H.R. 6573

[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[H.R. 6573 Introduced in House (IH)]

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119th CONGRESS
1st Session
H. R. 6573

To establish Federal agency technology and artificial intelligence 
talent teams to improve competitive service hiring practices, and for 
other purposes.

_______________________________________________________________________

IN THE HOUSE OF REPRESENTATIVES

December 10, 2025

Ms. Jacobs (for herself, Mr. Obernolte, Ms. Brown, and Mr. Fallon) 
introduced the following bill; which was referred to the Committee on 
Oversight and Government Reform

_______________________________________________________________________

A BILL

To establish Federal agency technology and artificial intelligence 
talent teams to improve competitive service hiring practices, and for 
other purposes.

Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

This Act may be cited as the ``AI Talent Act''.

SEC. 2. TECHNOLOGY AND AI TALENT TEAMS, OTHER TALENT TEAMS, AND 
COMPETITIVE SERVICE HIRING.

(a) Federal Agency Technology and AI Talent Teams.--
(1) In general.--An agency may establish one or more 
technology and artificial intelligence talent teams (referred 
to in this section as ``agency talent teams''), including at 
the component level. An agency talent team may consist of 
positions of shared certificate coordinators, recruiters, 
assessment experts, subject matter experts, and non-technical 
positions that enable artificial intelligence governance, 
innovation, and risk management.
(2) Duties.--An agency talent team shall provide hiring 
support to the agency and other agencies for technology and 
artificial intelligence positions, including by--
(A) improving examinations for such positions;
(B) facilitating writing job announcements for such 
positions in the competitive service;
(C) sharing high-quality certificates of eligibles; 
and
(D) facilitating hiring for such positions in the 
competitive service using examinations and subject 
matter experts.
(3) Other matters.--
(A) Other teams.--An agency may establish 
centralized guidance and practices to support agency-
led talent teams in order to address high-need hiring 
areas.
(B) OPM.--The Office of Personnel Management may 
expand the hiring experience team at the Office to 
continue to focus on improving the hiring experience 
for hiring managers, human resource professionals, and 
applicants starting with scaling best practices for 
agencies around pooled hiring in support of artificial 
intelligence and artificial intelligence enabling 
roles.
(b) OPM Team.--
(1) In general.--The Director of the Office of Personnel 
Management may establish a Federal technology and artificial 
intelligence talent team to support agency talent teams in 
facilitating pooled hiring actions for technology and 
artificial intelligence talent across the Federal Government, 
providing training, and creating technology platforms to 
facilitate hiring for the competitive service, including--
(A) ensuring agencies are using best practices for 
technology and artificial intelligence hiring;
(B) leading cross-Government hiring efforts for 
technology and artificial intelligence hiring and 
engagement with key candidates;
(C) the development of technical assessments; and
(D) the sharing of certificates of eligibles and 
accompanying resumes under sections 3318(b) and 3319(c) 
of title 5, United States Code.
(2) Other teams.--The Director--
(A) may establish other talent teams to address 
high-need hiring areas at any agency; and
(B) may expand the hiring experience team at the 
Office to focus on surge hiring and scaling pooled 
hiring, with initial focus on artificial intelligence 
and artificial intelligence enabling roles.
(c) Technical Assessments.--
(1) In general.--For the purpose of conducting an 
examination for technology and artificial intelligence 
positions in the competitive service, any individual whom an 
agency determines to have an expertise in the subject and job 
field of the position may--
(A) develop, in partnership with human resources 
employees of the examining agency, a position-specific 
assessment that is relevant to the position; and
(B) administer the assessment developed under 
subparagraph (A) to--
(i) determine whether an applicant for the 
position has demonstrated the established 
qualifications for the position; or
(ii) rank applicants for the position for 
category rating purposes under section 3319 of 
title 5, United States Code.
(2) Sharing and customization of assessments.--
(A) Sharing.--An examining agency may share a 
technical assessment under this subsection with another 
examining agency if each agency maintains appropriate 
control over examination material.
(B) Customization.--An examining agency with which 
a technical assessment is shared under subparagraph (A) 
may customize the assessment as appropriate, provided 
that the resulting assessment satisfies the 
requirements under part 300 of title 5, Code of Federal 
Regulations (or any successor regulation).
(C) Platform for sharing and customization.--
(i) In general.--The Director of the Office 
of Personnel Management shall establish and 
operate an online platform on which examining 
agencies can share and customize technical 
assessments under this subsection.
(ii) Online platform.--The Director shall--
(I) not be responsible for 
independently validating the utility of 
the content and technical assessments 
shared in the online platform described 
in clause (i); and
(II) ensure that such online 
platform includes the ability of its 
users to rate the utility of the 
content and technical assessments 
shared in the online platform to allow 
for a ranking of such contents.
(3) Existing platforms.--If practicable, an agency shall 
use an existing hiring platform, including the USA Hire 
platform, to conduct technical assessments.
(d) Definitions.--In this section:
(1) Agency.--The term ``agency'' means an agency described 
in section 901(b) of title 31, United States Code.
(2) Examination.--
(A) In general.--The term ``examination''--
(i) means an opportunity to directly 
demonstrate knowledge, skills, abilities, and 
competencies for that position through an 
assessment;
(ii) includes a resume review that is--
(I) conducted or informed by a 
subject matter expert; and
(II) based upon indicators that--
(aa) are derived from a job 
analysis; and
(bb) bear a rational 
relationship to performance in 
the position for which the 
examining agency is making an 
appointment; and
(iii) subject to subparagraph (B), on and 
after the date that is 5 years after the date 
of enactment of this Act, does not solely 
include or principally rely upon a self-
assessment from an automated examination.
(B) Waiver.--
(i) Chief human capital officer.--The Chief 
Human Capital Officer of an agency may waive 
subparagraph (A)(iii) if, not later than 30 
days after the date on which the Officer 
authorizes the waiver, the Officer submits to 
the Director of the Office of Personnel 
Management a written report that justifies the 
need for the waiver and articulates the data, 
evidence, and circumstances for that need.
(ii) OPM.--The Director of the Office of 
Personnel Management--
(I) may provide agencies with 
guidance and instruction on the data, 
evidence, and circumstances that should 
be included in a waiver described in 
clause (i); and
(II) not later than 30 days after 
the date on which the Director receives 
a waiver under clause (i), shall post 
the waiver on a public website.
(iii) Effect.--A waiver authorized under 
clause (i) shall not be considered to have 
taken effect until the Director of the Office 
of Personnel Management posts the waiver under 
clause (ii).
(3) Examining agency.--The term ``examining agency'' 
means--
(A) the Office of Personnel Management; or
(B) an agency to which the Director has delegated 
examining authority under section 1104(a)(2) of title 
5, United States Code.
(4) Subject matter expert.--The term ``subject matter 
expert'' means an employee or selecting official--
(A) who possesses understanding of the duties of, 
and knowledge, skills, and abilities required for, the 
position for which the employee or selecting official 
is developing or administering an assessment; and
(B) whom the agency that employs the employee or 
selecting official designates to assist in the 
development and administration of technical assessments 
under subsection (c).
(5) Technical assessment.--The term ``technical 
assessment'' means an assessment developed under subsection (c) 
that--
(A) allows for the demonstration of job-related 
technical skills, abilities, and knowledge;
(B)(i) is based upon a job analysis; and
(ii) is relevant to the position for which the 
assessment is developed;
(C) may include--
(i) a structured interview;
(ii) a work-related exercise;
(iii) a custom or generic procedure used to 
measure an individual's employment or career-
related qualifications and interests;
(iv) another assessment that meets the 
criteria under clauses (i) and (ii);
(v) external industry assessments, 
including multi-hurdle or skills-based 
assessments; or
(vi) coding tests, automated transcription, 
or flexible timed exercises.
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