WINNING THE WAR FOR CYBER TALENT

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1 WINNING THE WAR FOR CYBER TALENT National Initiative for Cyber Education (NICE) Conference Keynote NOVEMBER 2017

2 AGENDA CYBER TALENT SUPPLY VS. DEMAND MULTIDIMENSIONAL APPROACH TO ADDRESS THE SUPPLY / DEMAND IMBALANCE CALLS TO ACTION 1

3 THE NATIONAL SUPPLY OF CYBER TALENT IS INSUFFICIENT TO MEET CURRENT DEMAND AND HIRING GOALS 1. Source: 2017 Global Information Security Workforce Study, February 15, Source: ISACA, State of Cyber Security 2017, February Source: 2017 ClearanceJobs Compensation Survey Results 4. Source: CyberSeek.org, United States data only, retrieved October 25, Source: Forbes, One Year Waits For Security Clearances Are Costing Washington Billions, May 23,

4 ADDRESSING THE DEMAND / SUPPLY IMBALANCE IN CYBER REQUIRES A MULTIDIMENSIONAL APPROACH 7,000,000 6,000,000 5,000,000 4,000, Global Demand Without innovation Leverage innovation Global Supply Data Source: 2017 Global Information Security Workforce Study CYBER TALENT DEMAND EXCEEDS SUPPLY, DRIVING THE NEED TO: Build the pipeline of talent by increasing awareness of and interest in cyber careers Advance the skill set of current and future cyber talent through focused experiences, learning, and development opportunities Validate expertise through skill based assessments and mapping available talent against demand where it can make the greatest impact Bend the supply and demand curves in innovative ways (e.g., leveraging technology to decrease repetitive, manual tasks to increase capacity by freeing talent to focus on challenges that require advanced capability) Source: Frost Sullivan, Global Cyber Security Workforce Study

5 THE NICE FRAMEWORK S STANDARDIZED TAXONOMY HELPED BOOZ ALLEN DEVELOP OUR CYBER TALENT LEARNING AND WORKFORCE PLANNING EFFORTS THE NICE FRAMEWORK PROVIDES THE FOUNDATION FOR UNDERSTANDING AND BUILDING CYBER TALENT: Provides a common taxonomy that can be leveraged by government, industry and academia Helps talent understand the breadth and depth of career opportunities in cyber Criticality Analysis Lexicon Proficiency Analysis Workforce Identification, Tracking & Reporting NICE FRAMEWORK Qualification Requirements Career Progression Human Capital Planning Training Requirements & Standards Standardized Development of Position Descriptions Source: NIST Special Publication CAPABLE & READY WORKFOR CE THE NICE FRAMEWORK'S 52 WORK ROLES ARE REPRESENTED IN BOOZ ALLEN S 13 CYBER JOB FAMILIES Also includes emerging roles and skills that the NICE Framework does not yet fully address Informs our cyber talent learning plans SIGINT Technical Analysis Cyber Threat Intelligence Cyber Architecture & Engineering Incident Response Cyber Offense Digital Forensics Cyber Compliance & Risk Management Cyber Defense Operations Cyber Strategic Planning & Policy Development Cyber Automation Cyber Domain Specialization Reverse Engineer Physical, Embedded & Control Systems Sec Job Families aligned to NICE Emerging Job Families not yet included in NICE 4

6 USING CREATIVE METHODS TO RECRUIT AND BUILD A PIPELINE OF CYBER PROFESSIONALS IS CRITICAL TO SUSTAINABLE GROWTH IT TAKES DIVERSITY OF SKILLS, KNOWLEDGE AND APPROACHES TO SOLVE THE TOUGHEST CYBER PROBLEMS Understand and promote the characteristics that make good cyber professionals, and use your team to act as cyber ambassadors who can promote careers in cyber Build inclusive and integrated multi disciplinary teams (i.e., linguist, electrical engineer, developer, legal) INCREASE ORIENTATION OF NEW TALENT TO CYBER Traditional Early Education in middle school and high school programs [video] Community college and university programs (e.g., NSA/DHS Centers of Academic Excellence in Cyber Defense) Industry internships Non Traditional Draw attention and awareness through campaigns that connect people networking, social media - Diversity (e.g., Girl Scouts, ICMCP, Queercon, women returning to work) Transitioning military Non profit partnerships % of cyber professionals whose first career was not in cybersecurity % of cyber professionals who came from non IT/Engineering background (among those that did not start in cybersecurity) Source: 2017 Global Information Security Workforce Study 5

7 FUTURE CYBER PROFESSIONALS ARE ALREADY MAKING DECISIONS TO INFORM THEIR CAREER PURSUITS 6

8 FUTURE CYBER PROFESSIONALS ARE ALREADY MAKING DECISIONS TO INFORM THEIR CAREER PURSUITS 7

9 THE NEXT GENERATION OF CYBER TALENT MUST ANTICIPATE THE CHANGING THREAT LANDSCAPE AND EXCEED THE CAPABILITIES OF CYBER THREAT ACTORS CYBER THREAT ACTORS ARE CONTINUALLY MOVING THE GOAL POSTS, AND CYBER TALENT REQUIRES CONSTANT LEARNING TO STAY AHEAD OF THEM Partner across government, industry, and academia to create continuing education opportunities - University cyber ranges - Capture the Flag (CTF) events - Gain certifications before graduation or during military transition (DoD 8570/8140) Use skills based assessment/aptitude to validate learning across the broad domain of cyber Employ diverse modes of training across the learning continuum, tailoring training for different delivery methods and learning styles Conduct experiential learning to keep cyber professionals skills relevant and current Expand core of cyber ninjas and their tradecraft create cadre of first responders and leverage broadly build strong support team behind them Participate in conferences that enhance practitioner knowledge and capability (e.g., BSides) 8

10 BOOZ ALLEN S APPROACH ENSURES EVERYONE IS CYBER SMART AND CAN REALIZE A CAREER IN CYBER FACILITATING ENTRY TO AND PROGRESSION WITHIN A CYBER CAREER THROUGH EXPERIENTIAL LEARNING Offer internships that leverage multi disciplined team solving for real world problems Ensure those entering Cyber careers have integration that promote acceleration of success Blend skills some of the talent we need doesn t yet exist Provide career paths that allow vertical and horizontal movement throughout a cyber career to gain differentiated experience Offer strategic mobilization and deployment of available talent Make the most impact with limited resources - Build capability around automation & orchestration, machine learning, and machine intelligence - Address routine and manual cyber tasks, freeing existing talent to focus on the hardest cyber problems (e.g., APT Hunt) General Upskill (Non Cyber) Booz Allen Workforce HIGH-END & EMERGING CAPABILITY Other non Cyber aligned workforce (Analytics TECHNICAL EXPERTS legacy S&O, etc.) Reskill INTRO TO CYBER NEW HIRES High end capabilities emerging skills like Cyber MI Engineers/ ICS Security Engineers Cyber professionals holding DoD 8570 certs (Security+, CEH, CISSP) Foundational knowledge to build the next generation 9

11 ENGAGEMENT OPPORTUNITIES POSITIVELY IMPACT ATTRACTION, RETENTION AND PERFORMANCE INCREASE AFFILIATION AND BUILD A SENSE OF COLLECTIVE PURPOSE BY SUPPORTING ACTIVITIES THAT PROMOTE INNOVATION AND COLLABORATION: Space to Innovate Provide Hackerspaces / Makerspaces for experimentation and hands on learning, research, and tinkering [video] Community Provide internal infrastructure to support collaboration, mentoring, and knowledge sharing Challenge the Status Quo Drive an innovation agenda that facilitates the emergence of new ideas and new perspectives on cyber problems (e.g., Hackathons, Crowdsourcing) On the job training and rotations Build on existing skills and expose talent to new opportunities SPACE TO INNOVATE BUILD AVENUES THAT WILL EXCITE TALENT Social and Digital Media spread the word by sharing relevant content Missions that matter message how and why the team s work is crucial Working the toughest problems celebrate ingenuity and creative solutions Cyber4Good contribute to national security and social good 10

12 ENGAGEMENT OPPORTUNITIES POSITIVELY IMPACT ATTRACTION, RETENTION AND PERFORMANCE INCREASE AFFILIATION AND BUILD A SENSE OF COLLECTIVE PURPOSE BY SUPPORTING ACTIVITIES THAT PROMOTE INNOVATION AND COLLABORATION: Space to Innovate Provide Hackerspaces / Makerspaces for experimentation and hands on learning, research, and tinkering [video] Community Provide internal infrastructure to support collaboration, mentoring, and knowledge sharing Challenge the Status Quo Innovation agenda facilitates the emergence of new ideas and new perspectives on cyber problems (e.g., Hackathons, Crowdsourcing) On the job training and rotations Build on existing skills and expose talent to new opportunities SPACE TO INNOVATE BUILD AVENUES THAT WILL EXCITE TALENT Social and Digital Media spread the word by sharing relevant content Missions that matter Message how and why the team s work is crucial Working the toughest problems Celebrate ingenuity and creative solutions Cyber4Good Contribute to national security and social good 11

13 CALL TO ACTION - HOLISTIC APPROACH AMPLIFY OUR VOICE SPREAD THE WORD Train our trainers and educators to drive broader awareness and early engagement, and advance student interest Tell stories that showcase the varied paths into Cyber did you find Cyber or did Cyber find you Create internal and external forums to share stories, create excitement, and build curiosity ADVANCE DIVERSITY Rally your talent around diversity encourage entry and career progression Partner with diversity and industry organizations who are focused on advancing awareness to underrepresented constituencies Build sustained mentoring and engagement programs that drive affiliation and promote involvement DISRUPT/RE ENGINEER THE CYBER TALENT ECOSYSTEM NO ROOM FOR BUSINESS AS USUAL Assess for skills focus on competency, not degrees or certs Think outside the box evolve partnerships and use technology to offer hands on experiences that create applicable skills Tap into curious minds let your talent innovate for you 12

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