5 U.S.C. § 10101 — Definitions

Page 1319 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 10102 title V, Dec. 12, 2017, 131 Stat. 1406, which is set out as a note under section 1792 of Title 10, Armed Forces, and section 1101 of Pub. L. 115–91, div. A, title XI, Dec. 12, 2017, 131 Stat. 1627, which is set out as a note preceding section 1580 of Title 10. AMENDMENTS 2023—Subsec. (a). Pub. L. 118–31, § 1104(1), inserted ‘‘, 3307,’’ after ‘‘3303’’. Subsec. (a)(12), (13). Pub. L. 118–31, § 1104(2), added pars. (12) and (13). Subsec. (a)(14). Pub. L. 118–31, § 1250B(i)(1), added par. (14). Subsec. (b)(1). Pub. L. 118–31, § 1250B(i)(2), substituted ‘‘September 30, 2030’’ for ‘‘September 30, 2025’’. 2021—Subsec. (a)(11). Pub. L. 116–283 added par. (11). 2019—Subsec. (a)(2). Pub. L. 116–92, § 1109(a)(1)(A), amended par. (2) generally. Prior to amendment, par. (2) read as follows: ‘‘Any position involved with cybersecurity.’’ Subsec. (a)(5) to (10). Pub. L. 116–92, § 1109(a)(1)(B), added pars. (5) to (10). Subsecs. (b), (c). Pub. L. 116–92, § 1109(a)(2), added sub- secs. (b) and (c) and struck out former subsec. (b) which provided that effective on Sept. 30, 2025, the authority provided under subsec. (a) would expire. CHAPTER 101—FEDERAL EMERGENCY MANAGEMENT AGENCY PERSONNEL Sec. 10101. Definitions. 10102. Strategic human capital plan. 10103. Career paths. 10104. Recruitment bonuses. 10105. Retention bonuses. 10106. Quarterly report on vacancy rate in employee positions. § 10101. Definitions For purposes of this chapter— (1) the term ‘‘Agency’’ means the Federal Emergency Management Agency; (2) the term ‘‘Administrator’’ means the Ad- ministrator of the Federal Emergency Man- agement Agency; (3) the term ‘‘appropriate committees of Congress’’ has the meaning given the term in section 602 of the Post-Katrina Emergency Management Reform Act of 2006; (4) the term ‘‘Department’’ means the De- partment of Homeland Security; and (5) the term ‘‘Surge Capacity Force’’ refers to the Surge Capacity Force, described under section 624 of the Post-Katrina Emergency Management Reform Act of 2006. (Added Pub. L. 109–295, title VI, § 621(a), Oct. 4, 2006, 120 Stat. 1411.) Editorial Notes REFERENCES IN TEXT Section 602 of the Post-Katrina Emergency Manage- ment Reform Act of 2006, referred to in par. (3), is clas- sified to section 701 of Title 6, Domestic Security. Section 624 of the Post-Katrina Emergency Manage- ment Reform Act of 2006, referred to in par. (5), is clas- sified to section 711 of Title 6, Domestic Security. Statutory Notes and Related Subsidiaries CHANGE OF NAME Any reference to the Administrator of the Federal Emergency Management Agency in title VI of Pub. L. 109–295 or an amendment by title VI to be considered to refer and apply to the Director of the Federal Emer- gency Management Agency until Mar. 31, 2007, see sec- tion 612(f)(2) of Pub. L. 109–295, set out as a note under section 313 of Title 6, Domestic Security. § 10102. Strategic human capital plan (a) PLAN DEVELOPMENT.—Not later than 6 months after the date of enactment of this chap- ter, the Administrator shall develop and submit to the appropriate committees of Congress a strategic human capital plan to shape and im- prove the workforce of the Agency. (b) CONTENTS.—The strategic human capital plan shall include— (1) a workforce gap analysis, including an as- sessment of— (A) the critical skills and competencies that will be needed in the workforce of the Agency to support the mission and respon- sibilities 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 en- actment of this chapter and in the projected workforce of the Agency that should be ad- dressed to ensure that the Agency has con- tinued access to the critical skills and com- petencies described in subparagraph (A); (2) a plan of action for developing and re- shaping the workforce of the Agency to ad- dress the gaps in critical skills and com- petencies identified under paragraph (1)(C), in- cluding— (A) specific recruitment and retention goals, including the use of the bonus au- thorities under this chapter as well as other bonus authorities (including the program ob- jective of the Agency to be achieved through such goals); (B) specific strategies for developing, training, deploying, compensating, and mo- tivating and retaining the Agency workforce and its ability to fulfill the Agency’s mis- sion and responsibilities (including the pro- gram objectives of the Department and the Agency to be achieved through such strate- gies); (C) specific strategies for recruiting indi- viduals who have served in multiple State agencies with emergency management re- sponsibilities; and (D) specific strategies for the development, training, and coordinated and rapid deploy- ment 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 individ- uals; (B) details the number of individuals not employed by the Department serving in the