I 
111TH CONGRESS 
2D SESSION 
H. R. 5522 
To amend chapter 41 of title 5, United States Code, to provide for the 
establishment and authorization of funding for certain training programs 
for supervisors of Federal employees. 
IN THE HOUSE OF REPRESENTATIVES 
JUNE 14, 2010 
Mr. MORAN of Virginia (for himself, Mr. CONNOLLY of Virginia, and Mr. 
WOLF) introduced the following bill; which was referred to the Committee 
on Oversight and Government Reform 
A BILL 
To amend chapter 41 of title 5, United States Code, to 
provide for the establishment and authorization of fund-
ing for certain training programs for supervisors of Fed-
eral employees. 
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 
Training Act of 2010’’. 
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SEC. 2. MANDATORY TRAINING PROGRAMS FOR SUPER-
VISORS. 
(a) IN GENERAL.—Section 4121 of title 5, United 
States Code, is amended— 
(1) by inserting before ‘‘In consultation with’’ 
the following: 
‘‘(a) In this section— 
‘‘(1) the term ‘interactive’ includes simulta-
neous personal interaction between an instructor and 
one or more trainees; 
‘‘(2) the term ‘small agency’ means an agency 
that is a member organization of the Small Agency 
Council; and 
‘‘(3) the term ‘supervisor’ means— 
‘‘(A) a supervisor as defined under section 
7103(a)(10); 
‘‘(B) a management official as defined 
under section 7103(a)(11); and 
‘‘(C) any other employee as the Director of 
the Office of Personnel Management may by 
regulation prescribe.’’; 
(2) by striking ‘‘In consultation with’’ and in-
serting ‘‘(b) Under operating competencies promul-
gated by, and in consultation with,’’; and 
(3) by striking paragraph (2) (of the matter re-
designated as subsection (b) as a result of the 
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amendment under paragraph (2) of this subsection) 
and inserting the following: 
‘‘(2)(A) a program to provide training to super-
visors on actions, options, and strategies a super-
visor may use in— 
‘‘(i) developing and discussing relevant 
goals and objectives together with the employee, 
communicating and discussing progress relative 
to performance goals and objectives and con-
ducting performance appraisals; 
‘‘(ii) mentoring and motivating employees 
and improving employee performance and pro-
ductivity; 
‘‘(iii) fostering a work environment charac-
terized by fairness, respect, equal opportunity, 
and attention paid to the merit of the work of 
employees; 
‘‘(iv) effectively managing employees with 
unacceptable performance; 
‘‘(v) addressing reports of a hostile work 
environment, reprisal, or harassment of, or by, 
another supervisor or employee; and 
‘‘(vi) otherwise carrying out the duties or 
responsibilities of a supervisor; 
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‘‘(B) a program to provide training to super-
visors on the prohibited personnel practices under 
section 2302 (particularly with respect to such prac-
tices described under subsection (b) (1) and (8) of 
that section), employee collective bargaining and 
union participation rights, and the procedures and 
processes used to enforce employee rights; and 
‘‘(C) a program under which experienced super-
visors mentor new supervisors by— 
‘‘(i) transferring knowledge and advice in 
areas such as communication, critical thinking, 
responsibility, flexibility, motivating employees, 
teamwork, leadership, and professional develop-
ment; and 
‘‘(ii) pointing out strengths and areas for 
development. 
‘‘(c) Training in programs established under sub-
section (b)(2) (A) and (B) shall be interactive for man-
agers in their first year as a supervisor. 
‘‘(d)(1) Not later than 1 year after the date on which 
an individual is appointed to the position of supervisor, 
that individual shall be required to have completed each 
program established under subsection (b)(2). 
‘‘(2) After completion of a program under subsection 
(b)(2) (A) and (B), each supervisor shall be required to 
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complete a program under subsection (b)(2) (A) and (B) 
at least once every 3 years. 
‘‘(3) Each program established under subsection 
(b)(2) shall include provisions under which credit shall be 
given for periods of similar training previously completed. 
‘‘(e)(1) If, due to unforeseen circumstances, an indi-
vidual cannot complete a program established under sub-
section (b) within the deadline established under sub-
sections (d)(1) or (d)(2), the Office of Personnel Manage-
ment shall regulate an appropriate schedule for such indi-
vidual to complete such program. 
‘‘(2) Not later than 2 years after the date of enact-
ment of this subsection and annually thereafter, the Office 
of Personnel Management shall submit a report to the 
Committee on Oversight and Government Reform of the 
House of Representatives and the Committee on Home-
land Security and Governmental Affairs of the Senate. 
Such report shall include the number of individuals who 
received an adjusted training schedule pursuant to para-
graph (1). 
‘‘(f)(1) When consulting with the head of a small 
agency in establishing a training program for such agency 
under subsection (b), the Office of Personnel Management 
shall consult with the Small Agency Council. Any such 
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program established by such head must otherwise meet 
the requirements of subsections (b), (c), and (d). 
‘‘(2) Notwithstanding the requirements of subsection 
(b) and with the prior written approval of the Office of 
Personnel Management, the head of an agency that is not 
a small agency may use, in lieu of establishing a training 
program under subsection (b), a training program estab-
lished by the head of a small agency under such sub-
section. 
‘‘(g) Notwithstanding section 4118(c), the Director 
of the Office of Personnel Management shall prescribe reg-
ulations to carry out this section, including the monitoring 
of agency compliance with this section. Regulations pre-
scribed under this subsection shall include measures by 
which to assess the effectiveness of agency supervisor 
training programs.’’. 
(b) REGULATIONS.—Not later than 1 year after the 
date of enactment of this Act, the Director of the Office 
of Personnel Management shall prescribe regulations in 
accordance with subsection (g) of section 4121 of title 5, 
United States Code, as added by subsection (a) of this 
section. 
(c) EFFECTIVE DATE AND APPLICATION.— 
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(1) IN GENERAL.—The amendments made by 
this section shall take effect 1 year after the date of 
enactment of this Act and apply to— 
(A) each individual appointed to the posi-
tion of a supervisor, as defined under section 
4121(a) of title 5, United States Code (as 
added by subsection (a) of this section), on or 
after that effective date; and 
(B) each individual who is employed in the 
position of a supervisor on that effective date as 
provided under paragraph (2). 
(2) SUPERVISORS ON EFFECTIVE DATE.—Each 
individual who is employed in the position of a su-
pervisor on the effective date of this section and who 
is not subject to an adjusted schedule under section 
4121(e) of title 5, United States Code (as added by 
subsection (a) of this section), shall be required to— 
(A) complete each program established 
under section 4121(b)(2) of such title (as added 
by subsection (a) of this section), not later than 
3 years after the effective date of this section; 
and 
(B) complete programs every 3 years 
thereafter in accordance with section 4121(d) 
(2) and (3) of such title. 
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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) inserting after section 4304 the following: 
‘‘§ 4305. Management competencies 
‘‘(a) In this section, the term ‘supervisor’ means— 
‘‘(1) a supervisor as defined under section 
7103(a)(10); 
‘‘(2) a management official as defined under 
section 7103(a)(11); and 
‘‘(3) any other employee as the Director of the 
Office of Personnel Management may by regulation 
prescribe. 
‘‘(b) The Director of the Office of Personnel Manage-
ment shall issue guidance to agencies on competencies su-
pervisors are expected to possess in order to effectively 
manage, and be accountable for managing, the perform-
ance of employees. 
‘‘(c) Each agency shall— 
‘‘(1) based on the Office of Personnel Manage-
ment’s competency model, assess the overall com-
petency of the supervisors in such agency; 
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‘‘(2) develop and implement a supervisor train-
ing program to strengthen issues identified during 
such assessment; and 
‘‘(3) measure the effectiveness of the supervisor 
training program established under paragraph (3) in 
improving supervisor competence. 
‘‘(d) Every year, or on any basis requested by the 
Director of the Office of Personnel Management, each 
agency shall submit a report to the Office on the progress 
of the agency in implementing this section, including 
measures used to assess program effectiveness.’’. 
(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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