appointments to the 
Senior Executive Service and any actions the agency is 
taking to provide advancement opportunities, including— 
(1) conducting outreach to minorities, women, 
and individuals within the agency and outside the 
agency; 
(2) establishing and maintaining training and 
education programs to foster leadership develop-
ment; 
(3) identifying career enhancing opportunities 
for agency employees; 
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(4) assessing internal availability of candidates 
for Senior Executive Service positions; and 
(5) conducting an inventory of employee skills 
and addressing current and potential gaps in skills 
and the distribution of skills. 
Agency plans shall be updated at least every 2 years dur-
ing the 10 years following enactment of this Act. An agen-
cy plan shall be reviewed by the Office of Personnel Man-
agement and, if determined to provide sufficient assur-
ances, procedures, and commitments to provide adequate 
opportunities for the advancement and appointment of mi-
norities, women, and individuals with disabilities to the 
Senior Executive Service, shall be approved by such Office. 
An agency may, in updating its plan, submit to the Office 
of Personnel Management an assessment of the impacts 
of the plan. 
(b) SUMMARY AND EVALUATION.—Within 180 days 
after the deadline for the submission of any report or up-
date under subsection (a), the Director shall transmit to 
the Committee on Oversight and Government Reform of 
the House of Representatives and the Committee on 
Homeland Security and Governmental Affairs of the Sen-
ate a report summarizing and evaluating the agency plans 
or updates (as the case may be) so submitted. 
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