(4) The fiscal year for which the activity first 
appeared on an inventory under this section. 
(5) The number of full-time contractor employ-
ees (or its equivalent) compensated for the perform-
ance of the activity. 
(6) Whether the contract has been performed 
pursuant to a contract awarded on a noncompetitive 
basis, either originally or upon a subsequent re-
newal. 
(7) Whether the contract has been performed 
poorly, as determined by a contracting officer, dur-
ing the 5-year period preceding the date of such de-
termination, because of excessive costs or inferior 
quality. 
(c) FORM.—The inventory required under this section 
shall be submitted in unclassified form, but may include 
a classified annex. 
(d) 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. The 
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Director shall remove proprietary information from re-
ports made available pursuant to this subsection. 
(e) REVIEW AND PLANNING REQUIREMENTS.—Not 
later than 90 days after the date on which an inventory 
is submitted under subsection (a), the head of each execu-
tive agency or an official designated personally by the 
agency head shall— 
(1) review the contracts and activities in the in-
ventory; 
(2) ensure that— 
(A) each contract on the list that is a per-
sonal services contract has been entered into, 
and is being performed, in accordance with ap-
plicable laws and regulations; 
(B) the activities on the list do not include 
any inherently governmental functions; and 
(C) to the maximum extent practicable, the 
activities on the list do not include any func-
tions closely associated with inherently govern-
mental functions; 
(3) identify activities that should be considered 
for conversion to performance by civilian employees 
of the executive agency pursuant to section 739 of 
the Financial Services and General Government Ap-
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propriations Act, 2008 (division D of Public Law 
110–161; 31 U.S.C. 501 note); and 
(4) develop a plan to provide for appropriate 
consideration of the conversion by June 30 of the 
following year of the activities identified under para-
graph (3), which shall be included as an attachment 
to the next required annual inventory. 
(f) RULE OF CONSTRUCTION.—Nothing in this sec-
tion shall be construed to authorize the performance of 
personal services by a contractor except as otherwise pro-
vided by law. 
(g) PRIORITY OF CONTRACTOR INVENTORY.—Not-
withstanding any other provision of law, prior to the sub-
mission to the Office of Management and Budget of an 
inventory pursuant to the Federal Activities Inventory Re-
form Act of 1998 (Public Law 105–270; 31 U.S.C. 1501 
note), OMB Circular A–76, or any other related adminis-
trative regulation, directive, or policy, or to publication in 
the Federal Register, the head of an executive agency shall 
submit the inventory required under this section to Con-
gress and the Director of the Office of Management and 
Budget and shall publish the inventory required under this 
section in the Federal Register. 
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SEC. 9. IDENTIFYING AND ADDRESSING SHORTAGES OF 
FEDERAL EMPLOYEES. 
(a) ANNUAL STRATEGIC HUMAN CAPITAL PLAN RE-
QUIRED.—Not later than 1 year after the date of the en-
actment of this Act, and annually thereafter, the head of 
each executive agency shall submit to the Director of the 
Office of Management and Budget a strategic human cap-
ital plan to ensure the capability of the Federal employee 
workforce of the executive agency to perform its functions. 
(b) CONTENT.—Each strategic human capital plan 
submitted under subsection (a) shall include the following: 
(1) An assessment of— 
(A) the critical skills and competencies in 
the Federal employee workforce that will be 
needed to perform the executive agency’s func-
tions over the next 10 years, based on expected 
losses due to retirement and other attrition; and 
(B) gaps in the capability of the Federal 
employee workforce, both existing and pro-
jected, to perform the executive agency’s func-
tions over that period. 
(2) A plan of action for developing the Federal 
employee workforce of the executive agency to ad-
dress the current or anticipated gaps, including— 
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(A) specific hiring, promoting, and reten-
tion schedules, including the funding needed to 
achieve such schedules; and 
(B) specific strategies for developing, 
training, and promoting the Federal employee 
workforce of the executive agency, including the 
funding needed to implement such strategies. 
(c) ENHANCEMENT
OF HUMAN CAPITAL PLAN-
NING.—All human capital planning efforts should be con-
sidered through any existing labor-management partner-
ship arrangements. 
(d) 
ADDRESSING
GAPS
IN
FEDERAL 
WORKFORCES.— 
(1) IN GENERAL.—The head of an executive 
agency may not conduct a public-private competition 
under Office of Management and Budget Circular 
A–76 or any other provision of law of any function 
that has been identified in the strategic human cap-
ital plan of such agency as one that either is experi-
encing or will experience a gap in its Federal em-
ployee workforce. 
(2) SHORTCOMINGS
CONSTITUTING
GAPS
IN 
WORKFORCE.—For purposes of this section, gaps in 
the workforce include shortcomings— 
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