 S TRATEGIC O BJECTIVE 4.4: I NVEST IN H UMAN R ESOURCES C APABILITIES AND P ERSONNEL As recognized in the President’s Management Agenda, investments in HR are necessary for enabling departments and agencies to deliver on their missions. The federal government must, where possible, train HR personnel across the executive branch to ensure that a sufficient number in each department or agency have sufficient expertise in cyber job requirements to build a stronger federal cyber workforce. Working in close partnership with hiring managers, this cadre of HR personnel trained in cyber would facilitate recruitment and hiring processes that result in the hiring of qualified cyber workers. Lines of Effort 4.4.1 Train HR professionals in cyber talent management. The FCWWG will coordinate with OPM to develop a training program for HR specialists who will be able to apply best practices to the recruitment and hiring of federal cyber workers. This cadre would also be equipped with the knowledge and tools for cyber personnel management, as tailored to the needs of each department or agency. The Federal Cyber Workforce Development Institute proposed in Line of Effort 4.3 would also serve as a ground for train HR specialists on the unique dimensions, requirements, and talent acquisition challenges associated with the cyber workforce. 4.4.2 Provide tools and capabilities to support cyber talent management. OPM, with support from the FCWWG, will make existing hiring and pay flexibilities more accessible to departments and agencies. While OPM has created tip sheets, an executive talent playbook, and a cyber workforce hub137 relating to these authorities, widespread lack of familiarity inhibits their use. NATIONAL CYBER WORKFORCE AND EDUCATION STRATEGY 42