HR 5810
Federal Supervisor Education Act
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Bill overview
The Federal Supervisor Education Act of 2025 requires federal agencies to provide mandatory training for supervisors. This training will cover topics such as performance goal development, employee rights, and managing employee performance, including addressing issues like harassment and performance problems. Supervisors must complete this training within a year of appointment and every three years thereafter, with the Office of Personnel Management (OPM) establishing regulations and providing guidance to agencies on supervisor competencies.
Key provisions
- Federal agencies must establish training programs for supervisors on developing performance goals and objectives.
- Training must cover employee rights, prohibited personnel practices, and procedures for enforcing those rights.
- Supervisors must receive training on mentoring and coaching employees, fostering a respectful work environment, and addressing unacceptable performance.
- Training must be conducted at least once every three years after initial completion.
- The OPM will issue regulations to implement the training requirements and provide agency guidance.
- Agencies must assess supervisors' competencies based on OPM guidance.
- Supervisors will receive a list of available developmental opportunities.
- Chapter 43 of Title 5, United States Code, is amended to include a section on management competencies and agency assessment of supervisor performance.
Who is affected
- Federal Government Supervisors
- Office of Personnel Management (OPM)
Sponsors
Official sponsors from legislative records.
Primary sponsor
William R. Timmons
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119th CONGRESS — 1st Session
H. R. 5810
IN THE HOUSE OF REPRESENTATIVES
A BILL
To provide for mandatory training for Federal Government supervisors and the assessment of management competencies, and for other purposes.
This Act may be cited as the Federal Supervisor Education Act of 2025
.
Section 4121 of title 5, United States Code, is amended to read as follows:
In this section—
the term program
has the meaning given that term in section 1122(a)(1)(C) of title 31; and
the term supervisor
means—
a supervisor (as that term is defined in section 7103(a)(10));
a management official (as that term is defined under such section); or
any other employee as the Director of the Office of Personnel Management may by regulation prescribe.
a comprehensive management succession program to provide training to employees to develop managers for the agency; and
a program—
developing and discussing relevant performance goals and objectives with the employee and ensuring the performance goals and objectives align to the mission and priority goals of the agency;
communicating and discussing progress relative to performance goals and objectives, and conducting performance appraisals;
mentoring and coaching employees and improving employee engagement, performance, and productivity;
fostering a work environment characterized by fairness, respect, equal opportunity, and attention paid to the merit of the work of employees;
effectively managing employees with unacceptable performance, including training to understand the disciplinary options and procedures available to the supervisor;
addressing reports of a hostile work environment, retaliation, or harassment of, or by, another supervisor or employee;
meeting supervisor competencies established by the Office of Personnel Management or the employing agency of the supervisor; and
collaborating with human resources employees to recruit, select, appraise, and reward employees to build a workforce based on organizational goals, budget considerations, and staffing needs;
to provide training to supervisors on the prohibited personnel practices under section 2302, employee rights, and the procedures and processes used to enforce employee rights; and
under which experienced supervisor mentors are identified, evaluated, and approved to provide guidance and advice to new or underperforming supervisors to—
transfer knowledge and advice in areas such as communication, critical thinking, responsibility, flexibility, motivating and engaging employees, teamwork, leadership, and professional development; and
identify strengths and areas for development.
Training in the program components established under subparagraphs (A) and (B) of subsection (b)(2) shall—
be designed using principles of adult learning and an industry standard instructional design model; and
to the extent practicable, as determined by the agency, be training that is instructor-based.
Not later than 1 year after the date an individual is appointed to the position of supervisor, such individual shall be required to have completed each program component established under subsection (b)(2).
The Director of the Office of Personnel Management may establish and administer procedures under which an agency may extend the 1-year period described under subparagraph (A) with respect to an individual.
After completion of a program component under subparagraphs (A) and (B) of subsection (b)(2), each supervisor shall be required to complete each program component under such subparagraphs not less frequently than once every 3 years.
Each program component established under subsection (b)(2) shall include provisions under which the agency gives a supervisor credit toward a period of training that the agency determines is similar to training that the supervisor previously completed.
Each agency shall measure the effectiveness of training program components established under subsection (b)(2).
An agency shall make available, in a manner that may be determined by the Director of the Office of Personnel Management, to each supervisor—
a detailed list of developmental opportunities available to the supervisor; and
the policies of the agency for requiring supervisor development.
Not later than 1 year after the date of the enactment of this Act, the Director of the Office of Personnel Management shall prescribe regulations under section 4121(f) of title 5, United States Code, as amended by subsection (a) of this section.
The amendments made by this section shall take effect 1 year after the date of the enactment of this Act.
The amendments made by this section shall apply to—
each individual appointed to the position of a supervisor (as that term is defined in section 4121(a) of title 5, United States Code, as added by subsection (a) of this section) on or after the effective date in paragraph (1); and
each individual who is employed in the position of a supervisor on the effective date in paragraph (1).
Chapter 43 of title 5, United States Code, is amended—
by redesignating section 4305 as section 4306; and
by inserting after section 4304 the following:
In this section, the term supervisor
has the meaning given that term in section 4121(a).
The Director of the Office of Personnel Management shall issue guidance to agencies on competencies supervisors are expected to meet in order to effectively manage, and be accountable for managing, the performance of employees to fulfill the organizational goals and mission of the agency.
Based on guidance issued under subsection (b) and on any additional competencies developed by an agency, each agency shall assess the performance of the supervisors and the overall capacity of the supervisors in that agency.
The table of sections for chapter 43 of title 5, United States Code, is amended by striking the item relating to section 4305 and inserting the following:
Section 4304(b)(3) of title 5, United States Code, is amended by striking section 4305
and inserting section 4306
.