TALENTS Act
- Bill Number
- H.R. 6700
- Origin Chamber
- House
- Congress
- 119th Congress, Session 1
- Policy Area
- Government Operations and Politics
- Status
- Introduced
- Latest Action
- 2025-12-12: Referred to the House Committee on Oversight and Government Reform.
- Last Updated
- 2026-04-23T00:03:22Z
AI-Generated Summary
Purpose of the Legislation
The TALENTS Act (H.R. 6700) aims to establish and expand the Presidential Management Fellows Program (PMF) to attract high-potential individuals with advanced degrees from diverse backgrounds into federal service. The program's goal is to develop future leaders committed to effective management of public policies and programs, thereby building a stronger talent pipeline for the executive branch.
Key Provisions
- Program Establishment and Oversight:
- Creates the PMF as a formal program administered by the Director of the Office of Personnel Management (OPM).
- OPM sets qualifications for applicants and determines the annual number of fellows, with input from agency human capital officers.
- Doubles the number of fellow positions to 200% of the prior year's level for fiscal years 2026 through 2031.
- Eligibility and Selection:
- Eligible applicants must have completed (or expect to complete by August 31 of the application year) an advanced degree (e.g., master's or higher) from an accredited institution within the last 2 years.
- OPM conducts an annual application announcement and a structured assessment process to select finalists, giving preference to veterans or other eligible groups under federal hiring rules.
- Agencies appoint finalists to 2-year positions in the excepted service (a temporary hiring category outside standard competitive processes) at GS-9, GS-11, or GS-12 pay levels (or equivalents).
- Appointment and Work Conditions:
- Appointments include a trial period (not probationary) and require full-time schedules, though limited part-time options (up to 180 days) may be approved if they do not hinder program completion.
- Extensions of up to 120 days are allowed for unusual circumstances.
- Fellows can move between agencies without restarting the program clock, with notification to OPM; early moves (within 180 days) may involve partial reimbursement between agencies.
- Development and Training Requirements:
- Each fellow receives an Individual Development Plan (IDP) within 90 days, outlining agreed-upon activities like training and rotations.
- Agencies must provide at least 80 hours of formal interactive training per year (excluding mandatory topics like ethics), a mentor outside the fellow's chain of command, and at least one 120-180 day rotational assignment with management or technical duties.
- Additional short-term rotations (30-180 days) and assistance in assessing future cohorts are encouraged.
- OPM offers leadership resources; agencies handle onboarding.
- Evaluation, Promotion, and Conversion:
- An agency's Executive Resources Board (or equivalent senior official) evaluates fellows near program end and certifies completion based on performance and IDP goals.
- Certified fellows are eligible for conversion to permanent or term competitive service positions (standard federal hiring track) without a service break, potentially at another agency if needed (e.g., due to budget issues).
- Non-certified fellows (after possible OPM reconsideration) are ineligible for conversion; promotions during the program are possible but not guaranteed.
- Withdrawal, Removal, and Other Rules:
- Voluntary withdrawal is treated as resignation, but prior competitive service employees may be reinstated at agency discretion (non-appealable).
- Removal for misconduct, poor performance, or suitability bars readmission; other withdrawals allow petition for reentry, subject to agency and OPM approval.
- Fellows are in "excepted service group II" for layoff purposes (reduction in force).
- Federal Executive Boards (FEBs):
- Formalizes FEBs in 25 specified metropolitan areas (e.g., Atlanta, Chicago, New York) to improve coordination of federal field operations outside Washington, DC.
- FEBs, overseen by OPM, include senior agency officials (e.g., regional or area officers) and focus on sharing resources, addressing local issues, and supporting initiatives like management reforms, training, emergency planning, and employee programs (e.g., health drives, veteran recognition).
- OPM can adjust FEB locations, structures, or activities; boards submit annual plans and reports to OPM, which shares them with Congress.
- Reporting:
- OPM must report to congressional oversight committees every 3 years (starting 3 years after enactment) on program challenges, effectiveness, and improvement recommendations.
Significant Changes to Existing Law
- Codifies the PMF program, previously governed by OPM regulations (5 CFR Part 362), into statute for greater permanence and structure.
- Mandates a significant expansion (doubling positions for 6 years), which exceeds prior regulatory flexibility.
- Revives and statutoryizes FEBs, originally established by executive order in 1961, with detailed governance rules, membership requirements, and expanded activities to enhance field-level federal coordination—previously more informally managed.
- Introduces specific training mandates (e.g., 80 hours/year), rotational requirements, and certification processes not as rigidly defined before.
- Clarifies inter-agency mobility, conversion eligibility, and withdrawal/readmission rules, overriding some direct-hire authorities to prioritize PMF appointments.
Potential Impacts
- On Government Agencies: Increases recruitment of skilled graduates, easing succession planning for senior roles; requires agencies to invest in training, rotations, and coordinators, potentially straining smaller agencies but improving overall leadership development and inter-agency collaboration via FEBs.
- On Citizens: Benefits recent graduates by providing structured entry into federal careers with development opportunities, fostering a more diverse and capable civil service; may indirectly improve government efficiency in policy implementation and public services.
- On International Relations: Minimal direct impact, though enhanced federal management could support better execution of foreign policy programs through stronger field operations.
Main Stakeholders Affected
- Recent Graduates and Applicants: Advanced degree holders (e.g., from master's programs) seeking federal careers, gaining access to leadership training and conversion pathways.
- Federal Agencies: Executive branch entities (including the Government Publishing Office) responsible for appointing, developing, and potentially converting fellows; must designate coordinators and participate in FEBs.
- Office of Personnel Management (OPM): Leads program administration, selection, oversight of FEBs, and reporting to Congress.
- Congressional Committees: Oversight and Government Reform (House) and Homeland Security and Governmental Affairs (Senate) receive reports and influence program adjustments.
- Federal Employees and Managers: Mentors, supervisors, and Executive Resources Boards involved in evaluations; broader workforce benefits from coordinated field activities via FEBs.
Notable Legal, Constitutional, or Political Implications
- Legal: Strengthens hiring flexibilities under the excepted service while ensuring conversions to competitive service align with merit-based principles (5 U.S.C. § 2108 for preferences). No conflicts with anti-discrimination laws; emphasizes equal opportunity in assessments. FEB provisions formalize executive coordination without new funding mandates, relying on existing agency resources.
- Constitutional: Supports Article II executive authority over federal administration by enhancing personnel management, without infringing on congressional powers or individual rights; promotes efficient government operation under the necessary and proper clause.
- Political: Positions the program as a bipartisan tool for talent investment, potentially reducing turnover in senior roles and addressing criticisms of federal bureaucracy; the expansion and FEB revival could face scrutiny over costs or implementation, but includes accountability via congressional reporting to mitigate partisan divides.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.
Sponsor
Rep. Stansbury, Melanie A. [D-NM-1]
Cosponsors (2)
Rep. Bonamici, Suzanne [D-OR-1], Rep. Davids, Sharice [D-KS-3]
Recent Actions
- 2025-12-12: Referred to the House Committee on Oversight and Government Reform.
- 2025-12-12: Introduced in House
- 2025-12-12: Introduced in House
Bill Versions
- Training Aspiring Leaders Emerging Now To Serve Act — issued 2025-12-12 — PDF (37 pages)