GOAL 3 Goal 3: Facilitate a cultural shift to optimize Department-wide personnel management activities. Objective 3.2: Champion remote work flexibilities and policies to expand opportunities across the cyber workforce. Objective 3.3: Review the application of existing authorities to include and attract a broader pool of talent. Initiative 3.2.2: Establish supplementary training to empower supervisors to access resources to effectively manage the cyber workforce. Periodically evaluate telework and remote work delivery performance and adjust flexible work capabilities to better understand the impact to individual performance and support to critical activities. Initiative 3.3.1: Evaluate knowledge and use of types of appointments (e.g., hiring authorities), identify gaps, and update authorities and usage, as needed to attract a broader talent pool. OPR: USD(P&R) OCR: Cyber Community Managers (DoD CIO, PCA/ USCYBERCOM) OCR: Components (Services & 4th Estate) Pillar Alignment: Development, Retention Description: Providing additional training resources is an opportunity to enable managers to better understand how to effectively manage remote cyber teams. Periodic assessment of telework and remote work delivery performance will also help the Department understand if remote and hybrid work is benefiting employees from a health and wellness perspective and enabling the workforce to meet or exceed mission delivery. Initiative Activities and Milestones FY2023 FY24 - FY26 Baseline Activity Target FY2027 Activity Target Supplementary Create supplementary Baseline Defined in telework and remote telework and remote determined action planning work training and tools work trainings and tools developed and utilized OPR: USD(P&R) Pillar Alignment: Identification, Recruitment Description: Assessing the current usage of hiring authorities (e.g., Cyber Excepted Service, Direct Hiring Authorities) will help the Department prioritize future utilization. This evaluation will shape areas for refinement or opportunities to increase usage of types of appointments (e.g., hiring authorities) to attract qualified cyber talent through non-traditional or under-utilized pathways. Initiative Activities FY2023 FY24 - FY26 FY2027 and Milestones Baseline Activity Target Activity Target Analyze use of types Existing hiring authority of appointments (e.g., Baseline Defined in usage identified and hiring authorities) and determined action planning priorities set for usage determine priority usage Assess the utilization of Targeted Local Market Baseline Defined in Increase retention rates Supplement (TLMS) determined action planning for TLMS positions in comparison to local market supplements 2023-2027 Department of Defense Cyber Workforce Strategy - Implementation Plan Page 33