§4 ROTATIONAL CYBER WORKFORCE PROGRAM.

Summary

The Director must, no later than 270 days after the law was passed (June 21, 2022), work with the Councils, the Secretary, agency representatives, and others the Director chooses to create and issue an operation plan for a Federal Rotational Cyber Workforce Program. The plan will set the rules for temporarily moving employees among cyber jobs across agencies, can use existing hiring or detail methods, and can be updated later. The plan must name which agencies will take part and lay out procedures for training, eligibility, performance measures, reporting, and exit surveys. Participation is voluntary and needs approval from the employee’s agency head or a designee. Details will be nonreimbursable. Agencies may partner to backfill vacancies. After a detail ends, the employee must be allowed to return to their old job or an equivalent one with no loss of pay, seniority, or benefits. The home agency keeps control over assignments. Employees detailed to other agencies get the same rights they would under other laws. Performance reviews for the detail are prepared by the home agency, in coordination with the host agency, and follow objectives in the plan. Employees in cyber jobs may apply to positions on the list in section 3(b) with agency approval. Excepted-service employees need OPM approval to move into competitive-service rotational jobs. Details must last at least 180 days and no more than 1 year, with a possible 60-day extension unless the home agency’s Chief Human Capital Officer objects. Each detail requires a written service agreement that obligates the employee to work for the home agency for a period equal to the detail.