APPENDICES APPENDIX A — 2023–2027 DOD CYBER WORKFORCE STRATEGY GOALS & OBJECTIVES DoD Strategic Goals 2022 National Defense Strategy (NDS) Strategic Goal 4: Cultivate the Workforce We Need FY22-FY26 DOD Civilian Human Capital (HC) Operating Plan Human Capital Objectives (HCOs) HCO 1: Manage People HCO 2: Cultivate a Culture of Engagement and Inclusion HCO 3: Advance Human Resources Strategic Human Capital Management (SHCM) Goals 1. Invest in our national security workforce by 1) recruiting; 2) developing; 3) retaining; and 4) inspiring an existing and new generation to remain in public service. 2. Ensure the workforce is agile, information-advantaged, motivated, diverse and highly-skilled. 2023–2027 DoD Cyber Workforce Strategy Goals & Objectives Goal 1: Execute consistent capability assessment and analysis processes to stay ahead of force needs. Objectives: 1.1 Implement a repeatable capability and workforce requirement review process to ensure identified needs reflect environmental demands. 1.2 Expand and refine frameworks to better support requirements identification. 1.3 Utilize advanced analytic capabilities to increase the speed, accuracy and efficiency of capability and requirement reviews. 1.4 Establish a repository of organizations with known capabilities to better identify partnership or pipeline sources. Include nontraditional or under-represented capability sources to bring in new solutions. Goal 2: Establish an enterprise-wide talent management program to better align force capabilities with current and future requirements. Objectives: 2.1 Develop and implement assessments to align talent with development programs and training pipelines for the roles best suited. 2.2 Develop enhanced guidance for talent acquisition to include previously untapped or under-represented sources of talent. 2.3 Manage as a unified functional community. Compel development, employment and resourcing decisions with a whole of community perspective. 2.4 Drive continuous development to foster capability advancement across all proficiency and experience levels. 2.5 Improve and expand new employee development programs as a part of talent management. 2.6 Include changing mission requirements in development pipelines to match talent management to mission. 2.7 Evaluate capability demonstration programs including performance based assessments to maximize reach and effectiveness. 21