GOAL 3 Facilitate a cultural shift to optimize Department-wide personnel management activities T he COVID-19 pandemic caused a shift in the future of work (e.g., expansion of telework, holistic views of work and worker health). What might seem like a challenge is an opportunity, which if fully embraced and properly communicated, will provide a competitive advantage to recruit, develop and retain world-class cyber talent. Specifically, the Department needs to facilitate a cultural shift in how it optimizes personnel management authorities and their application. This must involve utilizing existing authorities in nontraditional ways that consider agility, flexibility, responsiveness and innovation. Additionally, the Department should focus on enhancing personnel management authorities and, when possible, expanding their scope to facilitate broad impact. Facilitating a cultural shift will enable to Department to draw from a more expansive talent pool to meet current and future mission needs. Goal 3 Objectives: 3.1 Establish a Cyber Workforce Development Fund to accelerate implementation activities and enable training throughout to match demand. 3.2 Champion remote work flexibilities and policies to expand opportunities across the cyber workforce. 3.3 Review the application of existing authorities to include and attract a broader pool of talent. 3.4 Apply security clearance requirements appropriately for cyber positions, billets and personnel to increase positional flexibility. 3.5 Establish a mechanism for part-time surge support based on emergent mission need. 3.6 Expand Cyber Excepted Service (CES) authorities to optimize program capabilities and increase attractiveness for talent. 16