; (B) the cost of implementing the changes; and (C) the challenges associated with implementing the changes. (3) Additional recommendations from the Commission Report that should be undertaken to attract and retain a highly qualified workforce that meets the needs of Executive agencies. (4) Additional recommendations, as appropriate, to more effectively attract and retain a highly qualified workforce that meets the needs of Executive agencies. (d) Definition In this section, the term civil service has the meaning given that term in section 2101 of title 5, United States Code. 353. Proposals for modern talent-management system (a) Reports required Not later than December 31, 2031, the Director of the Office of Management and Budget and the Comptroller General shall each submit to the Committee on Homeland Security and Governmental Affairs and the Committee on Armed Services of the Senate and the Committee on Oversight and Reform and the Committee on Armed Services of the House of Representatives a report setting forth detailed proposals for a modern talent-management system to replace existing civil service personnel systems. (b) Additional report Not later than 1 year after the date of enactment of this Act, the Director of the Office of Personnel Management shall contract with the National Academy of Public Administration— (1) to conduct a study of proposals for a modern talent-management system to replace existing civil service personnel systems; and (2) to submit to the Director of the Office of Personnel Management, not later than December 31, 2031, a report on such proposals, which the Director shall submit to the committees of Congress referred to in subsection (a). (c) Elements Each report under subsections (a) and (b) shall include the following: (1) A detailed proposal for a new, comprehensive civil service personnel system designed to replace existing civil service personnel systems in Executive agencies, with particular attention to— (A) classification; (B) hiring; (C) compensation; (D) evaluation