,,ii  #aahth ,,congress  #b;d ,session  
,s4 #daha  ,,in ,,the ,,senate ,,of     
,,the ,,united ,,states  ,april #ah1    
#bjbd,mr4 ,peters 7for himself and ,mr4 
,cassidy7 introduced the following bill2
 which was read twice and referred to   
the ,committee on ,homeland ,security   
and ,governmental ,affairs  ,a ,,bill   
,to require the development of a        
workforce plan for the ,federal         
,emergency ,management ,agency4  #a4    
,short title ,this ,act may be cited as 
the ,federal ,emergency ,mobilization   
,accountability 7,,fema7 ,workforce     
,planning ,act4  #b4 ,,fema workforce   
plan  7a7 ,definitions ,in this section3
 7#a7 ,administrator ,the term          
,administrator means the ,administrator 
of the ,agency4  7#b7 ,agency ,the term 
,agency means the ,federal ,emergency   
,management ,agency4  7#c7 ,department  
,the term ,department means the         
,department of ,homeland ,security4     
7#d7 ,surge ,capacity ,force ,the term  
,surge ,capacity ,force means the ,surge

 ,capacity ,force described in section  
#fbd of the ,post-,katrina ,emergency   
,management ,reform ,act of #bjjf 7#f   
,u4,s4,c4 #gaa74  7b7 ,plan ,development
 ,not later than #a year after the date 
of enactment of this ,act1 and not less 
frequently than once every #c years     
thereafter1 the ,administrator shall    
develop and submit to the ,committee on 
,homeland ,security and ,governmental   
,affairs of the ,senate and the         
,committee on ,transportation and       
,infrastructure of the ,house of        
,representatives a human capital        
operating plan to shape and improve the 
workforce of the ,agency4  7c7 ,leading 
practices ,the ,administrator shall     
develop the plan required under         
subsection 7b7 in accordance with best  
practices outlined by the ,director of  
the ,office of ,personnel ,management1  
the ,comptroller ,general of the ,united
 ,states1 and other sources relevant to 
the ,federal workforce4  7d7 ,contents  
,the plan developed under subsection 7b7

 shall include-- 7#a7 performance       
measures to monitor and evaluate        
progress towards the human capital      
goals1 including filling staffing gaps  
of the ,agency1 closing skills gaps in  
mission critical occupations1 and       
implementing workforce training and1 if 
applicable1 progress towards meeting    
those goals since the date of submission
 of the most recent plan under          
subsection 7b71 including-- 7,a7 a      
process to monitor and evaluate progress
 toward those goals2  7,b7 a discussion 
of why the ,agency has or has not met   
those goals1 including a description of 
specific barriers2 and  7,c7 a          
discussion of the addition or deletion  
of any specific performance measures2   
7#b7 details of the types of employees  
of the ,agency1 including by hiring     
authority and cadre2  7#c7 an analysis  
of the current workforce of the ,agency 
and possible gaps in the current        
staffing structure of the ,agency needed
 to fulfill the mission of the ,agency1 

including an assessment of-- 7,a7 the   
critical skills1 critical and emerging1 
that will be needed in the workforce of 
the ,agency to support the mission and  
responsibilities of1 and effectively    
manage1 the ,agency during the #c-year  
period following the date of the        
submission of the plan1 including target
 staffing numbers by cadre1 region1 and 
office2  7,b7 the skills of the         
workforce of the ,agency1 including     
numbers of employees by cadre1 region1  
and office on the date of submission of 
the plan2  7,c7 projected trends in the 
workforce of the ,agency based on       
expected losses due to retirement and   
other attrition1 including any known    
data for the causes of attrition2 and   
7,d7 the staffing levels of each        
category of employee of the ,agency1    
including shortages in the workforce of 
the ,agency and in the projected        
workforce of the ,agency that should be 
addressed to ensure that the ,agency has
 continued access to the critical skills

 and competencies described in          
subparagraph 7,a72  7#d7 a plan of      
action with specific recommendations for
 developing and reshaping the workforce 
of the ,agency to address the gaps in   
critical skills described in paragraph  
7#c77;,a71 including-- 7,a7 specific    
recruitment and retention goals by cadre
 and mission critical occupations1      
including the analysis that the ,agency 
uses to produce those numbers2  7,b7    
specific strategies for developing1     
training1 deploying1 motivating1 and    
retaining the workforce of the ,agency  
and the ability of the workforce of the 
,agency to fulfill the mission and      
responsibilities of the ,agency1        
including the program objectives of the 
,department and the ,agency to be       
achieved through such strategies2  7,c7 
specific strategies for recruiting and  
retaining individuals needed to address 
workforce gaps within specific cadres2  
7,d7 specific strategies for the        
development1 training1 and coordinated  

and rapid deployment of the ,surge      
,capacity ,force2 and  7,e7 any         
necessary legislative proposals to      
improve recruitment and retention2 and  
7#e7 a discussion that-- 7,a7 details   
the number of employees not employed by 
the ,agency serving in the ,surge       
,capacity ,force and the qualifications 
or credentials and training of such     
individuals2  7,b7 includes information 
on annual data relating to the          
deployment of the workforce of the      
,agency following major disasters or    
emergencies declared by the ,president  
under section #dja or #eja1             
respectively1 of the ,robert ,t4        
,stafford ,disaster ,relief and         
,emergency ,assistance ,act 7#db        
,u4,s4,c4 #eagj1 #eaia7 during the      
#c-year period preceding the date of the
 submission of the plan2  7,c7 details--
 7i7 average tenure and attrition data1 
categorized by type of attrition1 for-- 
7,i7 types of ,agency employees by      
hiring authority2 and  7,,ii7 specific  

offices1 regions1 and cadres of the     
,agency2 and  7ii7 any known reasons why
 some types of ,agency employees or     
specific offices1 regions1 or cadres of 
the ,agency may have higher levels of   
attrition and strategies to address     
those higher levels of attrition2  7,d7 
details-- 7i7 efforts of the ,agency to 
help prevent and respond to             
discrimination and harassment2 and  7ii7
 information on reported cases of       
discrimination and harassment within the
 ,agency and the outcomes of those      
cases2 and  7,e7 describes1 with respect
 to hiring information of the ,agency1  
the time between the date on which the  
,agency validates a need to hire a new  
employee for a position and-- 7i7 the   
acceptance of an offer of employment for
 the position by an applicant2 and  7ii7
 the start date of the employee at the  
,agency for the position4  7e7 ,report  
,not later than #ahj days after the date
 of the submission of the plan required 
under subsection 7b71 the ,comptroller  

,general of the ,united ,states shall   
submit to the ,committee on ,homeland   
,security and ,governmental ,affairs of 
the ,senate and the ,committee on       
,transportation and ,infrastructure of  
the ,house of ,representatives a report 
that-- 7#a7 analyzes whether the plan   
meets the requirements of this ,act2 and
  7#b7 includes necessary               
recommendations to ensure subsequent    
plans meet the requirements of this     
,act4