Hackers Wanted: An Examination of the Cybersecurity Labor Market

Libicki, Martin C.; Senty, David; Pollak, Julia

doi:10.7249/rr430

Cited by 28 publications

(19 citation statements)

References 13 publications

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“…The problem with this tactic is the danger of creating a revolving door. Highly qualified military personnel can leave the service and then get hired as civilians, doing the same jobs for more money (Libicki, Senty, and Pollak 2014). The DOD is given end strength authorization by Congress annually through a Defense Authorization Act.…”

Section: Introductionmentioning

confidence: 99%

Designing Incentives for Marine Corps Cyber Workforce Retention

Hernandez¹,

Johnson²

2014

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to ABSTRACT (maximum 200 words)There is a pervasive national shortage of qualified cyber personnel, both in the Marine Corps and the nation at large. To retain quality cyber personnel, the Marine Corps must identify those factors that cause cyber personnel to separate from active service and explore specific incentives to retain them. This research used Grounded Theory and Design Thinking to explore these challenges. Key findings show the importance of tailoring retention policies across three areas: monetary rewards (money and benefits), non-monetary rewards (duty station preference, geographic stability, educational opportunities), personal needs (development of transferrable skills and external career opportunities, internal career progression, alignment with personal interests and goals, access to technology), and organizational elements (allowance for community uniqueness, engagement of stakeholders in process development, and a healthy command climate with limited bureaucracy). These findings were incorporated into a Design Thinking process that resulted in three prototype solutions to cyber retention. This study demonstrates how the unique characteristics of cyber personnel require tailored incentive packages and improved personnel policies in order to foster employees' intrinsic motivations to achieve success. The results focus on the Marine Corps, but the underlying motivations should resonate with cyber personnel in any organization. Thinking process that resulted in three prototype solutions to cyber retention. This study demonstrates how the unique characteristics of cyber personnel require tailored incentive packages and improved personnel policies in order to foster employees' intrinsic motivations to achieve success. The results focus on the Marine Corps, but the underlying motivations should resonate with cyber personnel in any organization. SUBJECT TERMS vi THIS PAGE INTENTIONALLY LEFT BLANK vii

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Section: Introductionmentioning

confidence: 99%

Designing Incentives for Marine Corps Cyber Workforce Retention

Hernandez¹,

Johnson²

2014

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“…During the past decade, the demand for cyber security specialists has increase sharply, but the supply of qualified workers remains insufficient to respond to the needs of government agencies and the private sector in the United States and abroad (Evans and Reeder 2010;Libicki, Senty and Pollack 2014). Despite the fact that thousands of positions are still unfilled in 2015, and thousands more will be created in the years ahead, most developed countries have not developed a comprehensive strategy to prepare the cyber security workforce.…”

Section: Emerging Challengesmentioning

confidence: 98%

Current and Emerging Trends in Cyber Operations

Lemieux¹

2015

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Palgrave Macmillan's Studies in Cybercrime and CybersecurityThis book series addresses the urgent need to advance knowledge in the fields of cybercrime and cybersecurity. Because the exponential expansion of computer technologies and use of the Internet have greatly increased the access by criminals to people, institutions, and businesses around the globe, the series will be international in scope. It provides a home for cutting-edge long-form research. Further, the series seeks to spur conversation about how traditional criminological theories apply to the online environment. The series welcomes contributions from early career researchers as well as established scholars on a range of topics in the cybercrime and cybersecurity fields.

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“…378 Perhaps the most convincing argument, however, is that DHS is already using them. A 2012 Homeland Security Advisory Council report submitted by the Cyber Skills Task Force stated that DHS has used cybersecurity contractors to fill such jobs as security engineers, reverse engineers, and penetration testers.…”

Section: The Benefits Of a Contractor-based Approachmentioning

confidence: 99%

“…373 For more than two decades, the federal government has overcome the difficulty associated with hiring extremely skilled workers by outsourcing their work to private contractors. 374 Contractors, however, can offer market prices to skilled workers who can provide qualified personnel not available within the government. 375 According to Booz Allen Hamilton, private contractors make up the majority of DHS cybersecurity workers.…”

Section: The Benefits Of a Contractor-based Approachmentioning

confidence: 99%

Building Automation System Cyber Networks: An Unmitigated Risk to Federal Facilities

Tupper¹

2015

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington ABSTRACT (maximum 200 words)The General Services Administration accesses building-automation system technology that runs federal facility processes such as HVAC, lighting, elevators, and access control via active Internet connections. Currently, these networks are not secure, despite legislation requiring them to be.This thesis investigated whether the Department of Homeland Security (DHS) could leverage existing federal laws, presidential directives, executive orders, government frameworks, and its current cyber and investigative capabilities to establish a strategy to secure federal facility building-automation system cyber networks, or if additional resources are needed The research uncovered significant vulnerabilities and threats to federal facility building-automation system networks, which, if exploited, could cause a significant impact on the American people, who are dependent on services offered by federal agencies such as the Department of Veterans Affairs and the Social Security Administration.A qualitative research method was used to interpret and analyze government and nongovernment institutional studies and reports, existing cybersecurity frameworks, and scholarly journals to determine which of the policy options offered would provide the best strategy for the DHS moving forward. The thesis concluded that utilizing a combination of private contractors and existing DHS assets would provide the best option. Submitted in partial fulfillment of the requirements for the degree of SUBJECT TERMS MASTER OF ARTS IN SECURITY STUDIES (HOMELAND SECURITY AND DEFENSE)from the NAVAL POSTGRADUATE SCHOOL December 2015Approved

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Hackers Wanted: An Examination of the Cybersecurity Labor Market

Cited by 28 publications

References 13 publications

Designing Incentives for Marine Corps Cyber Workforce Retention

Designing Incentives for Marine Corps Cyber Workforce Retention

Current and Emerging Trends in Cyber Operations

Building Automation System Cyber Networks: An Unmitigated Risk to Federal Facilities

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