TALENTS Act
The TALENTS Act would create a new Presidential Management Fellows Program (PMFP) within the federal government, led by the Director of the Office of Personnel Management (OPM). The program aims to recruit outstanding graduates across disciplines and develop them into leaders who can manage public policy and programs. It would dramatically expand the number of Fellows over several years (the Director must set the initial number and then ensure that the annual Fellow count in 2026–2031 is 200 percent of the prior year’s level). Fellows would be appointed through agencies under an excepted-service framework, complete structured development plans (including rotations, training, and mentorship), and have a pathway to convert to competitive (often permanent) positions in the civil service after completing the program. The bill also creates a framework for Fellows to move between agencies, interact with Federal Executive Boards and Federal Executive Offices at field locations, and undergo formal evaluation and certification toward program completion. A congressional reporting requirement would track program challenges and improvements. In short, TALENTS would systematically recruit, train, rotate, and evaluate a large cohort of future federal managers with a formal conversion path into the competitive service, supported by agency and government-wide leadership development and governance structures.
Key Points
- 1Establishes the Presidential Management Fellows Program (PMFP) and defines key terms (Fellows, agency PMF Coordinators, Federal Executive Boards, etc.). The Director of OPM would oversee the program, including development and coordination with agencies.
- 2Growth and recruitment: The Director determines the number of finalists each year, with a mandate to increase Fellow positions substantially from year to year (2026–2031 the number must be 200% of the prior year’s level).
- 3Eligibility and selection: Annual announcements; eligibility requires an advanced degree from a qualifying institution within the last two years (or near completion if in school). Finalists are chosen through a rigorous process, with preference given to eligible veterans protections where applicable, and a published list of finalists.
- 4Appointments and placement: Agencies may appoint Fellows for two-year terms under the excepted service (with possible extensions up to 120 days). Fellows can be placed at GS-9, GS-11, or GS-12 levels based on qualifications, and appointments are intended to be full-time (with a limited ability to request a short-term part-time schedule).
- 5Development and rotations: Each Fellow must have an Individual Development Plan within 90 days, including at least 80 hours of yearly agency training (excluding mandatory trainings like security and ethics). Each Fellow must receive a mentor and participate in rotational or developmental assignments of 120–180 days, possibly across different units or agencies; short-term rotational assignments (30–180 days) are also allowed.
- 6Certification and conversion: An Executive Resources Board (ERB) must assess, approve, or deny program completion. Successful Fellows can convert to a term or permanent position in the competitive service, potentially at a different agency if the original agency cannot convert the Fellow. The conversion must occur before the end of the program period (plus extensions) and must be at a comparable or lower level than the original assignment.
- 7Movement between agencies: Fellows may move to another agency with no break in service if the receiving agency can participate and the original agency releases the appointment; time served transfers toward program completion.
- 8Withdrawal and readmission: Fellows can withdraw (considered resignation) with obligations in place; readmission to the program may be possible under certain conditions, with agency approval and potential review by OPM.
- 9Federal Executive Boards (FEBs): Establishes FEBs in multiple metro areas to coordinate field operations and program implementation, under the Director’s oversight. FEBs would handle local management issues, training coordination, and communications with Washington, including annual work plans and reports.
- 10Oversight and reporting: The Director would issue guidance for FEBs and submit a program status report at least every three years, analyzing structural challenges and recommending improvements.