Federal Cybersecurity Workforce Webinar

This webinar and the engagement tools will be recorded.

An archive will be available on the event website. 

Please Note...
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Welcome and Overview

Antonio “T” Scurlock

Deputy Chief Learning Officer

Cybersecurity and Infrastructure Security Agency
UPDATE ON CYBERSECURITY INITIATIVES

OPM 2020 GUIDANCE MEMO

2022 CYBERSECURITY ROTATIONAL 

PROGRAM

July 26, 2022
OPM Memorandum 

Guidance for Federal Cybersecurity Rotational 

Assignments

• Issued November 18, 2020

• Provided information on utilizing rotational assignments internally 

and among agencies

• Included general guidance for agencies, host agency supervisors and 

employees

• Described the benefits of using this existing flexibility

• Included a Memorandum of Understanding (MOU) template agencies 

could use
Federal Rotational Cyber Workforce Program 

Act of 2021

• Public Law 117-149 signed on June 21, 2022

• Establishes rotational program for up to one year for those 

performing IT, cyber or cyber-related work 

Agencies will decide which positions are eligible

• OPM will issue a Program Operation Plan with policies, processes, and 

procedures to implement the Act by March 2023

• OPM, in coordination with DHS and CHCO/CIO Councils, will then 

develop a list of available rotational positions 

• Employees will return to their original positions upon completion
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Q&A
DoD Cyber Workforce 

Rotation and Exchange Programs

July 26, 2022

DoD CIO Cyber Workforce Management Directorate 

Speakers: Ms. Chimia Carr-Nelson and Ms. Ayanna Baker

UNCLASSIFIED

UNCLASSIFIED

CLEARED

For Open Publication

Jul 13, 2022

Department of Defense

OFFICE OF PREPUBLICATION AND SECURITY REVIEW

SLIDES ONLY

NO SCRIPT PROVIDED
Cyber Workforce Rotational 

Program (CWRP) Pilot

The DoD is invested in the recruitment, development, and retention of cybersecurity talent within the Department

The exchange of DoD personnel, whether internal or external, provides an avenue for not only attracting top talent, but also retaining and 

upskilling our current cyber talent. The DoD offers two cyber focused exchange programs: the Cyber Workforce Rotational Program (CWRP) 

pilot and the DoD Cyber and Information Technology Exchange Program (CITEP).

DoD Cyber and Information Technology

Exchange Program (CITEP)

DoD Cyber Workforce Exchange Programs

The CWRP pilot is a customized, cyber-focused 

rotational program, available to civilian employees 

(GG-11 to GG-15) aligned to a DoD Cyber Workforce 

Framework (DCWF) work roles within Cyber Excepted 

Service (CES) DoD Components.

The CITEP provides for the temporary detail of GS-11 

and above (or equivalent) DoD and private sector 

employees in the IT and cyber fields to participate in 

an exchange between the two sectors.

UNCLASSIFIED

UNCLASSIFIED
CWRP Pilot and CITEP Comparison

Exchange Type:

• Rotations between DoD 

CES Components

Eligibility:

• GG-11 to GG-15.

• Position aligns to DCWF 

work role.

• Maintain fully successful

• or better rating on their

performance record.

• Obtain supervisor approval.

• At least 1 year of service in 

their current position.

While similar programs, the key difference between the CWRP pilot and the CITEP programs is the type of exchange employees are involved 

in. The CWRP pilot offers exchanges between DoD CES Components while the CITEP offers exchanges between DoD and private sector 

organizations.

Duration:

• 3 Months to 1 year, with 

the option to extend in 3-

month increments to 1 

additional year.

Funding:

• Home organizations are 

responsible for payment of 

employee’s TDY expenses.

• Host organizations may pay 

for any business training 

and travel expenses.

Exchange Type:

• Exchanges between DoD 

Components and private sector 

organizations.

• GS-11 and above (or 

equivalent).

• Work in the cyberspace 

operations or IT field.

• Considered an exceptional

employee.

• Expected to assume 

increased responsibilities 

in the future.

Eligibility:

The key difference between the exchange programs is the exchange type

UNCLASSIFIED

UNCLASSIFIED
Program Participation

Home 

organization 

validates 

employee’s 

eligibility

Employee obtain 

supervisors 

approval

Home 

organization 

identifies 

exchange 

opportunity

All parties review

and sign a threeparty agreement

Employee begins 

CITEP detail

DoD CIO issues 

a Call for 

Rotation 

Opportunities

Components post 

rotation 

opportunities on 

the DoD ETM

Employees 

review and apply 

to the posted 

opportunities

All parties review

and sign a threeparty agreement

Employee begins 

CWRP rotation

The process to participate in the CWRP Pilot and the CITEP is straightforward

To find more information about both exchange programs and how to participate, navigate to https://www.dodemergingtech.com/dodprograms/. For questions or additional information, please contact the CITEP program office at osd.mc-alex.dod-cio.mbx.askcitep@mail.mil

or the CWRP program office at osd.mc-alex.dod-cio.mbx.cyber-excepted-service@mail.mil.

• Participating DoD Components: U.S Army, U.S. Navy, U.S. Air Force, U.S. Space Force, DoD Chief Information Officer, Defense 

Innovation Unit, & Defense Information Systems Agency. • Participating Private Sector Organizations: Amazon, Amazon Web Services, C3.AI, Cisco, Fire Eye (Mandiant), Google, M&T 

Bank, Microsoft, Salesforce, & VMWare

• Participating DoD Components: U.S. Fleet Cyber Command, U.S. Marine Corps Forces Cyberspace Command, Sixteenth Air 

Force (Air Forces Cyber), DoD Chief Information Officer, Defense Information Systems Agency, Joint Staff, & Principal Cyber 

Advisor.

UNCLASSIFIED

UNCLASSIFIED
Challenges and Solutions

UNCLASSIFIED

The DoD CIO Cyber Workforce Management Directorate continuously strives to improve its developmental programs to ensure employees 

and organizations are maximizing the benefits of the program to increase program efficiency and productivity.

UNCLASSIFIED

Exploring the challenges and solutions of developing and implementing exchange programs

Challenges Solutions

Aligning Cyber Skills to the Mission • Aligning each rotation opportunity to a DCWF work role.

Obtaining Supervisor and Senior Leadership Support • Building a strong business case for the need for exchange developmental 

program and scheduling time with supervisors and senior leadership to 

express this need.

Program Engagement • Creating a multifaceted and targeted outreach approach to socialize the 

program to leadership, supervisors, hiring managers, and employees.

Measuring Program Effectiveness • Leveraging a central system for tracking and reporting program participation to 

assess the return on investment of the program.

Streamlining Program Management • Developing an online application process to automate the program’s process 

and procedures.

Program Funding • Limiting the amount of associated costs to participate in the program.

Security Clearances • Conducting targeted outreach to private sector organizations with cleared 

personnel (e.g., defense contractors).
DoD Cyber Workforce 

Rotation and Exchange Programs

UNCLASSIFIED

UNCLASSIFIED
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Q&A
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

CISA Cyber Innovation Fellows Initiative

Oumou Ly

Senior Advisor, Office of the Executive Assistant Director for Cybersecurity

Cybersecurity and Infrastructure Security Agency
cisa.gov/cyber-fellows

To learn more about the initiative, send an email to Cyber_Innovation_Fellowship@cisa.dhs.gov
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Q&A
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Cybersecurity Talent Initiative

Georgia Haddad

Manager

Federal Workforce Programs

Partnership for Public Service
18

Cybersecurity 

Talent Initiative

A public-private coalition 

connecting the best and 

brightest new technologists 

with high impact, high visibility 

opportunities to protect the 

nation and digital economy.

18
19

The recent SolarWinds and Colonial Pipeline hacks, which led 

to significant data breaches and societal disruptions, have 

illustrated the cyber vulnerabilities of global organizations and 

the US federal government. Although a substantial and shortage 

of skilled cybersecurity professionals remains, the federal 

government and private sector can work together to fill their 

open positions and attract the next generation of motivated, 

mission-driven cybersecurity leaders.

Program Objectives:

• Address the immediate cybersecurity talent 

deficiency faced by the U.S.

• Provide a cross-sector opportunity for entry-level 

talent to build the next generation of cybersecurity 

leaders

• Support efforts to address a related major public 

policy issue – rising student loan debt reached 

$1.75 trillion in 20221

In 2022, the number of unfilled cybersecurity 

jobs in the United States reached

600,0002

Data breach costs reached an all-time high 

in 2021, surpassing

4.24 million3

The annual cost of cybercrimes is 

expected to rise to 

$10.5trillion by 20254

1 Source - Federal Reserve, June, 2022 (The Fed - Consumer Credit - G.19 (federalreserve.gov))

2 Source – Government Technology (600K Unfilled Cyber Jobs Create Big Opportunity for Hackers (govtech.com))

3 Source - IBM (Cost of a Data Breach Report 2021 | IBM) 

4 Source - Cybercrime Magazine (Cybercrime To Cost The World $10.5 Trillion Annually By 2025 (cybersecurityventures.com))
20
21

CORPORATE PARTNERS

PARTICIPATING FEDERAL AGENCIES 

National 

Oceanic and 

Atmospheric 

Administration

OPERATING PARTNER TECHNICAL PARTNER

Department 

of State

Federal Deposit 

Insurance 

Corporation

Department of 

the Treasury
22

High Level Program Overview

Pursue cybersecurityrelated undergraduate or 

advanced degree

Two-year full-time 

cybersecurity role at a 

federal agency

Opportunity to transition to a 

cybersecurity position with 

participating corporate sponsors

Opportunity to receive 

student loan debt 

assistance from 

corporate sponsor

How it Works

• The Cybersecurity Talent Initiative is 

structured around a two-year period of 

service at a participating federal 

agency, followed by the opportunity for 

full-time employment with a 

participating company

• Candidates must still interview 

for private sector role 

following government service

Partnership for Public Service’s Role

• The Partnership manages the CTI program and serves 

as a liaison between program participants and agency 

and private sector partners

• The Partnership provides opportunities for mentorship 

as well as the leadership development sessions that 

program participants will attend throughout their first 

two years in the program 
23

• Make a difference. Play a 

vital role in the safety and 

well-being of every 

American.

• Unique and challenging 

work. Tackle critical 

cybersecurity issues that 

impact the lives of millions 

of people.

• Work/life balance. Maintain 

flexible work schedules, 

telework, federal holidays, 

and generous vacation and 

sick leave.

Cybersecurity in the Federal 

Government
24

• Enhance your technical 

expertise. Gain new technical skills 

working on the cutting edge of 

cybersecurity.

• Challenging work. Work with a 

team that plays a critical role in 

tackling global cybersecurity issues.

• Development. Grow professionally 

and contribute to the company’s 

mission in a meaningful way.

Cybersecurity in the Private 

Sector
25

Benefits of Participating in CTI

Recruiting

• Support in the strategic recruitment from top cybersecurity and cybersecurity-related 

programs at colleges and universities from across the country

• Save agency costs by receiving a small yet diverse applicant pool of potential candidates 

that have been recruited by the program and pre-vetted by Subject Matter Experts (SMEs) in 

the cybersecurity field

• Expose students at the undergraduate and graduate level to the innovative work of the 

federal government for them to consider a career in public service

• Elevate the cybersecurity work of the agency in order to make this audience aware of the 

impact they can have across the federal government

• Get access to talent that are attracted to this cross-sector model and the loan assistance 

benefit of the program
26

(43% undergraduate, 57% 

graduate)

More diverse than the national average

22%

black or African American

(compared to 15.2%)

26%

female

(compared to 19%)

Cohorts 1 & 2: Recruitment Outcomes – Finalists

163

finalists

97

different universities

Cybersecurity Talent Initiative (CTI) data is compared against Data USA’s data from the Computer & Information Systems Security college degree, which tracks 

statistics from across the US on who graduates with that degree. This is the most closely linked degree to a broader “cybersecurity” degree.

Applicant pool had a large percentage of representation from online schools that included experienced candidates who were changing careers or going back to 

continue education in cybersecurity or cybersecurity-related fields
27

(43% undergraduate, 57% 

graduate)

More diverse than the national average

48%

black or African American

(compared to 14%)

33%

female

(compared to 19%)

Cohort 3: Recruitment Outcomes – Finalists

55

finalists

30

different universities

Cybersecurity Talent Initiative (CTI) data is compared against Data USA’s data from the Computer & Information Systems Security college degree, which tracks 

statistics from across the US on who graduates with that degree. This is the most closely linked degree to a broader “cybersecurity” degree.

Applicant pool had a large percentage of representation from online schools that included experienced candidates who were changing careers or going back to 

continue education in cybersecurity or cybersecurity-related fields
28
29

100%

Likely to return to government service 

at some point in their careers!

of Cohort 1 CTI Participants

at the end of their first 2 years in the program reported that they are:

Would recommend working in government 

to a peer with similar credentials!

A better leader because of their

participation in the CTI Program!
30

Alexander.Niejelow@mastercard.com

©2018 Mastercard. Proprietary and Confidential.

To Learn More Visit

The CTI Website

Please feel free to reach out the CTI team to learn more 

about the program and get involved:

info@cybertalentinitiative.org

Program Contacts
ourpublicservice.org

PARTNERSHIP

FOR PUBLIC SERVICE

partnershipforpublicservice

rpublicservice

publicservice

Partnership for Public Service

partnership
FEDERAL CYBERSECURITY 

WORKFORCE WEBINAR

Q&A
Federal Cybersecurity Workforce Webinar

REGISTER TODAY!

Tuesday, October 25, 2022

2022 Fall Federal Cybersecurity 

Workforce Webinar
Federal Cybersecurity Workforce Webinar

https://www.surveymonkey.com/r/XWL5RM8

Complete

Evaluation

Form