to amend the Homeland Security Act of 2002 to establish employee professional development programs at the Department of Homeland Security.

SECTION 1. SHORT TITLE.

    This Act may be cited as the ``Homeland Security Professional 
Development Act of 2006''.

SEC. 2. ESTABLISHMENT OF PROFESSIONAL DEVELOPMENT PROGRAMS AT THE 
              DEPARTMENT OF HOMELAND SECURITY.

    (a) In General.--Title VIII of the Homeland Security Act of 2002 (6 
U.S.C. 361 et seq.) is amended by inserting after section 843 the 
following:

``SEC. 844. HOMELAND SECURITY MENTORING PROGRAM.

    ``(a) Establishment.--
            ``(1) In general.--Not later than 180 days after the date 
        of enactment of this section, the Secretary shall establish the 
        Homeland Security Mentoring Program (in this section referred 
        to as the `Mentoring Program') for employees of the Department. 
        The Mentoring Program shall use applicable best practices, 
        including those from the Chief Human Capital Officers Council.
            ``(2) Goals.--The Mentoring Program established by the 
        Secretary--
                    ``(A) shall be established in accordance with the 
                Department Human Capital Strategic Plan;
                    ``(B) shall incorporate Department human capital 
                strategic plans and activities, and address critical 
                human capital deficiencies, recruitment and retention 
                efforts, and succession planning within the Federal 
                workforce of the Department;
                    ``(C) shall enable employees within the Department 
                to share expertise, values, skills, resources, 
                perspectives, attitudes and proficiencies to develop 
                and foster a cadre of qualified employees and future 
                leaders;
                    ``(D) shall incorporate clear learning goals, 
                objectives, meeting schedules, and feedback processes 
                that will help employees, managers, and executives 
                enhance skills and knowledge of the Department while 
                reaching professional and personal goals;
                    ``(E) shall enhance professional relationships, 
                contacts, and networking opportunities among the 
                employees of the Department;
                    ``(F) shall complement and incorporate (but not 
                replace) mentoring and training programs within the 
                Department in effect on the date of enactment of this 
                section; and
                    ``(G) may promote cross-disciplinary mentoring and 
                training opportunities that include provisions for 
                intradepartmental rotational opportunities, in 
                accordance with human capital goals and plans that 
                foster a more diversified and effective Federal 
                workforce of the Department.
            ``(3) Training leaders council.--
                    ``(A) Establishment.--The Training Leaders Council 
                established by the Chief Human Capital Officer shall 
                administer the Mentoring Program.
                    ``(B) Responsibilities.--The Training Leaders 
                Council shall--
                            ``(i) provide oversight of the 
                        establishment and implementation of the 
                        Mentoring Program;
                            ``(ii) establish a framework that supports 
                        the goals of the Mentoring Program and promotes 
                        cross-disciplinary mentoring and training;
                            ``(iii) identify potential candidates to be 
                        mentors or mentees and select candidates for 
                        admission into the Mentoring Program;
                            ``(iv) formalize mentoring assignments 
                        within the Department;
                            ``(v) formulate individual development 
                        plans that reflect the needs of the Department, 
                        the mentor, and the mentee;
                            ``(vi) coordinate with mentoring programs 
                        in the Department in effect on the date of 
                        enactment of this section; and
                            ``(vii) establish target enrollment numbers 
                        for the size and scope of the Mentoring 
                        Program, under the human capital goals and 
                        plans of the Department.
            ``(4) Selection of participants for mentoring program.--
                    ``(A) In general.--The Mentoring Program shall 
                consist of middle and senior level employees of the 
                Department with significant experience who shall serve 
                as mentors for junior and entry level employees and 
                employees who are critical to Department succession 
                plans and programs.
                    ``(B) Selection of mentors.--Mentors shall be 
                employees who--
                            ``(i) understand the organization and 
                        culture of the Department;
                            ``(ii) understand the aims of mentoring in 
                        Federal public service;
                            ``(iii) are available and willing to spend 
                        time with the mentee, giving appropriate 
                        guidance and feedback;
                            ``(iv) enjoy helping others and are open-
                        minded, flexible, empathetic, and encouraging; 
                        and
                            ``(v) have very good communications skills, 
                        and stimulate the thinking and reflection of 
                        mentees.
                    ``(C) Selection of mentees.--Mentees shall be 
                motivated employees who possess potential for future 
                leadership and management roles within the Department.
            ``(5) Roles and responsibilities of participants in the 
        mentoring program.--
                    ``(A) Mentors.--
                            ``(i) Role.--A mentor shall serve as a 
                        model, motivator, and counselor to a mentee.
                            ``(ii) Limitation.--Any person who is the 
                        immediate supervisor of an employee and 
                        evaluates the performance of that employee may 
                        not be a mentor to that employee under the 
                        Mentor Program.
                            ``(iii) Responsibilities.--The 
                        responsibilities of a mentor may include--
                                    ``(I) helping the mentee set short-
                                term learning objectives and long-term 
                                career goals;
                                    ``(II) helping the mentee 
                                understand the organizational culture 
                                of the Department;
                                    ``(III) recommending or creating 
                                learning opportunities;
                                    ``(IV) providing informal education 
                                and training in areas such as 
                                communication, critical thinking, 
                                responsibility, flexibility, and 
                                teamwork; and
                                    ``(V) pointing out the strengths 
                                and areas for development of the 
                                mentee.
                    ``(B) Mentees.--The responsibilities of the mentee 
                may include--
                            ``(i) defining short-term learning 
                        objectives and long-term career goals;
                            ``(ii) participating in learning 
                        opportunities to broaden knowledge of the 
                        Department; and
                            ``(iii) participating in professional 
                        opportunities to improve a particular career 
                        area, develop an area of technical expertise, 
                        grow professionally, and expand leadership 
                        abilities.
            ``(6) Reporting.--Not later than 180 days after the date of 
        the establishment of the Mentoring Program, the Secretary shall 
        submit a report on the status of the Mentoring Program and 
        enrollment, including the number of mentors and mentees in each 
        component of the Department and how the Mentoring Program is 
        being used in succession planning and leadership development 
        to--
                    ``(A) the Committee on Homeland Security and 
                Governmental Affairs of the Senate;
                    ``(B) the Committee on Homeland Security of the 
                House of Representatives; and
                    ``(C) the Committee on Government Reform of the 
                House of Representatives.

``SEC. 845. HOMELAND SECURITY ROTATION PROGRAM.

    ``(a) Establishment.--
            ``(1) In general.--Not later than 180 days after the date 
        of enactment of this section, the Secretary shall establish the 
        Homeland Security Rotation Program (in this section referred to 
        as the `Rotation Program') for employees of the Department. The 
        Rotation Program shall use applicable best practices, including 
        those from the Chief Human Capital Officers Council.
            ``(2) Goals.--The Rotation Program established by the 
        Secretary shall--
                    ``(A) be established in accordance with the 
                Department Human Capital Strategic Plan;
                    ``(B) provide middle level employees in the 
                Department the opportunity to broaden their knowledge 
                through exposure to other components of the Department;
                    ``(C) expand the knowledge base of the Department 
                by providing for rotational assignments of employees to 
                other components;
                    ``(D) build professional relationships and contacts 
                among the employees in the Department;
                    ``(E) invigorate the workforce with exciting and 
                professionally rewarding opportunities;
                    ``(F) incorporate Department human capital 
                strategic plans and activities, and address critical 
                human capital deficiencies, recruitment and retention 
                efforts, and succession planning within the Federal 
                workforce of the Department; and
                    ``(G) complement and incorporate (but not replace) 
                rotational programs within the Department in effect on 
                the date of enactment of this section.
            ``(3) Training leaders council.--
                    ``(A) In general.--The Training Leaders Council 
                established by the Chief Human Capital Officer shall 
                administer the Rotation Program.
                    ``(B) Responsibilities.--The Training Leaders 
                Council shall--
                            ``(i) provide oversight of the 
                        establishment and implementation of the 
                        Rotation Program;
                            ``(ii) establish a framework that supports 
                        the goals of the Rotation Program and promotes 
                        cross-disciplinary rotational opportunities;
                            ``(iii) establish eligibility for employees 
                        to participate in the Rotation Program and 
                        select participants from employees who apply;
                            ``(iv) establish incentives for employees 
                        to participate in the Rotation Program, 
                        including promotions and employment 
                        preferences;
                            ``(v) ensure that the Rotation Program 
                        provides professional education and training;
                            ``(vi) ensure that the Rotation Program 
                        develops qualified employees and future leaders 
                        with broad-based experience throughout the 
                        Department;
                            ``(vii) provide for greater interaction 
                        among employees in components of the 
                        Department; and
                            ``(viii) coordinate with rotational 
                        programs within the Department in effect on the 
                        date of enactment of this section.
            ``(4) Allowances, privileges, and benefits.--All 
        allowances, privileges, rights, seniority, and other benefits 
        of employees participating in the Rotation Program shall be 
        preserved.
            ``(5) Reporting.--Not later than 180 days after the date of 
        the establishment of the Rotation Program, the Secretary shall 
        submit a report on the status of the Rotation Program, 
        including a description of the Rotation Program, the number of 
        employees participating, and how the Rotation Program is used 
        in succession planning and leadership development to--
                    ``(A) the Committee on Homeland Security and 
                Governmental Affairs of the Senate;
                    ``(B) the Committee on Homeland Security of the 
                House of Representatives; and
                    ``(C) the Committee on Government Reform of the 
                House of Representatives.''.
    (b) Technical and Conforming Amendment.--Section 1(b) of the 
Homeland Security Act of 2002 (6 U.S.C. 101) is amended by inserting 
after the item relating to section 843 the following:

``Sec. 844. Homeland Security Mentoring Program.
``Sec. 845. Homeland Security Rotation Program.''.

SEC. 3. REPORTS TO CONGRESS.

    (a) In General.--Chapter 41 of title 5, United States Code is 
amended by adding at the end the following:

``SEC. 4122. REPORTS TO CONGRESS.

    ``The Director of the Office of Personnel Management shall report 
annually to the Committee on Homeland Security and Governmental Affairs 
of the Senate and the Committee on Government Reform of the House of 
Representatives on the training, mentoring, and succession plans and 
programs of Federal agencies, including the number of participants, the 
structure of the programs, and how participants are used for leadership 
development and succession planning programs.''.
    (b) Technical and Conforming Amendment.--The table of sections for 
chapter 41 of title 5, United States Code, is amended by inserting 
after the item relating to section 4121 the following:

``4122.  Reports to Congress.''.

SEC. 4. AUTHORIZATION OF APPROPRIATIONS.

    There are authorized to be appropriated such sums as necessary to 
carry out this Act.

Summary: Homeland Security Professional Development Act of 2006 - Amends the Homeland Security Act of 2002 to direct the Secretary of the Department of Homeland Security (DHS) to establish: (1) the Homeland Security Mentoring Program for DHS employees, the goals of which shall include addressing critical human capital deficiencies, recruitment and retention efforts, and succession planning and promoting cross-disciplinary mentoring and training opportunities; and (2) the Homeland Security Rotation Program to provide middle level DHS employees the opportunity to broaden their knowledge through exposure to other DHS components. Requires such programs to be: (1) established in accordance with DHS's Human Capital Strategic Plan; and (2) administered by the Training Leaders Council (established by the Chief Human Capital Officer).

Requires the Director of the Office of Personnel Management (OPM) to report annually to specified congressional committees on the training, mentoring, and succession plans and programs of federal agencies.