Section 1 Short title
This Act may be cited as the “Chance to Compete Act of 2021”.
Chance to Compete Act of 2021
A BILL
To implement merit-based reforms to the civil service hiring system that replace degree-based hiring with skills- and competency-based hiring.
Sec. 2 Definitions
Terms defined in section 3308 of title 5, United States Code— In this Act, the terms agency, Director, examining agency, Office, subject matter expert, and technical assessment have the meanings given those terms in subsection (a) of section 3308 of title 5, United States Code, as added by section 3(a).
Other terms— In this Act, the term competitive service has the meaning given the term in section 2102 of title 5, United States Code.
Sec. 3 Defining the term “examination” for purposes of hiring in the competitive service
by striking “The Office of Personnel Management” and inserting the following:
“(a) Definitions
“(1) Examination defined for purposes of chapter—For purposes of this chapter, the term examination, with respect to the competitive service—
“(A) means an opportunity to directly demonstrate knowledge, skills, abilities, and competencies, through a passing score assessment (unless the examining agency determines that another method, not limited to the outcomes of pass or fail, makes meaningful and objective differentiations in rating candidates); and
“(B) does not include a self-assessment from an automated examination, a résumé review (unless conducted by a subject matter expert in a structured manner), or any other method of determining the experience or level of educational attainment of an individual, alone.
“(2) Other terms—In this section—
“(A) the term agency means an agency described in section 901(b) of title 31;
“(B) the term Director means the Director of the Office;
“(C) the term examining agency means—
“(i) the Office; or
“(ii) an agency to which the Director has delegated examining authority under section 1104(a)(2) of this title;
“(D) the term Office means the Office of Personnel Management;
“(E) the term passing score assessment means an assessment that an individual can pass or fail;
“(F) the term subject matter expert means an employee—
“(i) who is determined by the employee's agency to be an expert in the subject and job field of a position in the competitive service; and
“(ii) whom the employee's agency designates to develop and conduct technical assessments; and
“(G) the term technical assessment means a position-specific assessment developed under subsection (b)(1)(A).
“(b) Technical assessments
“(1) In general—For the purpose of conducting an examination for a position in the competitive service, a subject matter expert who is determined by the subject matter expert's agency to be an expert in the subject and job field of the position, as affirmed and audited by the Chief Human Capital Officer or Human Resources Director (as applicable) of that agency, may—
“(A) develop, in partnership with human resources employees of the examining agency, a position-specific assessment that is relevant to the position; and
“(B) conduct the assessment developed under subparagraph (A) to—
“(i) determine whether an applicant for the position has a passing score to be qualified for the position; or
“(ii) rank applicants for the position as “most qualified” or “qualified” for category rating purposes under section 3319.
“(2) Types of assessments—A technical assessment developed under paragraph (1) may include—
“(A) a structured interview;
“(B) a work-related sample;
“(C) a custom or generic behavioral assessment (which, if generic, may be customized as needed); or
“(D) another assessment.
“(3) Sharing and customization of assessments
“(A) Sharing—An examining agency may share a technical assessment developed under paragraph (1) with another examining agency.
“(B) Customization—An examining agency with which a technical assessment is shared under subparagraph (A) may customize the assessment as appropriate.
“(C) Platform for sharing and customization—The Director shall establish and operate a platform on which examining agencies can share and customize technical assessments under this paragraph.
“(4) Adoption of determinations by other agencies—For purposes of sections 3318(b) and 3319(c), an appointing authority, other than the appointing authority requesting a certificate of eligibles, that selects an individual from that certificate in accordance with such section 3318(b) or 3319(c) may adopt the determination described in paragraph (1) of this subsection of a subject matter expert employed by the requesting appointing authority instead of conducting an additional technical assessment of the individual.
“(c) Educational requirements—The Office”
in subsection (c), as so designated, in the second sentence, by striking “this section” and inserting “this subsection”.
Implementation of passing score assessment requirement— Not later than 1 year after the date of enactment of this Act, the Director and the head of any other examining agency shall eliminate the use of any examination for the competitive service that does not satisfy the definition of the term examination in subsection (a) of section 3308 of title 5, United States Code, as added by subsection (a) of this section.
OPM reporting—
Public dashboard—
In general— The Director shall maintain and periodically update a publicly available dashboard that, with respect to each position in the competitive service for which an examining agency examined applicants during the applicable period, includes—
the type of assessment used, such as—
a behavioral off-the-shelf assessment;
a résumé review conducted by a subject matter expert;
an interview conducted by a subject matter expert;
a technical off-the-shelf assessment; or
a cognitive ability test;
whether or not the agency selected a candidate for the position; and
the hiring authority used to fill the position.
Timing—
Initial data— Not later than 180 days after the date of enactment of this Act, the Director shall update the dashboard described in subparagraph (A) with data for positions in the competitive service for which an examining agency examined applicants during the period beginning on the date of enactment of this Act and ending on the date of submission of the report.
Subsequent updates— Not later than October 1 of each fiscal year beginning after the date on which the dashboard is initially updated under clause (i), the Director shall update the dashboard described in subparagraph (A) with data for positions in the competitive service for which an examining agency examined applicants during the preceding fiscal year.
Annual progress report— Each year, the Director shall make publicly available and submit to Congress an overall progress report that includes summary data of the use of examinations (as defined in subsection (a) of section 3308 of title 5, United States Code, as added by subsection (a) of this section) for the competitive service, including technical assessments, broken down by applicant demographic indicator, including veteran status, race, gender, disability, and any other measure the Director determines appropriate, using the data available as of October 1, 2020, as a baseline.
GAO report— Not later than 5 years after the date of enactment of this Act, the Comptroller General of the United States shall submit to Congress a report that—
assesses the implementation of this section and the amendments made by this section;
assesses the impact and modifications to the hiring process for the competitive service made by this section and the amendments made by this section; and
makes recommendations for the improvement of the hiring process for the competitive service.
Sec. 4 Amendments to Competitive Service Act of 2015
Platforms for sharing certificates of eligibles— Section 3318(b) of title 5, United States Code, is amended—
in paragraph (1), by striking “240-day” and inserting “1-year”;
by redesignating paragraph (5) as paragraph (6); and
by inserting after paragraph (4) the following:
“(5) Platform for sharing résumés of individuals on certificates of eligibles—The Director of the Office shall establish and operate a platform on which an appointing authority can share, with other appointing authorities and the Chief Human Capital Officers Council established under section 1303 of the Chief Human Capital Officers Act of 2002 (5 U.S.C. 1401 note; Public Law 107–296), the résumés of individuals who are on a certificate of eligibles requested by the appointing authority.”
Maximizing sharing of applicant information— Section 2 of the Competitive Service Act of 2015 (Public Law 114–137; 130 Stat. 310) is amended—
by redesignating subsections (c) and (d) as subsections (d) and (e), respectively; and
by inserting after subsection (b) the following:
“(c) Maximizing sharing of applicant information
“(1) Definitions—In this subsection—
“(A) the terms agency, Director, and Office have the meanings given those terms in section 3308(a) of title 5, United States Code; and
“(B) the term competitive service has the meaning given the term in section 2102 of title 5, United States Code.
“(2) Maximizing sharing—The Director shall maximize the sharing of information among agencies regarding qualified applicants for positions in the competitive service, including by—
“(A) providing for the delegation to other agencies of the authority of the Office to host multi-agency hiring actions to increase the return on investment on high-quality pooled announcements; and
“(B) sharing certificates of eligibles for appointment.”
Amendment of implementing regulations— Not later than 180 days after the date of enactment of this Act, the Director shall promulgate regulations to carry out the amendments made by this section.
Sec. 5 Modernizing and reforming the assessment and hiring of Federal job candidates
In general— Subsection (c) of section 3308 of title 5, United States Code, as so designated by section 3(a), is amended—
by striking “scientific, technical, or professional”;
by inserting “legally” before “performed”; and
by inserting “in a jurisdiction in which the duties of the position are to be performed” after “a prescribed minimum education”.
Implementation—
Regulations and guidance documents— Not later than 1 year after the date of enactment of this Act, the Director shall amend all regulations and guidance documents as necessary to implement the amendments made by subsection (a).
Hiring practices— Not later than 1 year after the date of enactment of this Act, the Director and the head of any other examining agency shall amend the hiring practices of the Office or the other examining agency, respectively, in accordance with the amendments made by subsection (a).
Sec. 6 Talent teams
Federal agency talent teams—
In general— An agency may establish 1 or more talent teams (referred to in this section as agency talent teams), including at the component level.
Duties— An agency talent team shall provide hiring support to the agency and other agencies, including by—
improving examinations (as defined in subsection (a) of section 3308 of title 5, United States Code, as added by section 3(a));
facilitating writing job announcements for the competitive service;
sharing high-quality certificates of eligibles; and
facilitating hiring for the competitive service using examinations (as defined in such subsection (a)) and subject matter experts.
Office of Personnel Management— The Director may establish a Federal talent team to support agency talent teams in facilitating pooled hiring actions across the Federal Government, providing training, and creating technology platforms to facilitate hiring for the competitive service, including—
the development of technical assessments; and
the sharing of certificates of eligibles under sections 3318(b) and 3319(c) of title 5, United States Code.