Page:United States Statutes at Large Volume 120.djvu/1443

 120 STAT. 1412

PUBLIC LAW 109–295—OCT. 4, 2006 ‘‘(1) the term ‘Agency’ means the Federal Emergency Management Agency; ‘‘(2) the term ‘Administrator’ means the Administrator of the Federal Emergency Management 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 Department 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.

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VerDate 14-DEC-2004

13:05 Jul 12, 2007

‘‘§ 10102. Strategic human capital plan ‘‘(a) PLAN DEVELOPMENT.—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) CONTENTS.—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

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