§10102 — Title 5 Government Organization and Employees | U.S. Code

Summary

The Administrator must create and send a strategic human capital plan to the right congressional committees within 6 months after this chapter is enacted. The plan must analyze workforce gaps for the next 10 years, saying what critical skills will be needed, what skills the workforce had the day before enactment, how retirements and other losses will change the workforce, and what staffing levels and gaps exist by job type. It must give a clear action plan to fix those gaps, including recruitment and retention goals (and use of bonus pay), ways to train, deploy, pay, and keep staff, plans to recruit people from State emergency agencies, and plans to build and quickly deploy the Surge Capacity Force. The plan must also report who is in the Surge Capacity Force, their qualifications, the last year’s training, whether the Force can handle disasters (including catastrophic ones), and any extra authorities or resources needed. By May 1, 2007, and by May 1 of each of the next five years, the Administrator must send updates that measure, with results-focused performance measures, how the Department and the Agency are doing at carrying out the plan.

Title 5, §10102

Government Organization and Employees — Source: USLM XML via OLRC

(a)Not later than 6 months after the date of enactment of this chapter, the Administrator shall develop and submit to the appropriate committees of Congress a strategic human capital plan to shape and improve the workforce of the Agency.

(b)The strategic human capital plan shall include—

(1)a workforce gap analysis, including an assessment of—

(A)the critical skills and competencies that will be needed in the workforce of the Agency to support the mission and responsibilities of, and effectively manage, the Agency during the 10-year period beginning on the date of enactment of this chapter;

(B)the skills and competencies of the workforce of the Agency on the day before the date of enactment of this chapter and projected trends in that workforce, based on expected losses due to retirement and other attrition; and

(C)the staffing levels of each category of employee, including gaps in the workforce of the Agency on the day before the date of enactment of this chapter 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 (A);

(2)a plan of action for developing and reshaping the workforce of the Agency to address the gaps in critical skills and competencies identified under paragraph (1)(C), including—

(A)specific recruitment and retention goals, including the use of the bonus authorities under this chapter as well as other bonus authorities (including the program objective of the Agency to be achieved through such goals);

(B)specific strategies for developing, training, deploying, compensating, and motivating and retaining the Agency workforce and its ability to fulfill the Agency’s mission and responsibilities (including the program objectives of the Department and the Agency to be achieved through such strategies);

(C)specific strategies for recruiting individuals who have served in multiple State agencies with emergency management responsibilities; and

(D)specific strategies for the development, training, and coordinated and rapid deployment of the Surge Capacity Force; and

(3)a discussion that—

(A)details the number of employees of the Department not employed by the Agency serving in the Surge Capacity Force and the qualifications or credentials of such individuals;

(B)details the number of individuals not employed by the Department serving in the Surge Capacity Force and the qualifications or credentials of such individuals;

(C)describes the training given to the Surge Capacity Force during the calendar year preceding the year of submission of the plan under subsection (c);

(D)states whether the Surge Capacity Force is able to adequately prepare for, respond to, and recover from natural disasters, acts of terrorism, and other man-made disasters, including catastrophic incidents; and

(E)describes any additional authorities or resources necessary to address any deficiencies in the Surge Capacity Force.

(c)Not later than May 1, 2007, and May 1st of each of the next 5 succeeding years, the Administrator shall submit to the appropriate committees of Congress an update of the strategic human capital plan, including an assessment by the Administrator, using results-oriented performance measures, of the progress of the Department and the Agency in implementing the strategic human capital plan.

Editorial Notes

References in Text

The date of enactment of this chapter, referred to in subsecs. (a) and (b)(1), is the date of enactment of Pub. L. 109–295, which was approved Oct. 4, 2006.

§10102 Strategic Human Capital Plan

Summary

Title 5, §10102

Notes & Related Subsidiaries

Editorial Notes

References in Text

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