PRIA Logo™
119-hr-6700119th CongressWALLET

TALENTS Act

Sponsored By: Representative Stansbury, Melanie A. [D-NM-1]

Introduced

Summary

Expand the Presidential Management Fellows Program to build a larger, more structured federal leadership pipeline. It would set program rules, growth targets, and new paths into the competitive civil service.

Show full summary
  • Would recruit outstanding candidates from diverse fields and give the Office of Personnel Management Director authority to set qualifications, oversee operations, and require development-linked rotations for Fellows outside Washington, DC. Cohorts would double each year from fiscal year 2026 through fiscal year 2031.
  • Would create two clear conversion paths into the competitive civil service: placement in a term or permanent position in the same agency or in a different agency. Conversion requires successful program certification and completion and cannot be used to mask misconduct or failure to meet certification standards.
  • Would authorize or continue Federal Executive Boards across many metropolitan areas and require each agency to name senior regional representatives. FEBs must file annual work plans by July 1 and annual reports by January 1 and operate under the Director of OPM's oversight.

Personalized for You

How does this bill affect your finances?

Personalize government policy and PRIA will tell you what this bill means for your household, plus every other piece of legislation we track. PRIA reads each provision against your financial profile to show you exactly what matters to your wallet.

Free to download

Bill Overview

Analyzed Economic Effects

4 provisions identified: 3 benefits, 0 costs, 1 mixed.

Federal Executive Boards for regional coordination

If enacted, the bill would establish or continue Federal Executive Boards in named metropolitan areas under OPM Director oversight. Agency heads would name regional officers to serve on the Boards. Boards must adopt Director-approved bylaws, submit a work plan by July 1, and an annual report by January 1. The Director could merge, dissolve, or create Boards and issue rules or direct cooperative activities.

Fellow training, mentors, and rotations

If enacted, each Fellow would get an Individual Development Plan approved within 90 days. A managerial mentor outside the Fellow's chain of command must be assigned within 90 days. Agencies must provide at least 80 hours per year of formal interactive training (mandatory security and ethics training do not count). Each Fellow must have at least one 120–180 day developmental rotation in a different work unit.

More Presidential Management Fellows slots

If enacted, the bill would create a statutory Presidential Management Fellows program run by OPM. The Director would set finalist selection rules and may give hiring preference to veterans. Each year from FY2026 through FY2031 the number of PMF slots would be twice the prior year's count. The doubling would end after fiscal year 2031.

Fellow hiring, transfer, and conversion rules

If enacted, agencies could hire Fellows on two-year Schedule D appointments treated as trial periods. Agencies could extend a Fellow's appointment up to 120 days in rare cases. Executive Resources Boards must decide certification no later than 45 days before program end and notify Fellows at least 30 days before completion; denied Fellows can ask the Director to reconsider within 15 days. Certified Fellows could convert into term or permanent competitive service without a break; another agency may convert a Fellow if the original agency cannot, but the new job must be equal or lower in full performance level. Agencies may remove Fellows for misconduct, poor performance, or suitability, and withdrawals count as resignations. Fellows would be placed in excepted service group II for RIF rules. Fellows can request up to 180 days part-time; approval is discretionary. If a Fellow moves agencies within the first 180 days, the initial agency may request 25% of the placement fee from the new agency. A Fellow who held a prior permanent competitive job may be placed back at agency discretion; that decision is not appealable. Readmission is barred for withdrawals tied to misconduct or suitability, and the Director has final, nonappealable authority on readmission approvals.

Sponsors & CoSponsors

Sponsor

Stansbury, Melanie A. [D-NM-1]

NM • D

Cosponsors

  • Rep. Bonamici, Suzanne [D-OR-1]

    OR • D

    Sponsored 12/12/2025

  • Rep. Davids, Sharice [D-KS-3]

    KS • D

    Sponsored 12/12/2025

Roll Call Votes

No roll call votes available for this bill.

View on Congress.gov
Back to Legislation