National Initiative for Cybersecurity Education (NICE)

Modernize Talent Management (MTM) Working Group (WG)

[Cyber Career-Entry Guidance for Job Seekers & Employers]

[Finalized –11/15/2021]

Project Team Lead(s): [Peter Meehan (Employer), Neferteri Strickland (Employer),

& Brian Ford (Job Seeker)]

MTM WG Co-Chairs: [Lynsey Caldwell, Melissa Woo, Kevin Perry)]

1. Project Team Description

This project team is being constructed for the purpose of addressing Objective 3.3 and 3.4 of the

NICE Strategic Plan which was drafted by members of the NICE Modernize Talent Management

Working Group. The team will meet as needed to collect and share ideas. The project team will

define the desired outcome within a reasonable timeline.

● Project Team – 2 Focus Areas based on deliverables below. Team members can be found

in a list at the end of this document.

o Employer Focus

o Job Seeker Focus

2. Project Team Purpose

● Create guidance resources for job seekers and employers that:

o Promote the establishment of more entry-level positions and opportunities that

provide avenues for growth and advancement.

o Provide guidance on how to align qualification requirements according to proficiency

levels to reflect the competencies and capabilities required to perform tasks in the

NICE Framework.

3. Project Team Objectives

● Overall (Applies to Both Job Seekers & Employers)

o Define and describe the term ‘entry-level’ for technical, non-technical, and

transitional military cybersecurity roles, regardless of age (consider career pivots).

Recommend a more appropriate term than ‘entry-level,’ if needed.

o Define and describe any differences in scope of entry-level positions based on;

sector type, size, complexity, and need.

▪ Look at other research (ISC2, Cyber Seek, etc.) and consider survey to define

needs

o Describe entry-level pre-feeder roles, opportunity types for degreed and

non-degreed professionals, and resources that could help an entry-level job seeker

know where to start.
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

● Job Seeker Specific

o Describe roles that are appropriate for entry into a cybersecurity field from various

entry points.

▪ Map to the NICE Framework

▪ Provide salary information which is scaled to sector type and size

● Consider survey to gather information

o Specify unique regulatory or other knowledge/skill requirements of certain sectors

to increase entry-level career readiness.

o Describe required versus preferred qualifications linked to the NICE Framework as

examples for a small number of commonly requested work-roles (to keep to a

realistic scope).

● Employer Specific

o Define guidance that ensures that entry-level positions are scoped appropriately and

do not have onerous or unreasonable qualification requirements; to include

guidance regarding required versus preferred qualifications that encourage diverse

candidates. Examples:

▪ Recommend employers to provide more realistic entry-level requirements

regarding education, experience, and certification requirements (i.e.

Employers should not list roles as entry level on job sites that include CISSP.)

and increase use of language that says “may have” versus “must have”.

▪ Encourage the development of job descriptions with qualification

requirements that are aligned to the NICE Framework.

▪ Provide clear and explicit minimum requirements/expectations in job

descriptions for entry level-positions (type of role, etc.)

▪ Specify unique regulatory or other knowledge and skill requirements of

certain sectors to increase likelihood of applicant career readiness.

o Define guidance that helps employers emphasize diversity of background and

experience for entry-level positions.

▪ Encourage employers to measure the demographics of the current team and

address gaps; evaluate recruiting methods and seek to expand candidate

pool. Re-evaluate definitions of talent.

o Encourage employers to show position requirements (competencies, skills, etc. (in

their career ladders.

o Define guidance to employer on how to promote and train on the NICE Framework

within HR

o Describe best practices to connect local employers seeking entry level talent to the

education and training providers in their community that prepare entry-level talent.

o Describe expected ROI for employers when hiring entry-level cybersecurity

positions. Examples:

▪ Measure acquisition cost of entry level versus mid-career talent; measure

retention rates of different groups

▪ Employers should develop programs for staff to train for in-house

cybersecurity responsibilities.
 

 

 

 

 

 

 

 

 

 

 

 

 

▪ Consider talent acquisition programs that allow for career switchers to

qualify for jobs. Increase internal awareness of what cybersecurity work is

and who might qualify (with some additional training).

4. Project Team Deliverables

● A document(s) and/or other artifact that encourages promotion of entry-level positions for

employers and HR professionals.

● A document(s) and/or other artifact that empower job seekers to explore entry-level

positions and provides guidance.

5. Timeline for Project Development

● Needs to be completed over 6-month duration (by June 2022).

6. Draft Project Team Meeting Agenda

7. Project Team Members

● Employer Focus

1. Peter Meehan

2. Neferteri Strickland

1. Felice Flake

2. Nelson Abbott

3. Melinda Miguel

4. Melecia McLean

5. Frank Cicio

6. Monica Reagor

7. Girish Seshagiri

8. Debbie Gordon

9. Greg B. White

10. Mark Ouellette

11. Andrea Whitesell

12. James Stranger

13. Christopher Will

14. Brian McCathy

15. Tony Bryan
 

16. Sondra Schneider

17. Monica Reagor

18. Tamia Russell

19. Matthew James

20. Teana Fredeen

21. Mai Ensmann

● Job Seeker Focus

1. Brian Ford

1. Edwan Fon

2. Amy McKearney

3. Jeff Felice

4. Ping Wang

5. Nancy Austin

6. Max Shuftan

7. Karina Queiroz

10. Teana Fredeen

11. Crystal Rice

12. Katie Adams

13. Dana Winner

14. Jonathan Brandt

15. Rob Pettway

16. Sondra Schneider

17. Monica Reagor

17. Melecia McLean

18. Sanford Weinberg