Cyber-Security

Understanding Cyber Security Positions – New Guidance from the OPM

Posted on by Donna Day

Cyber security employment is expected to increase dramatically for the foreseeable future due to concerns about cyber security crimes and the war against terror. These concerns have spurred the demand for cyber security professionals across the board and the need to fast track the recruiting process.

Agencies are now able to more easily identify, recruit and retain cyber security professionals that are highly qualified. With guidance from the Office of Personnel Management (OPM), roles and responsibilities have been clearly identified and explained in accordance with an HR/OPM memo dated October 15, 2018. In addition, many positions will fall within the administrative work ‘standard’ of information technology group 2200. A title of “IT cyber security specialist” for example, within the 2210 series of management position listings, will include cyber work.

Organizations are now able to include ‘cyber security’ as a designated title for other occupations that perform this type of work so it helps them to recruit and meet mission goals and objectives more easily. With a myriad of laws, orders, strategies and frameworks, OPM has been able to work with other agencies, Chief Information Officers, and other stakeholders to understand the need for a comprehensive and robust cyber workforce and streamline the guidance.

Definitions of cyber security positions have been challenging and organizations like the Department of Homeland Security (DHS) have struggled to place identifiers, markers and codes for required positions; OPM has made a lot of this guesswork easy with new clarification and identifications. Given that cyber security is multi-faceted, and on the cutting edge of technology, the guidance had to be steadfast and sustainable; in addition, it had to co-exist with science, technology, engineering and math (STEM) positions.

Qualifications include following traditional procedures for ranking, and individual organizations who can determine whether or not additional knowledge, skills and abilities are required and/or competencies should be added as part of their cyber security standard position.

Specific certifications as well must be agency-implemented, as required and become part of the organization’s selection criteria. Finally, organizations must continue to define their factors for ranking and quality of applicant selection for their developing cyber workforce. Subject matter experts in these organizations can use the guidance, to include general and technical competencies set forth by OPM to make this happen by reviewing specific duties, tasks, and competencies required for cyber positions.

These criteria will then serve as the foundation for job analysis and the cyber security workforce build out. Applicants will also be expected to portray creative and strategic thinking, problem solving, negotiations and customer service skills as key soft skill competencies for cyber security professionals. Technical skills, for example, may include computer forensics, surveillance or counter-intelligence for certain agencies.

If you are interested in cyber security / intelligence positions now is a good time to start your job search. Seek out relevant job announcements and apply for all positions that you qualify for to improve your changes of employment.

Reference:

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

OPM Working To Assist Agencies With Updated Skill Development

Posted on by Donna Day

Federal Agencies are seeking ways to become more streamlined, efficient and effective in our new era of cyber-security. Given this, jobs are being reconstructed to satisfy the need for technology, innovation, automation and security, just to name a few key areas. The Office of Personnel Management (OPM) is offering assistance as part of this preparation with training, education and skill enhancement opportunities. Other sources such as the Federal Employee’s Career Development Center  assists management and their employees to develop viable Individual development Plans (IDPs).  This service offers individual career development assessments and guides federal employees and management through the process using their interactive Career Planning Checklist.

OPM has also crafted a new strategic plan that provides specific information on this endeavor that includes a focus on ‘soft’ skills as part of the holistic approach for employees. With numerous challenges, to include knowledge management and transfer, this assistance is critical for all agencies and particularly those facing cybersecurity objectives. OPM will work with these agencies to enhance their internal processes, procedures and policies, supplement training and provide expertise and coaching so that they can better equip themselves with the tools they need to shape a skilled and prepared workforce.

Becoming “cyber-security compliant” is a critical task moving forward for these agencies and OPM promises to do everything in their power so that their current challenges can become opportunities for growth, protection and hardened security postures.

Agencies aren’t typically experienced with looking ‘inside’ their organizations to strengthen, streamline and enhance processes, procedures and policies, particularly when it comes to employee skill development and the strategic needs of the business. That’s where the Federal Employee’s Career Development Center can help.

OPM recommends perhaps looking at work roles and billet structures as a first step; along with a strategic vision, clear goals and objectives, these work roles and billets can become the foundation for a successful mission. Pay for performance is another area where organizations can work to capitalize on knowledge, skills and abilities throughout the organization; employees are then able to be rewarded for their increased responsibilities, heightened work activities or acquisition of additional skills, training and knowledge through coursework, for example. The Federal Aviation Administration initiated a core compensation pay plan in the 1990’s that rewards employees for outstanding performance.

A sound education and training program is another element for successful skill development. Organizations must ensure they leverage flexible telework options, training courses, academic partnerships and more that foster a holistic learning environment. A variety of opportunities that include online learning, self-paced courses, briefings, and more not only bring employees together, but foster collaboration and information sharing among colleagues that will in turn, enhance organizational missions. Finally, senior leadership buy in and support are paramount when implementing a new ‘skill development’ program; employees will look to them as the pillar for the change. Mentorship, coaching and professional development programs are a must in any organization. By looking internally to determine what the key objectives for the business are, how billets and work roles are aligned and arming employees with the right tools and resources to fulfil them are a productive mix. OPM will continue to work with agencies as they are interested, to map soft skills with technical opportunities and more for a robust and solid approach to enhanced employee skill development throughout the federal community and beyond.

Reference:

Ogrysko, N. (2018, Mar 6). Retrieved from https://federalnewsradio.com/your-job/2018/03/opm-says-itll-help-agencies-re-skill-federal-employees-for-jobs-of-the-future/

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.