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Administration is directing a series of actions to identify, recruit, develop, retain, and expand the pipeline of the
best, brightest, and most diverse cybersecurity talent for Federal service and for our nation.
Every day, Federal
departments and agencies face sophisticated and persistent cyber threats that pose strategic, economic, and security
challenges to our Nation. Addressing these cyber threats has required a bold reassessment of the way we approach
security in the digital age and a significant investment in critical security tools and our cybersecurity workforce. And
these threats demand that we continue to enhance the security of the Federal digital infrastructure and improve the
ability to detect and respond to cyber incidents as they occur. That is why, in 2009, President Obama initiated a
comprehensive strategy to confront this ever-evolving challenge. The strategy brings all levels of government together
with private industry, academia, international partners, and the public, to raise the level of cybersecurity in both the
public and private sectors; deter and disrupt adversary activities in cyberspace; improve capabilities for incident
response and resilience; and enact legislation to both incentivize and remove legal barriers to cybersecurity threat
information-sharing among private entities and between the private sector and the Government. While we have made
significant progress, we must do more.
cybersecurity workforce has the challenging mission of protecting government information technology (IT) systems,
networks, and data from sophisticated adversaries; safeguarding sensitive data; supporting our Nation’s financial,
energy, healthcare, transportation, and other critical systems; and securing our critical infrastructure and intelligence
systems. However, the supply of cybersecurity talent to meet the increasing demand of the Federal Government is simply
not sufficient. As part of a broad-sweeping review of Federal cybersecurity policies, plans, and procedures, the
Cybersecurity Sprint launched by the Office of Management and Budget last year revealed two key observations about the
Federal cybersecurity workforce:
shortfall affects not only the Federal government, but the private sector as well. Recent industry reports project this
shortfall will expand rapidly over the coming years unless private sector companies and the Federal Government act to
expand the cybersecurity workforce pipeline to meet the increasing demand.
To address these and
other cybersecurity challenges, earlier this year the President directed his Administration to implement the
Cybersecurity National Action Plan (CNAP) – a capstone of more than seven years of determined effort – which takes near-
term actions and puts in place a long-term strategy that builds on other cybersecurity efforts while calling for
innovation and investments in cybersecurity education and training to strengthen the cybersecurity talent pipeline. As
directed by the CNAP and the President’s 2017 Budget, today we are releasing the first-ever Federal Cybersecurity
Workforce Strategy to grow the pipeline of highly skilled cybersecurity talent entering federal service, and retain and
better invest in the talent already in public service. And it sets forth a vision where private sector cybersecurity
leaders would see a tour of duty in Federal service as an essential stop in their career arc.
establishes four key initiatives:
Expand the Cybersecurity Workforce through Education and Training. The Cybersecurity Workforce Strategy supports
the CNAP initiatives that propose investing $62 million in Fiscal Year (FY) 2017 funding to expand cybersecurity
education across the Nation. This funding will lay the foundation needed to ultimately address the shortage of
cybersecurity talent across the country. These initiatives include offering competitive scholarships and covering full
tuition for college and university students through the CyberCorps®: Scholarship for Service program; collaborating with
academic institutions to develop guidance for cybersecurity core curriculum and allow colleges and universities to expand
their course offerings; and providing program development grants to academic institutions to hire or retain professors,
adopt a cybersecurity core curriculum and strengthen their overall cybersecurity education programs.
Cybersecurity is a
shared responsibility among agency leadership, employees, contractors, private industry, and the American people. And the
Workforce Strategy details numerous initiatives to harness this collective power and help strengthen the security of
Federal networks, systems, and assets. To address cybersecurity challenges in the immediate future, the Administration
will invest in the existing Federal workforce through initiatives focused on training and retaining existing talent. At
the same time, the Government will adjust the way it recruits, including the way it approaches talented students and
potential employees in the cybersecurity workforce outside Federal service.
We must recognize
that these changes will take time to implement, and the Workforce Strategy’s long-term success will depend on the
attention, innovation, and resources from all levels of government. The initiatives discussed in this Strategy represent
a meaningful first step toward engaging Federal and non-Federal stakeholders and provide the resources necessary to
establish, strengthen, and grow a pipeline of cybersecurity talent well into the future.
Shaun Donovan is the Director of the Office of Management and Budget.
Beth Cobert is the Acting Director of the U.S. Office of Personnel Management.
Michael Daniel is Special Assistant to the President and Cybersecurity Coordinator.
Tony Scott is the U.S. Chief Information Officer.
Each year, Americans celebrate Independence Day with parties, fireworks, parades, and concerts. But not all Americans will be grilling out with family and friends. Federal workers across the country will be hard at work on Monday, serving in a multitude of ways. As we celebrate, let’s take a moment to recognize their service.
If you plan on enjoying the holiday weekend at one of America’s national parks, you will surely run into a National Park Ranger. They are responsible for protecting and supervising our parks 365 days a year. They also help make visiting our parks safe and a memorable experience, including giving guided tours to millions of Americans and tourists from around the world.
Law enforcement and medical personnel will also be standing their posts on the Fourth of July. In the Washington D.C. metro area, United States Capitol Police and Secret Service agents will be on high alert, protecting our elected officials and the thousands of tourists coming into the District of Columbia to celebrate the Fourth.
And just like doctors, nurses, and EMT’s in the private sector, medical personnel working for the Federal Government will be busy taking care of patients on the holiday. Twenty million Americans are veterans and they receive medical care at the many VA hospitals and clinics across the country.
In this year’s proclamation in honor of Public Service Recognition Week, the President highlighted how the country’s progress is fueled by selfless citizens who dedicate their lives to serving their fellow Americans and working towards making our country the best it can be.
“Civil servants demonstrate resolve and inspire optimism in sectors throughout our country. They are engineers and educators, military service members and social workers, and their individual and collective contributions drive us forward on the path toward an ever brighter tomorrow,” the proclamation said.
This Fourth of July, while you are celebrating with family and friends, please take a moment to remember the dedicated public servants who are spending their day at work, helping to ensure our country remains safe for all who call America home.
Each day, 1.8 million hard-working
Federal employees across the world dedicate themselves to serving the
American people with passion, creativity, and innovation.
To make sure that we can continue this
quality of service for years to come, the Office of Personnel
Management and the White House’s Office of Management and Budget, and the
Presidential Personnel Office launched the Hiring Excellence Campaign, an
effort to improve the way we recruit new talent to Federal service. As the
President’s Management Agenda highlights, to remain competitive in today’s
labor market, we must modernize and transform the way we recruit and hire
So, now I want to take
a moment to talk to you – the hiring managers and the human resources teams. The
Hiring Excellence Campaign was designed specifically for you based on extensive
feedback we’ve received from agency leaders, HR staff, and hiring managers. We
want to give you all of the information, tools, and support you need to attract
and hire a world-class workforce.
To get this information
to you we are holding free, one-day Hiring Excellence training sessions across
the country focused on the theme, “Connecting with Top Talent.” We have
held 21 training sessions so far and will hold an additional 16 sessions throughout FY 2016.
In the session, OPM’s
team will share best practices, mythbusters, and hiring tools – some of which
you may not realize you already have at your fingertips. For example, there is
a wide range of strategic recruitment
strategies and hiring authorities, from disability
hiring to excepted service to direct hire authorities, available to you to
identify and hire top talent. There are also multiple ways for you to assess applicants to make
sure they are the top qualified candidates for your position. We’ll also dive
into effective techniques for collaborating between HR staff and hiring
managers to help you improve hiring outcomes in your agency.
We also want to make
sure you are familiar with the updates to USAJOBS that benefit both you and
On the hiring manager
and HR staff end, USAJOBS now has an Agency Talent Portal that provides tools
to help agencies find and recruit talent. Additionally, you can take advantage
of a new job opportunity announcement analytics dashboard to measure how
effective recruitment and hiring was for a position. We also have a resume
mining pilot that can help you use USAJOBS to find qualified candidates already
registered with the website to apply for a position.
On the applicant side,
USAJOBS offers a map search feature to help job seekers see jobs across the
world that they may be interested in. We also updated the application process
to help applicants work through a simple, five-step tracker to create an
application package. It allows applicants to easily edit their documents within
the application and not have to go back to their profiles each time. And,
USAJOBS is now designed to be accessible on any mobile device.
These and many more
tools will be covered in our Hiring Excellence sessions, and we hope you can
join us for one of them. Register now for
upcoming dates in cities across the Nation; please register for the session
that best meets your needs. Our next sessions are in Detroit on July 12th and
Nashville on July 14th.
is one of a manager’s most important responsibilities and the human resources
team is a crucial partner. Together you are the key to building hiring
excellence across government.
Be sure to check out
the training registration links, resources and additional information on our
new Hiring Excellence hub that we’ll be regularly updating – www.opm.gov/hiringexcellence.
thousands of Americans came together in Washington, D.C. for the first ever
United State of Women conference, a day-long celebration of what women have
achieved and a conversation about the important work we still need to do to reach
I’m happy to
say that like many agencies throughout the Federal Government, as an active member
of the White House Council on Women and Girls, OPM participated in the lead-up
to this historic event. We provided information about the status of women in
the Federal service – from narrowing the gender pay gap to flexibilities and
work-life programs that make it easier for women – and men – to succeed in the
workplace, to the Federal Government’s record of hiring women, especially in
some mission critical positions.
As you’ll see
in the Women in the
Federal Workforce infographics, today the 897,892 women who work
for the Federal Government make up 44 percent of the entire Federal workforce.
Women are succeeding across government – from entry-level positions to various
leadership roles. Here are just a couple of examples:
number of Federal women working in Science, Technology, Engineering and
Mathematics – or STEM – fields is on the rise. In 2008, 64,574 were working in
Federal STEM jobs. That number rose to 70,047 in 2015. Women have been hired at
an increasing rate into the Pathways Programs, including the Presidential
Management Fellows (PMF) programs. The PMF is the Federal Government’s flagship
leadership development program, which has a special STEM track.
The representation of
women in the Senior Executive Service (SES), the Federal Government’s highest career
level, increased by five percent between
2008 and 2015. And OPM is working with agencies across
government to increase awareness of leadership development programs like
Executive Women in Motion and other mentoring and training opportunities.
opportunity at every level of the workforce, we are working to attract, empower,
and retain a talented and productive workforce.
Our commitment to workplace flexibilities and employee wellness makes the
Federal service an ideal place for employees to build their careers and
cultivate fulfilling lives outside the workplace.
directives from the President, OPM developed two comprehensive handbooks and an
online training course to help Federal employees better understand their leave
and workplace flexibility options, including providing support for elder care,
childbirth, adoption, and foster care.
The government continues
to be a model employer for men and women in helping them maintain a healthy
work-life balance and feel fulfilled in their jobs. Data from the Federal
Employee Viewpoint Survey (FEVS) shows that satisfaction with Federal work-life
programs is very high among women – and men - who participate in programs such
as flexible work schedules, telework, health and wellness programs, the
Employee Assistance Program (EAP), child care programs, and elder care
The data also
shows that the gender pay gap in the Federal government continues to narrow. In
2014, nationally, women were paid 79 cents for every dollar a man was paid. In
2015, across the Federal Government, women in white-collar jobs were paid
89 cents on the dollar. With more women than ever contributing to the
government’s mission critical occupations, the gender pay gap continues to narrow
even more for women working in STEM, IT/cyber security, economist, auditor,
contract specialist, and human resources positions jobs. In the Senior
Executive Service, as of 2015, women were paid equally with their male
In April of 2014,
in response to a memorandum from the President, OPM issued a Governmentwide Strategy on
Advancing Pay Equality in the Federal Government. Since that strategy was issued,
OPM has taken a number of actions to narrow the gender pay gap in the Federal
workforce. For example, on July 30, 2015, we issued a memorandum cautioning agencies not to solely use
a job candidate’s existing salary to set pay, as that can potentially adversely
affect candidates who may have taken time off from their careers or whose
existing salary doesn’t reflect an applicant’s current qualifications.
shone a spotlight on the accomplishments women have made in the workplace and
on the work still to be done. At OPM and across the Federal Government, we
continue to work to make sure all employees are aware of the workplace
flexibilities they may be eligible for, and to encourage women – and men – to
work in the many mission critical occupations and to apply for leadership
June is Pride Month and each year we set aside this month to reaffirm our commitment to equal opportunity for the lesbian, gay, bisexual and transgender community. As the nation’s largest employer, the Federal Government sets an example and tone for all other employers, an example that reinforces the fact that employment discrimination based on one’s sexual orientation or gender identity is simply unacceptable.
This June, across the Federal family and throughout the nation, Americans are grieving and angry at the horrific massacre at a nightclub in Orlando. As the President said in the aftermath of the shootings: “As Americans, we are united in grief, in outrage, and in resolve to defend our people.”
All of our people.
As Federal employees and as Americans, we will stand together and refuse to allow the brutal murders in Orlando to deter us. This is a time for the Federal community to come together, to support each other, and to not let this tragedy lessen our resolve to continue the important work of promoting equal opportunity and preventing discrimination.
At OPM we have been at the forefront of implementing Administration policy and court decisions that expand rights for the LGBT community. When the Supreme Court ruled in United States v. Windsor that the Federal Government must recognize same-sex marriages in states where they were allowed, OPM was the first agency to roll out benefits. Even before the Windsor decision, OPM spearheaded and effort to expand agencies’ ability to extend benefits to same-sex partners of Federal employees and their children where the law would permit.
The President also issued an Executive Order making it clear that Federal employees and employees of Federal contractors are protected from discrimination in the workplace based on sexual orientation and gender identity.
President Obama spoke of this commitment in his Pride Month proclamation: “There remains much work to do to extend the promise of our country to every American, but because of the acts of courage of the millions who came out and spoke out to demand justice and of those who quietly toiled and pushed for progress, our Nation has made great strides in recognizing what these brave individuals long knew to be true in their hearts -- that love is love and that no person should be judged by anything but the content of their character.”
We still have work to do and it would be a disservice to the LGBT community – as well as all minority communities – to suggest that discrimination is a thing of the past. But here at OPM we are committed to doing everything possible to prevent any discrimination in our Federal workplaces. We have worked to make sure LGBT employees have the same rights and benefits as all Federal employees. From health insurance to leave to care for a same-sex partner when they are sick, our hope is to make sure that no Federal employee ever receives unequal treatment.
We also want to make sure that members of the LGBT community and all Federal employees who experience any type of discrimination in the Federal workplace know their options for recourse. That is why on June 15 from 1:30 p.m. to 3 p.m. OPM will be hosting an event at its headquarters entitled “Addressing LGBT Discrimination in Federal Employment.” The program will also be webcast. We hope you will join us as representatives from the Equal Opportunity Employment Council, Office of Special Counsel, and OPM discuss what protections exist and how to handle any discrimination that you may experience in the workplace.
Not only is discrimination based on one’s sexual orientation or gender identity illegal, it also diminishes the Federal Government’s ability to hire, retain, and promote a talented workforce. I urge everyone to take time this month – and every month throughout the year- to support the members of the LGBT community all across this country who work to eliminate and prevent discrimination everywhere.
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