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resentatives and the Committee on Foreign Relations of 
the Senate.’’. 
(b) CONSULTATION AND GUIDANCE.— 
(1) CONSULTATION.—Not later than 30 days 
after the date of the enactment of this Act, the Di-
rector General of the Foreign Service shall consult 
with the Committee on Foreign Affairs of the House 
of Representatives and the Committee on Foreign 
Relations of the Senate regarding the development 
of the gap memo under subsection (c) of section 603 
of the Foreign Service Act of 1980, as added by sub-
section (a). 
(2) DEFINITION.—In this subsection, the term 
‘‘gap memo’’ has the meaning given such term in 
subsection (c) of section 603 of the Foreign Service 
Act of 1980. 
TITLE 
IV—A 
DIVERSE 
WORK-
FORCE: 
RECRUITMENT, 
RE-
TENTION, AND PROMOTION 
SEC. 1401. DEFINITIONS. 
In this title: 
(1) APPLICANT FLOW DATA.—The term ‘‘appli-
cant flow data’’ means data that tracks the rate of 
applications for job positions among demographic 
categories. 
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(2) DEMOGRAPHIC
DATA.—The term ‘‘demo-
graphic data’’ means facts or statistics relating to 
the demographic categories specified in the Office of 
Management and Budget statistical policy directive 
entitled ‘‘Standards for Maintaining, Collecting, and 
Presenting Federal Data on Race and Ethnicity’’ 
(81 Fed. Reg. 67398). 
(3) DIVERSITY.—The term ‘‘diversity’’ means 
those classes of persons protected under the Civil 
Rights Act of 1964 (42 U.S.C. 2000a et seq.) and 
the Americans with Disabilities Act of 1990 (42 
U.S.C. 12101 et seq.). 
(4) 
WORKFORCE.—The 
term 
‘‘workforce’’ 
means— 
(A) individuals serving in a position in the 
civil service (as such term is defined in section 
2101 of title 5, United States Code); 
(B) individuals who are members of the 
Foreign Service (as such term defined in sec-
tion 103 of the Foreign Service Act of 1980 (22 
U.S.C. 3902)); 
(C) all individuals serving under a personal 
services contract; 
(D) all individuals serving under a Foreign 
Service limited appointment under section 309 
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of the Foreign Service Act of 1980 (22 U.S.C. 
3949); or 
(E) individuals other than Locally Em-
ployed Staff working in the Department of 
State under any other authority. 
SEC. 1402. COLLECTION, ANALYSIS, AND DISSEMINATION 
OF WORKFORCE DATA. 
(a) INITIAL REPORT.—Not later than 180 days after 
the date of the enactment of this Act, the Secretary of 
State shall, in consultation with the Director of the Office 
of Personnel Management and the Director of the Office 
of Management and Budget, submit to the appropriate 
congressional committees a report, which shall also be 
published on a publicly available website of the Depart-
ment in a searchable database format, that includes 
disaggregated demographic data and other information re-
garding the diversity of the workforce of the Department 
of State. 
(b) DATA.—The report under subsection (a) shall in-
clude the following data to the maximum extent collection 
of such data is permissible by law: 
(1) Demographic data on each element of the 
workforce of the Department of State, disaggregated 
by rank and grade or grade-equivalent, with respect 
to the following groups: 
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(A) Applicants for positions in the Depart-
ment. 
(B) Individuals hired to join the workforce. 
(C) Individuals promoted during the 5-year 
period ending on the date of the enactment of 
this Act, including promotions to and within the 
Senior Executive Service or the Senior Foreign 
Service. 
(D) Individuals serving during the 5-year 
period ending on the date of the enactment of 
this Act as special assistants in any of the of-
fices of the Secretary of State, the Deputy Sec-
retary of State, the Counselor of the Depart-
ment of State, the Secretary’s Policy Planning 
Staff, the Under Secretary for Arms Control 
and International Security, the Under Secretary 
for Civilian Security, Democracy, and Human 
Rights, the Under Secretary for Economic 
Growth, Energy, and the Environment, the Un-
dersecretary for Management, the Undersecre-
tary of State for Political Affairs, and the Un-
dersecretary for Public Diplomacy and Public 
Affairs. 
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(E) Individuals serving in the 5-year pe-
riod ending on the date of the enactment of this 
Act in each bureau’s front office. 
(F) Individuals serving in the 5-year pe-
riod ending on the date of the enactment of this 
Act as detailees to the National Security Coun-
cil. 
(G) Individuals serving on applicable selec-
tion boards. 
(H) Members of any external advisory 
committee or board who are subject to appoint-
ment by individuals at senior positions in the 
Department. 
(I) Individuals participating in professional 
development programs of the Department, and 
the extent to which such participants have been 
placed into senior positions within the Depart-
ment after such participation. 
(J) Individuals participating in mentorship 
or retention programs. 
(K) Individuals who separated from the 
agency during the 5-year period ending on the 
date of the enactment of this Act, including in-
dividuals in the Senior Executive Service or the 
Senior Foreign Service. 
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(2) An assessment of agency compliance with 
the essential elements identified in Equal Employ-
ment Opportunity Commission Management Direc-
tive 715, effective October 1, 2003. 
(3) Data on the overall number of individuals 
who are part of the workforce, the percentages of 
such workforce corresponding to each element speci-
fied in section 1401(4), and the percentages cor-
responding to each rank, grade, or grade-equivalent. 
(c) RECOMMENDATION.—The Secretary of State may 
include in the report under subsection (a) a recommenda-
tion to the Director of Office of Management and Budget 
and to the appropriate congressional committees regarding 
whether the Department of State should be permitted to 
collect more detailed data on demographic categories in 
addition to the race and ethnicity categories specified in 
the Office of Management and Budget statistical policy 
directive entitled ‘‘Standards for Maintaining, Collecting, 
and Presenting Federal Data on Race and Ethnicity’’ (81 
Fed. Reg. 67398), in order to comply with the intent and 
requirements of this Act. 
(d) OTHER CONTENTS.—The report under sub-
section (a) shall also describe and assess the effectiveness 
of the efforts of the Department of State— 
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(1) to propagate fairness, impartiality, and in-
clusion in the work environment, both domestically 
and abroad; 
(2) to enforce anti-harassment and anti-dis-
crimination policies, both domestically and at posts 
overseas; 
(3) to refrain from engaging in unlawful dis-
crimination in any phase of the employment process, 
including recruitment, hiring, evaluation, assign-
ments, promotion, retention, and training; 
(4) to prevent retaliation against employees for 
participating in a protected equal employment op-
portunity activity or for reporting sexual harassment 
or sexual assault; 
(5) to provide reasonable accommodation for 
qualified employees and applicants with disabilities; 
and 
(6) to recruit a representative workforce by— 
(A) recruiting women, persons with disabil-
ities, and minorities; 
(B) recruiting at women’s colleges, histori-
cally Black colleges and universities, minority- 
serving institutions, and other institutions serv-
ing a significant percentage of minority stu-
dents; 
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(C) placing job advertisements in news-
papers, magazines, and job sites oriented to-
ward women and minorities; 
(D) sponsoring and recruiting at job fairs 
in urban and rural communities and land-grant 
colleges or universities; 
(E) providing opportunities through the 
Foreign Service Internship Program under 
chapter 12 of the Foreign Service Act of 1980 
(22 U.S.C. 4141 et seq.) and other hiring ini-
tiatives; 
(F) recruiting mid-level and senior-level 
professionals through programs designed to in-
crease representation in international affairs of 
people belonging to traditionally under-rep-
resented groups; 
(G) offering the Foreign Service written 
and oral assessment examinations in several lo-
cations throughout the United States to reduce 
the burden of applicants having to travel at 
their own expense to take either or both such 
examinations; 
(H) expanding the use of paid internships; 
and 
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(I) supporting recruiting and hiring oppor-
tunities through— 
(i) the Charles B. Rangel Inter-
national Affairs Fellowship Program; 
(ii) the Thomas R. Pickering Foreign 
Affairs Fellowship Program; and 
(iii) other initiatives, including agen-
cy-wide policy initiatives. 
(e) ANNUAL UPDATES.—Not later than one year 
after the publication of the report required under sub-
section (a) and annually thereafter for the following five 
years, the Secretary of State shall work with the Director 
of the Office of Personnel Management and the Director 
of the Office of Management and Budget to provide a re-
port to the appropriate congressional committees, which 
shall be posted on the Department’s website, which may 
be included in another annual report required under an-
other provision of law, that includes— 
(1) disaggregated demographic data, to the 
maximum extent collection of such data is permis-
sible by law, relating to the workforce and informa-
tion on the status of diversity and inclusion efforts 
of the Department; 
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(2) an analysis of applicant flow data, to the 
maximum extent collection of such data is permis-
sible by law,; and 
(3) disaggregated demographic data relating to 
participants in professional development programs of 
the Department and the rate of placement into sen-
ior positions for participants in such programs. 
SEC. 1403. EXIT INTERVIEWS FOR WORKFORCE. 
(a) RETAINED MEMBERS.—The Director General of 
the Foreign Service and the Director of the Bureau of 
Human Resources or its equivalent shall conduct periodic 
interviews with a representative and diverse cross-section 
of the workforce of the Department of State— 
(1) to understand the reasons of individuals in 
such workforce for remaining in a position in the 
Department; and 
(2) to receive feedback on workplace policies, 
professional development opportunities, and other 
issues affecting the decision of individuals in the 
workforce to remain in the Department. 
(b) DEPARTING MEMBERS.—The Director General of 
the Foreign Service and the Director of the Bureau of 
Human Resources or its equivalent shall provide an oppor-
tunity for an exit interview to each individual in the work-
force of the Department of State who separates from serv-
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ice with the Department to better understand the reasons 
of such individual for leaving such service. 
(c) USE OF ANALYSIS FROM INTERVIEWS.—The Di-
rector General of the Foreign Service and the Director of 
the Bureau of Human Resources or its equivalent shall 
analyze demographic data and other information obtained 
through interviews under subsections (a) and (b) to deter-
mine— 
(1) to what extent, if any, the diversity of those 
participating in such interviews impacts the results; 
and 
(2) whether to implement any policy changes or 
include any recommendations in a report required 
under subsection (a) or (e) of section 1402 relating 
to the determination reached pursuant to paragraph 
(1). 
(d) TRACKING DATA.—The Department of State 
shall— 
(1) track demographic data relating to partici-
pants in professional development programs and the 
rate of placement into senior positions for partici-
pants in such programs; 
(2) annually evaluate such data— 
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(A) to identify ways to improve outreach 
and recruitment for such programs, consistent 
with merit system principles; and 
(B) to understand the extent to which par-
ticipation in any professional development pro-
gram offered or sponsored by the Department 
differs among the demographic categories of the 
workforce; and 
(3) actively encourage participation from a 
range of demographic categories, especially from cat-
egories with consistently low participation, in such 
professional development programs. 
SEC. 1404. RECRUITMENT AND RETENTION. 
(a) IN GENERAL.—The Secretary of State shall— 
(1) continue to seek a diverse and talented pool 
of applicants; and 
(2) instruct the Director General of the Foreign 
Service and the Director of the Bureau of Human 
Resources of the Department of State to have a re-
cruitment plan of action for the recruitment of peo-
ple belonging to traditionally under-represented 
groups, which should include outreach at appro-
priate colleges, universities, affinity groups, and pro-
fessional associations. 
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(b) SCOPE.—The diversity recruitment initiatives de-
scribed in subsection (a) shall include— 
(1) recruiting at women’s colleges, historically 
Black colleges and universities, minority-serving in-
stitutions, and other institutions serving a signifi-
cant percentage of minority students; 
(2) placing job advertisements in newspapers, 
magazines, and job sites oriented toward diverse 
groups; 
(3) sponsoring and recruiting at job fairs in 
urban and rural communities and land-grant colleges 
or universities; 
(4) providing opportunities through highly re-
spected, international leadership programs, that 
focus on diversity recruitment and retention; 
(5) expanding the use of paid internships; and 
(6) cultivating partnerships with organizations 
dedicated to the advancement of the profession of 
international affairs and national security to advance 
shared diversity goals. 
(c) EXPAND TRAINING ON ANTI-HARASSMENT AND 
ANTI-DISCRIMINATION.— 
(1) IN GENERAL.—The Secretary of State shall, 
through the Foreign Service Institute and other edu-
cational and training opportunities— 
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(A) ensure the provision to all individuals 
in the workforce of training on anti-harassment 
and anti-discrimination information and poli-
cies, including in existing Foreign Service Insti-
tute courses or modules prioritized in the De-
partment of State’s Diversity and Inclusion 
Strategic Plan for 2016–2020 to promote diver-
sity in Bureau awards or mitigate unconscious 
bias; 
(B) expand the provision of training on 
workplace rights and responsibilities to focus on 
anti-harassment and anti-discrimination infor-
mation and policies, including policies relating 
to sexual assault prevention and response; and 
(C) make such expanded training manda-
tory for— 
(i) individuals in senior and super-
visory positions; 
(ii) individuals having responsibilities 
related to recruitment, retention, or pro-
motion of employees; and 
(iii) any other individual determined 
by the Department who needs such train-
ing based on analysis by the Department 
or OPM analysis. 
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(2) BEST
PRACTICES.—The Department of 
State shall give special attention to ensuring the 
continuous incorporation of research-based best 
practices in training provided under this subsection. 
SEC. 1405. PROMOTING DIVERSITY AND INCLUSION IN THE 
NATIONAL SECURITY WORKFORCE. 
(a) IN GENERAL.—The Secretary of State shall en-
sure that individuals in senior and supervisory positions 
of the Department of State, or Department individuals 
having responsibilities related to recruitment, retention, or 
promotion of employees, should have a demonstrated com-
mitment to equal opportunity, diversity, and inclusion. 
(b) CONSIDERATION.—In making any recommenda-
tions on nominations, conducting interviews, identifying or 
selecting candidates, or appointing acting individuals for 
positions equivalent to an Assistant Secretary or above, 
the Secretary of State shall use best efforts to consider 
at least one individual reflective of diversity. 
(c) ESTABLISHMENT.— 
(1) IN GENERAL.—The Secretary of State shall 
establish a mechanism to ensure that appointments 
or details of Department of State employees to staff 
positions in the Offices of the Secretary, the Deputy 
Secretary, the Counselor of the Department, the 
Secretary’s Policy Planning Staff, or any of the 
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Undersecretaries of State, and details to the Na-
tional Security Council, are transparent, competitive, 
equitable, and inclusive, and made without regard to 
an individual’s race, color, religion, sex (including 
pregnancy, transgender status, or sexual orienta-
tion), national origin, age (if 40 or older), disability, 
or genetic information. 
(2) REPORT.—Not later than 90 days after the 
date of the enactment of this Act, the Secretary of 
State shall submit to the appropriate congressional 
committees a report regarding the mechanism re-
quired under paragraph (1). 
(d) AVAILABILITY.—The Secretary of State shall use 
best efforts to consider at least one individual reflective 
of diversity for the staff positions specified in subsection 
(c)(1) and ensure such positions are equitably available 
to employees of the civil service and Foreign Service. 
SEC. 1406. LEADERSHIP ENGAGEMENT AND ACCOUNT-
ABILITY. 
(a) REWARD AND RECOGNIZE EFFORTS TO PRO-
MOTE DIVERSITY AND INCLUSION.— 
(1) IN GENERAL.—The Secretary of State shall 
implement performance and advancement require-
ments that reward and recognize the efforts of indi-
viduals in senior positions and supervisors in the De-
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partment of State in fostering an inclusive environ-
ment and cultivating talent consistent with merit 
system principles, such as through participation in 
mentoring programs or sponsorship initiatives, re-
cruitment events, and other similar opportunities. 
(2) OUTREACH
EVENTS.—The Secretary of 
State shall create opportunities for individuals in 
senior positions and supervisors in the Department 
of State to participate in outreach events and to dis-
cuss issues relating to diversity and inclusion with 
the workforce on a regular basis, including with em-
ployee resource groups. 
(b) 
EXTERNAL
ADVISORY
COMMITTEES
AND 
BOARDS.—For each external advisory committee or board 
to which individuals in senior positions in the Department 
of State appoint members, the Secretary of State is 
strongly encouraged by Congress to ensure such external 
advisory committee or board is developed, reviewed, and 
carried out by qualified teams that represent the diversity 
of the organization. 
SEC. 1407. PROFESSIONAL DEVELOPMENT OPPORTUNITIES 
AND TOOLS. 
(a) EXPAND PROVISION OF PROFESSIONAL DEVEL-
OPMENT AND CAREER ADVANCEMENT OPPORTUNITIES.— 
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(1) IN GENERAL.—The Secretary of State is 
authorized to expand professional development op-
portunities that support the mission needs of the 
Department of State, such as— 
(A) academic programs; 
(B) private-public exchanges; and 
(C) detail assignments to relevant positions 
in— 
(i) private or international organiza-
tions; 
(ii) State, local, and Tribal govern-
ments; 
(iii) other branches of the Federal 
Government; or 
(iv) professional schools of inter-
national affairs. 
(2) TRAINING FOR SENIOR POSITIONS.— 
(A) IN GENERAL.—The Secretary of State 
shall offer, or sponsor members of the work-
force to participate in, a Senior Executive Serv-
ice candidate development program or other 
program that trains members on the skills re-
quired for appointment to senior positions in 
the Department of State. 
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(B) 
REQUIREMENTS.—In 
determining 
which members of the workforce are granted 
professional development or career advancement 
opportunities under subparagraph (A), the Sec-
retary of State shall— 
(i) ensure any program offered or 
sponsored by the Department of State 
under such subparagraph comports with 
the requirements of subpart C of part 412 
of title 5, Code of Federal Regulations, or 
any successor thereto, including merit 
staffing and assessment requirements; 
(ii) consider the number of expected 
vacancies in senior positions as a factor in 
determining the number of candidates to 
select for such programs; 
(iii) understand how participation in 
any program offered or sponsored by the 
Department under such subparagraph dif-
fers by gender, race, national origin, dis-
ability status, or other demographic cat-
egories; and 
(iv) actively encourage participation 
from a range of demographic categories, 
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especially from categories with consistently 
low participation. 
SEC. 1408. EXAMINATION AND ORAL ASSESSMENT FOR THE 
FOREIGN SERVICE. 
(a) SENSE OF CONGRESS.—It is the sense of Con-
gress that the Department of State should offer both the 
Foreign Service written examination and oral assessment 
in more locations throughout the United States. Doing so 
would ease the financial burden on potential candidates 
who do not currently reside in and must travel at their 
own expense to one of the few locations where these as-
sessments are offered. 
(b) FOREIGN
SERVICE
EXAMINATIONS.—Section 
301(b) of the Foreign Service Act of 1980 (22 U.S.C. 
3941) is amended— 
(1) by striking ‘‘The Secretary’’ and inserting: 
‘‘(1) The Secretary’’; and 
(2) by adding at the end the following new 
paragraph: 
‘‘(2) The Secretary shall ensure that the Board of 
Examiners for the Foreign Service annually offers the oral 
assessment examinations described in paragraph (1) in 
cities, chosen on a rotating basis, located in at least three 
different time zones across the United States.’’. 
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SEC. 1409. PAYNE FELLOWSHIP AUTHORIZATION. 
(a) IN GENERAL.—Undergraduate and graduate 
components of the Donald M. Payne International Devel-
opment Fellowship Program may conduct outreach to at-
tract outstanding students with an interest in pursuing 
a Foreign Service career who represent diverse ethnic and 
socioeconomic backgrounds. 
(b) REVIEW OF PAST PROGRAMS.—The Secretary of 
State shall review past programs designed to increase mi-
nority representation in international affairs positions. 
SEC. 1410. VOLUNTARY PARTICIPATION. 
(a) IN GENERAL.—Nothing in this title should be 
construed so as to compel any employee to participate in 
the collection of the data or divulge any personal informa-
tion. Department of State employees shall be informed 
that their participation in the data collection contemplated 
by this title is voluntary. 
(b) PRIVACY
PROTECTION.—Any data collected 
under this title shall be subject to the relevant privacy pro-
tection statutes and regulations applicable to Federal em-
ployees. 
TITLE V—INFORMATION 
SECURITY 
SEC. 1501. DEFINITIONS. 
In this title: 
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(1) INTELLIGENCE
COMMUNITY.—The term 
‘‘intelligence community’’ has the meaning given 
such term in section 3(4) of the National Security 
Act of 1947 (50 U.S.C. 3003(4)). 
(2) 
RELEVANT
CONGRESSIONAL
COMMIT-
TEES.—The term ‘‘relevant congressional commit-
tees’’ means— 
(A) the appropriate congressional commit-
tees; 
(B) the Select Committee on Intelligence 
of the Senate; and 
(C) the Permanent Select Committee on 
Intelligence of the House of Representatives. 
SEC. 1502. LIST OF CERTAIN TELECOMMUNICATIONS PRO-
VIDERS. 
(a) LIST OF COVERED CONTRACTORS.—Not later 
than 30 days after the date of the enactment of this Act, 
the Secretary of State, in consultation with the Director 
of National Intelligence, shall develop or maintain, as the 
case may be, and update as frequently as the Secretary 
determines appropriate, a list of covered contractors with 
respect to which the Department should seek to avoid en-
tering into contracts. Not later than 30 days after the ini-
tial development of the list under this subsection, any up-
date thereto, and annually thereafter for five years after 
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such initial 30 day period, the Secretary shall submit to 
the appropriate congressional committees a copy of such 
list. 
(b) COVERED CONTRACTOR DEFINED.—In this sec-
tion, the term ‘‘covered contractor’’ means a provider of 
telecommunications, telecommunications equipment, or in-
formation technology equipment, including hardware, soft-
ware, or services, that has knowingly assisted or facilitated 
a cyber attack or conducted surveillance, including passive 
or active monitoring, carried out against— 
(1) the United States by, or on behalf of, any 
government, or persons associated with such govern-
ment, listed as a cyber threat actor in the intel-
ligence community’s 2017 assessment of worldwide 
threats to United States national security or any 
subsequent worldwide threat assessment of the intel-
ligence community; or 
(2) individuals, including activists, journalists, 
opposition politicians, or other individuals for the 
purposes of suppressing dissent or intimidating crit-
ics, on behalf of a country included in the annual 
country reports on human rights practices of the 
Department for systematic acts of political repres-
sion, including arbitrary arrest or detention, torture, 
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extrajudicial or politically motivated killing, or other 
gross violations of human rights. 
SEC. 1503. PRESERVING RECORDS OF ELECTRONIC COM-
MUNICATIONS CONDUCTED RELATED TO OF-
FICIAL DUTIES OF POSITIONS IN THE PUBLIC 
TRUST OF THE AMERICAN PEOPLE. 
(a) SENSE OF CONGRESS.—It is the sense of Con-
gress that all officers and employees of the Department 
and the United States Agency for International Develop-
ment are obligated under chapter 31 of title 44, United 
States Code (popularly referred to as the Federal Records 
Act of 1950), to create and preserve records containing 
adequate and proper documentation of the organization, 
functions, policies, decisions, procedures, and essential 
transactions or operations of the Department and United 
States embassies, consulates, and missions abroad, includ-
ing records of official communications with foreign govern-
ment officials or other foreign entities. 
(b) CERTIFICATION.—Not later than 180 days after 
the date of the enactment of this Act, the Secretary shall 
submit to the appropriate congressional committees a cer-
tification in unclassified form that Secretary has commu-
nicated to all Department personnel, including the Sec-
retary of State and all political appointees, that such per-
sonnel are obligated under chapter 31 of title 44, United 
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States Code, to treat electronic messaging systems, soft-
ware, and applications as equivalent to electronic mail for 
the purpose of identifying Federal records. 
SEC. 1504. FOREIGN RELATIONS OF THE UNITED STATES 
(FRUS) SERIES AND DECLASSIFICATION. 
The State Department Basic Authorities Act of 1956 
is amended— 
(1) 
in 
section 
402(a)(2) 
(22 
U.S.C. 
4352(a)(2)), by striking ‘‘26’’ and inserting ‘‘20’’; 
and 
(2) in section 404 (22 U.S.C. 4354)— 
(A) in subsection (a)(1), by striking 
‘‘30’’and inserting ‘‘25’’; and 
(B) in subsection (c)(1)(C), by striking 
‘‘30’’ and inserting ‘‘25’’. 
SEC. 1505. VULNERABILITY DISCLOSURE POLICY AND BUG 
BOUNTY PILOT PROGRAM. 
(a) DEFINITIONS.—In this section: 
(1) BUG BOUNTY PROGRAM.—The term ‘‘bug 
bounty program’’ means a program under which an 
approved individual, organization, or company is 
temporarily authorized to identify and report 
vulnerabilities of internet-facing information tech-
nology of the Department of State in exchange for 
compensation. 
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(2) INFORMATION
TECHNOLOGY.—The term 
‘‘information technology’’ has the meaning given 
such term in section 11101 of title 40, United 
States Code. 
(b) VULNERABILITY DISCLOSURE PROCESS.— 
(1) IN
GENERAL.—Not later than 180 days 
after the date of the enactment of this Act, the Sec-
retary of State shall design, establish, and make 
publicly known a Vulnerability Disclosure Process 
(VDP) to improve Department of State cybersecu-
rity by— 
(A) providing security researchers with 
clear guidelines for— 
(i) conducting vulnerability discovery 
activities directed at Department informa-
tion technology; and 
(ii) submitting discovered security 
vulnerabilities to the Department; and 
(B) creating Department procedures and 
infrastructure to receive and fix discovered 
vulnerabilities. 
(2) REQUIREMENTS.—In establishing the VDP 
pursuant to paragraph (1), the Secretary of State 
shall— 
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(A) identify which Department of State in-
formation technology should be included in the 
process; 
(B) determine whether the process should 
differentiate among and specify the types of se-
curity vulnerabilities that may be targeted; 
(C) provide a readily available means of re-
porting discovered security vulnerabilities and 
the form in which such vulnerabilities should be 
reported; 
(D) identify which Department offices and 
positions will be responsible for receiving, 
prioritizing, and addressing security vulner-
ability disclosure reports; 
(E) consult with the Attorney General re-
garding how to ensure that individuals, organi-
zations, and companies that comply with the re-
quirements of the process are protected from 
prosecution under section 1030 of title 18, 
United States Code, and similar provisions of 
law for specific activities authorized under the 
process; 
(F) consult with the relevant offices at the 
Department of Defense that were responsible 
for launching the 2016 Vulnerability Disclosure 
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Program, ‘‘Hack the Pentagon’’, and subse-
quent Department of Defense bug bounty pro-
grams; 
(G) engage qualified interested persons, in-
cluding nongovernmental sector representatives, 
about the structure of the process as construc-
tive and to the extent practicable; and 
(H) award contracts to entities, as nec-
essary, to manage the process and implement 
the 
remediation 
of 
discovered 
security 
vulnerabilities. 
(3) ANNUAL
REPORTS.—Not later than 180 
days after the establishment of the VDP under para-
graph (1) and annually thereafter for the next five 
years, the Secretary of State shall submit to the 
Committee on Foreign Affairs of the House of Rep-
resentatives and the Committee on Foreign Rela-
tions of the Senate a report on the VDP, including 
information relating to the following: 
(A) The number and severity of all secu-
rity vulnerabilities reported. 
(B) The number of previously unidentified 
security vulnerabilities remediated as a result. 
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