 the government to maintain a current inventory of cyber workforce readiness capabilities for use by management. Hiring and pay flexibility are powerful employment tools that could assist departments and agencies in strengthen their cyber workforce. Solutions available under existing personnel authorities include student loan repayment, critical pay authority, and recruitment, retention, and relocation pay incentives.133 For example, DoD’s Cyber Excepted Service (CES) provides for flexibility in hiring, pay, professional development, and promotions, and this enables DOD to attract, retain, and employ civilian talent more effectively. Similarly, DHS’s Cyber Talent Management System (CTMS) includes exceptions to the competitive service terms of employment and financial incentive structure.134 Notwithstanding CES and CTMS, such solutions are not being fully utilized, and several agencies face challenges in retaining personnel with critical cyber skills. Departments and agencies should assess their ability to take advantage, within their budgets, of existing as well as new hiring and retention flexibilities. Lines of Effort 4.3.1 Develop and publicize model career pathways. The FCWWG will work with OPM, CISA, the NICE program, DoD, the VA, and other agencies, as appropriate, to assess the Cyber Careers Pathway Tool, which was developed using the NICE Framework. This assessment will: evaluate the Tool’s ability to mapping cyber careers in an effective, understandable manner; determine whether modifications are warranted; and develop an approach to updating it using emerging best practices. If appropriate, the government will promote its use among employees.135 4.3.2 Invest in professional development. The FCWWG will inventory existing training and work-based learning and skills assessment programs, assess their adequacy and alignment with other workforce development efforts, and explore enhancements, as appropriate. ONCD will support the continued use of competitions, such as the President’s Cup managed by CISA and the Codebreaker Challenge at NSA, to identify, recognize, and reward cyber talent across the federal workforce. ONCD and the FCWWG will explore the creation of a Federal Cyber Workforce Development Institute (Institute), which would provide standardized, role–specific skilling, reskilling, and upskilling opportunities. By providing curriculum guidance and training for entry-level positions, the Institute could create valuable pathways into federal service and rapidly strengthen the cyber talent pipeline. The Institute would also facilitate career progression for current cyber practitioners by providing continuing education and professional development opportunities. NATIONAL CYBER WORKFORCE AND EDUCATION STRATEGY 40