S. 3476

Homeland Security Professional Development Act of 2006

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II

109th CONGRESS

2d Session

S. 3476

IN THE SENATE OF THE UNITED STATES

June 7, 2006

Mr. Akaka introduced the following bill; which was read twice and referred to the Committee on Homeland Security and Governmental Affairs

A BILL

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

1.

Short title

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

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:

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.

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.

.

3.

Reports to congress

(a)

In general

Chapter 41 of title 5, United States Code is amended by adding at the end the following:

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.

.

4.

Authorization of appropriations

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