((a)) ** Sense of Congress** It is the sense of Congress that improving computer programming language proficiency will improve—

((1)) the cybersecurity effectiveness of the Department; and

((2)) the ability of foreign service officers to engage with foreign audiences on cybersecurity matters.

((b)) ** Technology talent acquisition**

((1)) ** Establishment** The Secretary shall establish positions within the Bureau of Global Talent Management that are solely dedicated to the recruitment and retention of Department personnel with backgrounds in cybersecurity, engineering, data science, application development, artificial intelligence, critical and emerging technology, and technology and digital policy.

((2)) ** Goals** The goals of the positions described in paragraph (1) shall be—

((A)) to fulfill the critical need of the Department to recruit and retain employees for cybersecurity, digital, and technology positions;

((B)) to actively recruit relevant candidates from academic institutions, the private sector, and related industries;

((C)) to work with the Office of Personnel Management and the United States Digital Service to develop and implement best strategies for recruiting and retaining technology talent; and

((D)) to inform and train supervisors at the Department on the use of the authorities listed in subsection (c)(1).

((3)) ** Implementation plan** Not later than 180 days after , the Secretary shall submit a plan to the appropriate congressional committees that describes how the objectives and goals set forth in paragraphs (1) and (2) will be implemented.December 23, 20222022-12-23

((4)) ** Authorization of appropriations** There is authorized to be appropriated $750,000 for each of the fiscal years 2023 through 2027 to carry out this subsection.

((c)) ** Annual report on hiring authorities** Not later than 1 year after , and annually thereafter for the following 5 years, the Secretary shall submit a report to the appropriate congressional committees that includes—

((1)) a list of the hiring authorities available to the Department to recruit and retain personnel with backgrounds in cybersecurity, engineering, data science, application development, artificial intelligence, critical and emerging technology, and technology and digital policy;

((2)) a list of which hiring authorities described in paragraph (1) have been used during the previous 5 years;

((3)) the number of employees in qualified positions hired, aggregated by position and grade level or pay band;

((4)) the number of employees who have been placed in qualified positions, aggregated by bureau and offices within the Department;

((5)) the rate of attrition of individuals who begin the hiring process and do not complete the process and a description of the reasons for such attrition;

((6)) the number of individuals who are interviewed by subject matter experts and the number of individuals who are not interviewed by subject matter experts; and

((7)) recommendations for—

((A)) reducing the attrition rate referred to in paragraph (5) by 5 percent each year;

((B)) additional hiring authorities needed to acquire needed technology talent;

((C)) hiring personnel to hold public trust positions until such personnel can obtain the necessary security clearance; and

((D)) informing and training supervisors within the Department on the use of the authorities listed in paragraph (1).

((d)) ** Incentive pay for cybersecurity professionals** To increase the number of qualified candidates available to fulfill the cybersecurity needs of the Department, the Secretary shall—

((1)) include computer programming languages within the Recruitment Language Program; and

((2)) provide appropriate language incentive pay.

((e)) ** Report** Not later than 1 year after , and annually thereafter for the following 5 years, the Secretary shall provide a list to the appropriate congressional committees that identifies—

((1)) the computer programming languages included within the Recruitment Language Program and the language incentive pay rate; and

((2)) the number of individuals benefitting from the inclusion of such computer programming languages in the Recruitment Language Program and language incentive pay.