Sec. 105. Agency workforce transparency and accountability
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/bill/118/s/5581/is/section-105·A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
It is the sense of Congress that international affairs agencies should operate with comprehensive strategic plans that ensure coherent, effective, and measurable outcomes to advance fair and transparent processes in recruiting, training, promoting, and retaining a representative international affairs workforce. Not later than 90 days after the date of the enactment of this Act, and every 4 years thereafter, the CDIO of each international affairs agency, or senior official designated by the head of the agency, shall develop or update and publish on the agency’s website an agency-wide strategic plan that— highlights comprehensive, data-driven strategies to systematically and regularly examine employment policies and practices and identify and remove barriers to equal employment; identifies appropriate practices to improve the transparency, accountability, and effectiveness of the efforts of the agency to formulate employment practices that are consistent with merit-based system principles; and establishes metrics and a system for regular reporting on the progress in implementing the strategic plan, such as demographic baseline data, focus groups, surveys, scorecards, dashboards, and other data collection and reporting tools.
Not later than 90 days after the date of the enactment of this Act, and annually thereafter, the Secretary, the Administrator, or the head of the relevant agency shall publish or update the public website of the respective agency to describe the agency’s efforts to implement the agency’s diversity, equity, inclusion, and accessibility strategic plan or any other comprehensive strategic plan that advances fair and transparent human resources policies and practices, including efforts involving— workforce pay and compensation; recruitment, hiring, promotions, and retention; reasonable accommodations for disabilities; reasonable accommodations for religious practices; safe workplaces, including addressing bullying, harassment, and discrimination; and working with employee resource groups.