119-hr5810

[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[H.R. 5810 Introduced in House

    (IH) ]

<DOC>

119th CONGRESS
 1st Session
 H. R. 5810

 To provide for mandatory training for Federal Government supervisors 
 and the assessment of management competencies, and for other purposes.

_______________________________________________________________________

 IN THE HOUSE OF REPRESENTATIVES

 October 21, 2025

 Mr. Timmons introduced the following bill; which was referred to the 
 Committee on Oversight and Government Reform

_______________________________________________________________________

 A BILL

 To provide for mandatory training for Federal Government supervisors 
 and the assessment of management competencies, and for other purposes.

 Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

 This Act may be cited as the ``Federal Supervisor Education Act of 
2025''.

SEC. 2. MANDATORY TRAINING PROGRAMS FOR SUPERVISORS.

    (a) In General.--

Section 4121 of title 5, United States Code, is 
amended to read as follows:
``

Sec. 4121. Specific training programs
 ``

    (a) 

=== Definitions. ===
-In this section--
 ``

    (1) the term `program' has the meaning given that term in 
 

section 1122

    (a)

    (1)
            (C) of title 31; and
 ``

    (2) the term `supervisor' means--
 ``
        (A) a supervisor (as that term is defined in 
 

section 7103

    (a)

    (10) );
 ``
        (B) a management official (as that term is 
 defined under such section); or
 ``
            (C) any other employee as the Director of the 
 Office of Personnel Management may by regulation 
 prescribe.
 ``

    (b) Establishment of Training Programs.--In consultation with the 
Office of Personnel Management, the head of each agency shall 
establish--
 ``

    (1) a comprehensive management succession program to 
 provide training to employees to develop managers for the 
 agency; and
 ``

    (2) a program--
 ``
        (A) under which supervisors have individual 
 development plans, established by the head, that 
 provide for training on actions, options, and 
 strategies a supervisor may use in--
 ``
            (i) developing and discussing relevant 
 performance goals and objectives with the 
 employee and ensuring the performance goals and 
 objectives align to the mission and priority 
 goals of the agency;
 ``
            (ii) communicating and discussing 
 progress relative to performance goals and 
 objectives, and conducting performance 
 appraisals;
 ``
            (iii) mentoring and coaching employees 
 and improving employee engagement, performance, 
 and productivity;
 ``
            (iv) fostering a work environment 
 characterized by fairness, respect, equal 
 opportunity, and attention paid to the merit of 
 the work of employees;
 ``
            (v) effectively managing employees with 
 unacceptable performance, including training to 
 understand the disciplinary options and 
 procedures available to the supervisor;
 ``
            (vi) effectively using the probationary 
 period to examine whether an employee has 
 demonstrated successful performance or conduct 
 to continue past the probationary period, and 
 to assess the needs and interests of the agency 
 with respect to the probationary employee's 
 final appointment;
 ``
            (vii) addressing reports of a hostile 
 work environment, retaliation, or harassment 
 of, or by, another supervisor or employee;
 ``
            (viii) meeting supervisor competencies 
 established by the Office of Personnel 
 Management or the employing agency of the 
 supervisor; and
 ``
            (ix) collaborating with human resources 
 employees to recruit, select, appraise, and 
 reward employees to build a workforce based on 
 organizational goals, budget considerations, 
 and staffing needs;
 ``
        (B) to provide training to supervisors on the 
 prohibited personnel practices under 

section 2302, 
 employee rights, and the procedures and processes used 
 to enforce employee rights; and
 ``
            (C) under which experienced supervisor mentors 
 are identified, evaluated, and approved to provide 
 guidance and advice to new or underperforming 
 supervisors to--
 ``
            (i) transfer knowledge and advice in 
 areas such as communication, critical thinking, 
 responsibility, flexibility, motivating and 
 engaging employees, teamwork, leadership, and 
 professional development; and
 ``
            (ii) identify strengths and areas for 
 development.
 ``
            (c) Requirements for Training Design.--Training in the program 
components established under subparagraphs
        (A) and
        (B) of subsection

    (b)

    (2) shall--
 ``

    (1) be designed using principles of adult learning and an 
 industry standard instructional design model; and
 ``

    (2) to the extent practicable, as determined by the 
 agency, be training that is instructor-based.
 ``
            (d) Timing of Training.--
 ``

    (1) Initial training.--
 ``
        (A) In general.--Not later than 1 year after the 
 date an individual is appointed to the position of 
 supervisor, such individual shall be required to have 
 completed each program component established under 
 subsection

    (b)

    (2) .
 ``
        (B) Extensions.--The Director of the Office of 
 Personnel Management may establish and administer 
 procedures under which an agency may extend the 1-year 
 period described under subparagraph
        (A) with respect to 
 an individual.
 ``

    (2) Subsequent training.--After completion of a program 
 component under subparagraphs
        (A) and
        (B) of subsection

    (b)

    (2) , 
 each supervisor shall be required to complete each program 
 component under such subparagraphs not less frequently than 
 once every 3 years.
 ``

    (3) Credit for similar training.--Each program component 
 established under subsection

    (b)

    (2) shall include provisions 
 under which the agency gives a supervisor credit toward a 
 period of training that the agency determines is similar to 
 training that the supervisor previously completed.
 ``

    (4) Effectiveness evaluation.--Each agency shall measure 
 the effectiveness of training program components established 
 under subsection

    (b)

    (2) .
 ``

    (e) Information on Developmental Opportunities.--An agency shall 
make available, in a manner that may be determined by the Director of 
the Office of Personnel Management, to each supervisor--
 ``

    (1) a detailed list of developmental opportunities 
 available to the supervisor; and
 ``

    (2) the policies of the agency for requiring supervisor 
 development.
 ``

    (f) Regulations.--Not later than 1 year after the date of 
enactment of the Federal Supervisor Education Act of 2025, and 
notwithstanding 

section 4118
            (c) , the Director of the Office of 
Personnel Management shall prescribe regulations to carry out this 
section, including the monitoring of agency compliance with this 
section. Regulations prescribed 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 the 
enactment of this Act, the Director of the Office of Personnel 
Management shall prescribe regulations under 

section 4121

    (f) of title 
5, United States Code, as amended by subsection

    (a) of this section.
            (c) Effective Date and Application.--

    (1) In general.--The amendments made by this section shall 
 take effect 1 year after the date of the enactment of this Act.

    (2) Applicability.--The amendments made by this section 
 shall apply to--
        (A) each individual appointed to the position of a 
 supervisor (as that term is defined in 

section 4121

    (a) of title 5, United States Code, as added by subsection

    (a) of this section) on or after the effective date in 
 paragraph

    (1) ; and
        (B) each individual who is employed in the position 
 of a supervisor on the effective date in paragraph

    (1) .

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) by inserting after 

section 4304 the following:
``

Sec. 4305. Management competencies
 ``

    (a) 

=== Definition. ===
-In this section, the term `supervisor' has the 
meaning given that term in 

section 4121

    (a) .
 ``

    (b) Guidance.--The Director of the Office of Personnel Management 
shall issue guidance to agencies on competencies supervisors are 
expected to meet in order to effectively manage, and be accountable for 
managing, the performance of employees to fulfill the organizational 
goals and mission of the agency.
 ``
            (c) Assessment by Agencies.--Based on guidance issued under 
subsection

    (b) and on any additional competencies developed by an 
agency, each agency shall assess the performance of the supervisors and 
the overall capacity of the supervisors in that agency.''.

    (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''.
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