FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT

Welcome and Overview

Marian Merritt

Deputy Director

National Initiative for Cybersecurity Education

National Institute of Standards and Technology, U.S. Department of Commerce
Federal Cybersecurity Workforce Summit

Purpose: To provide strategic directions and programmatic 

updates for stakeholders in the federal government who support 

the recruitment, hiring, development, and retention of the 

workforce necessary to reduce cybersecurity risks in federal 

environments.

Objectives:

• To provide strategic and program updates from key 

departments and agencies that influence cybersecurity 

workforce legislation, policy, guidance, and standards

• To highlight key projects and initiatives that support the 

growth and sustainment of the Federal cybersecurity 

workforce

• To create a sense of community among individuals in 

Federal departments and agencies with similar 

responsibilities for building a superior cybersecurity 

workforce

2022 Federal Cybersecurity Workforce Summit

2

Event Reminders:

• This event will be recorded

• Presentation slides and recording will be 

available after event

• Q&A will occur after intermission
Welcome and Overview

Rodney Petersen

Director

National Initiative for Cybersecurity Education

National Institute of Standards and Technology, U.S. Department of Commerce

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
NICE Strategic Plan and 

Implementation Plan 1.

2.

3.

4.

5.

Promote the Discovery of 

Cybersecurity Careers and 

Multiple Pathways

Modernize the Talent 

Management Process to Address 

Cybersecurity Skills Gaps

Expand Use of the Workforce 

Framework for Cybersecurity 

(NICE Framework)

Drive Research on Effective 

Practices for Cybersecurity 

Workforce Development

Transform Learning to Build and 

Sustain a Diverse and Skilled To energize, promote, and Workforce

coordinate a 

robust community

working together to advance 

an integrated ecosystem of 

cybersecurity education, 

training, and workforce 

development

4
NICE Events 

& Community 

Engagement

• NICE Webinars (monthly)

• Annual NICE Conference & Expo (Jun 6-8 - Atlanta, GA)

• Cybersecurity Career Awareness Week (Oct 17-22)

• NICE K12 Cybersecurity Education Conference (Dec 5-7 - St. Louis, 

MO)

• Federal Cybersecurity Workforce Summit and Webinar Series 

(annually)

• Federal Information Security Educators (FISSEA) (May 17)

Learn More with NICE Events

• NICE Community Coordinating Council

• Working Groups: Promote Career Discovery, Transform Learning 

Process, and Modernize Talent Management, 

• Communities of Interest: Apprenticeships in Cybersecurity, 

Cybersecurity Skills Competitions, K12 Cybersecurity Education

• NICE Framework Users Group

• NICE Interagency Coordinating Council

• NICE Stakeholder Engagement

• Sectors: Academia, Industry, Government, and International

• Audiences: Employers, Education and Training Providers, and 

Learners

Get Involved with the NICE Community

www.nist.gov/nice 

nice@nist.gov

@NISTcyber

5
Welcome and Overview

Robert Shriver

Associate Director

Employee Services, U.S. Office of Personnel Management

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
Opening Remarks

Dorothy Aronson

Chief Information Officer

National Science Foundation

and Co-Chair of the CIO Council Workforce Committee

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
National Science Foundation

HBCU 

RECRUITMENT 

INITIATIVE 

April 2022

ASSESSMENT
National Science Foundation

Build a Cyber workforce that 

reflects the People we Serve

NSF CIO & CDO

Racial Equity Task Force

STEM Education

Missing Millions

CIO Council Work Force 

Committee

Full employment 

lifecycle 

Planning, Recruitment, 

Retention, Training, 

Management

President’s 

Management Agenda

Empower Federal 

Workforce

Equitable Customer 

Service

Citizen

GenZ Parent

9
National Science Foundation

HBCU RECRUITMENT INITIATIVE

The Federal CIO Council's Workforce 

Committee seeks to improve the 

recruitment and hiring of top talent 

from Historically Black Colleges and 

Universities (HBCU). 

• Focused recruiting at HBCUs can increase diversity, 

inclusion, and innovation in the workplace.

PURPOSE GOAL & OBJECTIVES

Improve the federal government's engagement 

and recruitment of IT talent from HBCUs.

• Engage with HBCUs and support the federal government to 

better connect with, market to, and recruit minority 

students and graduates. 

• Promote and model a diverse and inclusive workforce 

through federal agencies’ employee outreach.

• Develop a communications tool kit that can be leveraged 

across the government for HBCU recruitment.

10
National Science Foundation

WORKING TOGETHER & PAVING A WAY FOR SUCCESS

Interviews with members from the Workforce Committee led the team to identify challenges within 

three stages of the hiring process, and offer recommendations based on group discussions, to help 

expand federal agencies' efforts to attract and retain high-potential diverse talent

From recruiting to hiring and retaining, there are resources, points of entry, and hand-offs that take 

place along the way.

ALIGNING & 

HIRING

TRAINING & 

RETAINING

TARGETING, 

ATTRACTING, & 

RECRUITING

Intake: 

• Digital Corps

• Pathways Program

Development:

• Cyber NextGen

• Open Opportunities

Networking and Career 

Channels:

• Cyber Careers.gov

• Grace Hopper Celebration 11
National Science Foundation

OVERARCHING THEMES - SNAPSHOT

• Many agencies' recruitment efforts expand beyond HBCUs and include underrepresented schools such as 

Minority-Serving Institutes (MSI), Hispanic-Serving Institutes (HSI), and Tribal Serving Institutions (TSI)

• Many agencies recruiting programs in these areas are nascent or have yet to be developed

FEDERAL AGENCIES’ RECRUITMENT EFFORTS GO BEYOND HBCUS

• Students may not perceive the federal government as being diverse or having cutting-edge IT initiatives

• Federal agencies must deliver messages via various communication tactics during outreach to humanize their image, and

• Demonstrate what working in different IT positions across the government is like FROM individuals who look like 

applicants

IMPROVING FEDERAL AGENCIES’ PERSONA IS IMPORTANT

• The talent pool of recent graduates have different views and expectations of work (i.e., where they want to work and 

schedule, how they want to be managed, how long they expect to stay at one job before advancing to the next 

level). The pitch for stability and long-term placement is not perceived as a benefit. 

GEN ZS JOIN THE WORKFORCE, BUT EXPECTATIONS DIFFER 

12
National Science Foundation

CHALLENGES

The federal 

government has an 

aging workforce

Many agencies lack entrylevel IT positions for early 

career talent

The federal government 

cannot compete in pay 

with the private sector

The government has an 

antiquated hiring process 

and extensive length of 

time to onboard

Applicants are 

unfamiliar with writing 

resumes for federal 

positions

The government has an 

antiquated hiring process 

and extensive length of 

time to onboard

Job descriptions often result 

in misalignment between 

candidates' education or 

experience and current 

qualification standards

Wide disparities in pay 

(GS level), benefits, and 

employee proposition 

impacts retention

13
National Science Foundation

OUR JOURNEY

Meet with recruiting, 

diversity, equity, and inclusion 

experts to gain insight into 

existing programs and efforts, 

background information, best 

practices, and lessons learned 

to plan, develop, and 

strengthen the impact of this 

initiative 

PURPOSE • Gather and analyze 

feedback and data from 

discussions to understand 

current landscape; 

determine appropriate 

direction

• Define goals and objectives 

• Identify engagement 

opportunities, develop 

messaging and create 

communication strategy 

for HBCU recruiting

ASSESS & DEVELOP

Lay a foundation and 

carry out the activities 

and communicate key 

messages as outlined in 

the communications plan; 

adjust timelines or 

activities as needed

feedback@cio.gov

IMPLEMENT

• Provide strategy and 

communications that agencies 

can leverage to recruit from 

HBCUs

• Create multiple continuities for 

HBCUs to access federal 

government career resources

• Promote Pathways 

program/internships

• Routinely participate in career 

fairs/events and leverage 

existing student networks

MAINTAIN

14
Federal Cybersecurity Workforce Priorities

and Policy Initiatives

Chris Inglis

National Cyber Director

Executive Office of the President

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
CISA Federal Cyber Defense 

Reskilling Academy

Clifford Malachi D Scott

Cybersecurity Analyst

Cybersecurity and Infrastructure Security Agency

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
CISA | CYBERSECURITY AND INFRASTRUCTURE SECURITY AGENCY

FEDERAL CYBER DEFENSE SKILLING ACADEMY 

(FCDSA) 

C. Malachi D. Scott

Cyber Defense Education & Training (CDET)

17
 Workforce skill gap projection: According to (ISC)2, the global cybersecurity 

workforce shortage is projected to reach 3.5 million by 2025

 Workforce job vacancies: According to CyberSeek, there are 465,000 open U.S. 

cybersecurity positions waiting to be filled as of April 2022.

 Recruiting: 54% of all open cybersecurity positions take an average of three months 

to fill according to an ISACA study

 Diversity: In the U.S. women make up only 24% of the cybersecurity workforce 

according to a 2022 study conducted by (ISC)2 

 Salary: According to the Bureau of Labor Statistics, as of May 2020, the median 

salary for a cyber defense analyst is 103,950.

Cybersecurity Workforce Trends

18
 Describes cybersecurity work

 Supports strategic workforce development

 Includes 7 Categories, 30+ Specialty Areas, 50+ Work Roles

NICE Cybersecurity Workforce Framework

19
 To support the President’s Management Agenda, Cross Agency Priority (CAP) subgoal to build a modern IT and cybersecurity workforce, collaborate in overseeing and 

facilitating execution of skills training with the purpose of skills assessments, training 

curriculum, and programs that align with the National Initiative for Cybersecurity 

Education (NICE) Workforce Framework.

Directive

20
 The FCDSA will training Federal Employees to be Entry Level Cyber Defense 

Analyst (CDA) per the Workforce Framework. We will train to students to use 

defensive measures and information collected from a variety of sources to identify, 

analyze, and report events that occur or might occur within the network to protect 

information, information systems, and networks from threats. 

Purpose 

21
 Who may apply

 DHS Federal Civilian Employees 

 Any job series 

 GS-5s through GS-11s or equivalent 

 Exceptions can be made for GS-12 

through GS-15 once lower grades are 

exhausted

 Aptitude and attitude assessment 

 Does not assess students’ knowledge 

of cyber security

 45-60 minutes 

 Identifies optimal career matches

 12 work style preferences

 Job satisfaction

 Task-relevant 

 7 career families

Applying

22
 100% remote

 12 weeks (Full-Time Cohort)

 Two 1-week breaks

 8 AM – 5 PM ET

 Monday – Friday excluding Federal 

Holidays

 No prescheduled Annual Leave outside 

of the breaks

 Supervisor approval required

 While not a detail, Home Agency agrees 

that this is the student's full-time duty 

 Laptop with webcam

 Must be on webcam during class hours 

 Have access to Teams and Skillable

Full-Time Cohort

23
Individual courses are matched to the 

NICE Framework

 Fundamental of Linux

 Windows Familiarization 

 CompTIA

 Basic Networking and Protocol Analysis

 Introduction of Python

 Python for Security Analysis

 Concepts of Intelligence Based 

Computer Network Defense 

 Correlating Attacks, Advanced DATA 

Analysis

 Identifying Common Hacker Techniques, 

Methods, and Vector

 Incident Detection Response and 

Handling

Key Training

24
How do we ensure students are learning and retaining?

 Weekly Quizzes

 Automatic grading for instant feedback

 Labs (245hrs out the 501hrs)

 One-on-one instruction, if needed

 Learning Management System 

 Allows multiple tries at Labs for more practice and building of knowledge

 CyberScore Assessment 

 Taken at start of course and end of course. 

Student Comprehension 

25
Students will be given the CyberScore Assessment at the start of the course and 

at the end.

 CyberScore Assessment Labs test on:

 Protocol Analysis

 Intrusion Detection

 Incident Handling Methodology

 Network Defense Analysis (Vulnerability)

 Network Attack Analysis (Pen Testing)

 Each topic has a 45-minute Lab portion. 

Testing Knowledge 

26
Students receive a voucher to take CompTIA’s Security+ Exam at the end of their 

Cohort. 

 This will test six knowledge domain areas: 

 Threats, Attacks, and Vulnerabilities

 Technology and Tools

 Architecture and Design

 Identity and Access Management

 Risk Management

 Cryptography



Certification

*Testing is setup to be remote although students can 

choose to take the test onsite at a Pearson Vue Testing 

Center.

27
Questions?

Education@cisa.dhs.gov
Cyber Excepted Service

Bobbie Sanders

Director

Cyberspace Workforce Management Directorate, DoD CIO Resources and Analysis, 

U.S. Department of Defense

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
INTERMISSION 

Program will resume at 2:45 p.m. EDT
Panel Discussion:

A Workforce Skilled in Cybersecurity for Operational Technology

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT

Karen Wetzel

Manager of the NICE Framework

National Initiative for Cybersecurity 

Education, National Institute of 

Standards and Technology, U.S. 

Department of Commerce

Keith Stouffer

Project Manager

Cybersecurity for Operational 

Technology, National Institute of 

Standards and Technology, U.S. 

Department of Commerce

Maureen Roskoski

Senior Professional and Corporate 

Sustainability Officer

Facility Engineering Associates, PC
Workforce Framework for Cybersecurity (NICE Framework)

TKS Statements:

NICE Framework Building Blocks

TEAMS

• Defined by Competencies 

or Work Roles

COMPETENCIES

• Groupings of TKS

• Means of assessing a learner

WORK ROLES

• Groupings of Tasks

• Work someone is responsible for

Using the NICE Framework: 

Building Block Applications

Building Blocks Approach

 Establishes a common, consistent lexicon to clearly share information about cybersecurity work

 Provides direct information about what a workforce needs to know

 Enables the establishment of regular processes

Visit the NICE Framework Resource Center: nist.gov/nice/framework

32
2022

Continued review and 

improvements of TKS 

statements, an updated 

Competency Areas list, 

and the development of 

an online platform for 

browsing, searching, 

exporting, and public 

commenting

2021

Focusing on reviewing 

the data to align with 

the 2020 revision, 

addressing gaps, and 

developing process to 

ensure responsiveness 

and community input.

2020

Name changed in 

recognition that 

cybersecurity is a 

concern across the 

workforce; other 

community-suggested 

adjustments streamline 

use and increase 

efficacy.

2017

NICE Framework Evolution

What started as an 

effort to align the 

federal cybersecurity 

workforce is 

intentionally 

expanded as a 

national framework.

NIST 800-181: 

A National Framework

NICE Framework 

Data Review

NIST 800-181: 

First Revision

Continued Growth

33
Call for Comments: Knowledge and Skill Statements

Adjustments address:

• Alignment with TKS Authoring 

Guide principles

• Unnecessary redundancies or duplicates

• Inconsistent and unclear language

Comment deadline: 

11:59pm ET on June 3, 2022 

Send comments to: 

NICEFramework@nist.gov

34

https://www.nist.gov/news-events/news/2022/04/updated-nice-framework-knowledge-and-skill-statements-public-comment
Lightning Rounds

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
Data Scientist Occupation

April Davis

Director

Classification & Assessment Policy, Talent Acquisition & Workforce Shaping, Employee Services, 

U.S. Office Of Personnel Management

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
United States Digital Corps Program

Caitlin Gandhi

Program Lead

U.S. Digital Corps, U.S. General Services Administration

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
38

UNITED STATES

DIGITAL CORPS 

Program Overview

Federal Cybersecurity Workforce Summit

April 26, 2022
39

US Digital Corps Overview

The U.S. Digital Corps was launched in August 2021 by 

the Biden-Harris administration and is operated by 

GSA’s Technology Transformation Services (TTS).

It is a two-year fellowship for early-career technologists 

to work in government with a path to career positions—

with the goal of building a deep, sustainable tech talent 

pipeline for federal agencies.
40

CROSS-GOVERNMENT SUPPORT

The U.S. Digital Corps is aligned with key Administration priorities and championed by senior agency leaders:

“The Digital Corps offers technologists just starting out in their career the opportunity to make 

government work better for the American people.” – GSA Administrator Robin Carnahan.

“The U.S. Digital Corps is a forward-looking solution that will meet the Biden Administration’s goals of 

advancing federal IT and cybersecurity.” – Clare Martorana, Federal Chief Information Officer

“OPM is excited to support the U.S. Digital Corps as one facet of the Biden-Harris Administration’s 

commitment to rebuilding, reenergizing, and diversifying the federal workforce.” – Kiran Ahuja, 

OPM Director.
41

BROAD IMPACT

ADMINISTRATION PRIORITIES

● President’s Management Agenda 

● American Rescue Plan {COVID-19, economic recovery, 

racial equity, technology modernization}

● Executive Order on Diversity, Equity, Inclusion, and 

Accessibility in the Federal Workforce

● Executive Order on Ensuring a Data-Driven Response to 

COVID-19 and Future High-Consequence Public Health 

Threats

● National Security Memorandum on Revitalizing America’s 

Foreign Policy and National Security Workforce, 

Institutions, and Partnerships

ADVANCING EQUITY

REVITALIZING THE 

FEDERAL WORKFORCE

ACCELERATING DIGITAL 

SERVICES

ATTRACTING CYBER & AI 

TALENT
42

PROGRAM OVERVIEW

● Focus on highly skilled, early-career, diverse talent 

● Fellows work on high-impact technology projects at host agencies

● Opportunity for career conversion & permanent placement at host agency 

● U.S. Digital Corps program leads centralized recruitment and selection in collaboration 

with host agencies. 

● 40+ fellows expected to begin work at 10+ agencies in June 2022

● At scale, hundreds or thousands of Fellows per year hired directly at host agencies.

New two-year fellowship for junior technologists in the fields of software engineering, 

cybersecurity, design, product management, and data science & analytics
43

The Digital Corps will be many Fellows’ first experience in the federal government, if not the workforce 

entirely. During the two year program, dedicated, centralized program staff at GSA will support Fellows 

through:

ORIENTATION MENTORSHIP

COHORT 

COMMUNITY

LEARNING & 

DEVELOPMENT

FELLOW EXPERIENCE
44

⇒ 1,085 applicants in only 7 days

Applications were open from November 8-15:

• 2210 positions @ GS-9 (career ladder to GS-12)

• Remote-first placements

• $82,000+ minimum compensation in Washington D.C. 

with recruitment incentive

• Pathways Recent Graduates authority offers 

permanent career conversion

• Using SME-QA for qualification

INAUGURAL COHORT

⇒ diverse & representative applicant pool
45

Informal snapshot:

● 39* issued offers as of 

4/15

● 18 states and territories

● 64% will work remotely 

(75% of those who had an 

option chose remote)

● Approx. 50/50 

undergrad vs. grad 

experience

* and counting...

ONBOARDING CANDIDATES
46

● Climate

● Customer experience

● Cybersecurity

● Economic recovery

● Equity

● Healthcare

● Immigration

● Open innovation

● ... and so much more

AGENCY PARTNERSHIP

2022 Fellows will have impact 

➔ Requests for 160+ Fellows from 70 submissions in ...

across federal government

➔ Prioritized based on: 

◆ Potential for impact

◆ Mature technical teams

◆ Commitment to Fellow learning & growth

➔ Placing at 13+ agencies in June 2022

➔ Aiming for 80+ Fellows / placements in June 2023

Partners shared publicly to-date
47

LEARNINGS

• Interest is high, particularly 

among people from diverse 

backgrounds

• Talent is incredibly strong -

capable of qualifying at GS9+

• Mechanisms are slow and 

negatively affect candidate 

experience, but can be 

mitigated against - with 

dedicated effort

• Current policies limit 

matriculation of our core 

target talent pool

• Agency demand for early 

GS-level support is 

incredibly high

• Centralizing core hiring 

functions alleviates agency 

burden

• Program participation is 

limited to well resourced 

agencies

TALENT HIRING AGENCY CONDITIONS
48

Visit: digitalcorps.gsa.gov

Email: usdigitalcorps@gsa.gov

Follow: @USDigitalCorps

UNITED STATES

DIGITAL 

CORPS 
CyberCorps: Scholarship for Service (SFS)

Job Fair Alignment to NICE Framework

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT

Kathy Roberson

SFS Program Manager

Strategic Staffing Solutions Manager, OPM 

HR Solutions, Staff Acquisition,

U.S. Office of Personnel Management

Dr. Nigamanth Sridhar

Program Officer

Division of Graduate Education, 

National Science Foundation
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

CyberCorps® Scholarship For Service (SFS)

50

The CyberCorps (R): Scholarship For Service (SFS) is managed by National Science Foundation, in collaboration with 

the U.S. Office of Personnel Management, the Department of Homeland Security and, in accordance with the 

Cybersecurity Enhancement Act of 2014 (Public Law No: 113-274), as amended by the National Defense 

Authorization Act. These initiatives reflect the critical need for Information Technology (IT) professionals, industrial 

control system security professionals, and security managers in Federal, State, local and tribal governments. 
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

– Seeks to increase the number of qualified students entering the fields of 

information assurance and computer security and to increase the capacity of 

the United States higher education enterprise to continue to produce 

professionals in these fields to meet the needs of our increasingly 

technological society. 

– Provides funds to colleges and universities to award scholarships to students.

CyberCorps®: SFS Mission and Structure

51
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

CyberCorps®:SFS Scholarship

52

Scholarship

• Funding: tuition, fees, and stipends ($25K/$34K per year)

• Length: 1-3 years

• Obligation: Summer internship, post-graduation service requirement

Eligibility

• Citizen or lawful permanent resident of the United States

• Full-time student within three years of graduation with a bachelor’s or master’s degree in a coherent 

formal program focused on cyber security; or a research-based doctoral student

• A community college student at an SFS Community College Cyber Pilot (C3P) awardee institution 

pursing an associates degree or specialized certification in the field of cybersecurity; AND already have 

a bachelor's degree or are a veteran of the Armed Forces.

• Eligible for government employment (must be able to acquire security clearance)

• Awardee institutions set additional selection criteria
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

• Over 4,700 scholarships awarded since 2001

• 92% placement rate in more than 140 federal/state/local tribal agencies and 

FFRDC/national labs

• 99 participating universities

– 39 states, DC, and Puerto Rico (see list at https://www.sfs.opm.gov/contactsPI.aspx) 

– 19 Minority Serving Institutions

– 28 community colleges that participate as a partner with a CyberCorps® university

• Over 750 currently in school

• Over 350 will graduate in 2022 

• Surveys show that over 64% of graduates stay with the government beyond their obligation

CyberCorps®: By the Numbers

53
CYBERCORPS

®

SCHOLARSHIP FOR SERVICE 54
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

Education Level and Fields of Study

55

• Most Common degree is a Master’s (53%), followed by a Bachelor’s (39%), Ph.D (4%), 

and Associate’s (4%)

• 74% graduate with a GPA of 3.6 or higher

• Over 60 different areas of study

Common Areas of Study Uncommon Areas of Study

Computer Science Accounting

Computer Engineering Business Administration

Computer Forensics Law/JD

Computer & Network Security Forensics

Computer Information Systems Political Science

Cybersecurity Computer Criminology

Information Assurance Telecommunications

Information Security Wireless Software Engineering
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

Occupations

56

• Accountant (Cyber)

• Attorney (Cyber)

• Analyst

• Computer Scientist

• Computer Science-Cryptography

• Engineer

• Forensics

• Information Security Analyst

• Information Assurance

• Information Technology

• Information Security Officer

• Policy

• Network Security Analysts

• Research and Development

• Security Operations Analyst

• Software Vulnerability Analyst

• Systems Security Designer

• Technology Security Designer

• Telecommunications

• Threat Analyst

• Vulnerability Analyst

• Wireless Security

Any position related to cybersecurity at an approved organization. 
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

CyberCorps®: SFS – Recruitment/Hiring Events

58

• Annual Virtual job fair in October/November

– Aligns with NICE Framework

– Over 50 agencies represented

– Over 300 participants

– Set up on demand or prescheduled appointments

• Annual In-Person job fair in the Washington, DC, area in early January

– Aligns with NICE Framework

– Over 90 agencies represented

– Close to 500 participants

– Open interview areas

– Private interview areas
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

SFS Job Fairs & NICE Framework

59

• Work Roles with definitions added to 

virtual platform

• Participants can identify which work 

roles they are interested in

• Agencies can identify which work roles 

they are recruiting for

• Agencies can search participant 

profiles to identify participants with 

specific work roles.
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 60

DHS CISA Use of Work Roles

Made sorting 

through the 600+ 

candidates much 

easier!

Allowed us to 

Schedule 

interviews quicker

Used work 

roles to build 

positions in 

platform

Aligned candidates 

with Work Roles
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

Cybersecurity Enhancement Act, Public Law 113-274, Sec. 302e 

– SFS participants appointed in the excepted service

• Internships

• Post graduation appointments

– Upon fulfillment of the service term, may be converted 

noncompetitively to term, career-conditional, or career appointment

• Must have been appointed under this PL to be eligible for conversion

CyberCorps®: SFS – Hiring SFS Students

61
CYBERCORPS®

SCHOLARSHIP FOR SERVICE 

CyberCorps® Scholarship For Service (SFS)

63

Kathy Roberson, OPM

SFS Program Manager

Stephanie Travis, OPM

SFS Program Office Rep

(202) 579-4951

Email: sfs@opm.gov

Phone: (816) 541-8103

Website: sfs.opm.gov 

Sandra Cyphers, OPM

SFS Program Office Rep

(202) 706-8367
Closing Remarks

Jason Barke

Deputy Associate Director

Strategic Workforce Planning, U.S. Office of Personnel Management

FEDERAL CYBERSECURITY 

WORKFORCE SUMMIT
Federal Cybersecurity Workforce Summit

Tuesday, July 26, 2022, 1:30-3:00 p.m. ET

“Employee Development Through Rotational and Exchange Programs”

Register here: https://go.usa.gov/xuNpY

Tuesday, October 25, 2022, 1:30-3:00 p.m. ET

Topic to be determined

2022 Federal Cybersecurity 

Workforce Webinar Series

65
Federal Cybersecurity Workforce Summit

SAVE THE DATE

Tuesday, April 25, 2023

2023 Federal Cybersecurity 

Workforce Summit

66
Federal Cybersecurity Workforce Summit

Don’t forget to submit an evaluation form! 

https://www.surveymonkey.com/r/CQRMKFR

Federal Cybersecurity Workforce 

Summit Survey

67