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Exhibit Hall 101
Mayor Nan Whaley
Maj Gen Mark Bartman
Exhibit Hall 102
Dr. Aunshul Rege
Understanding human behavior is crucial in anticipating adversarial actions during cyberattacks. The Criminal Justice (CJ) discipline offers the necessary frameworks to unpack the complex facets of adversarial behavior and movement, and should therefore be leveraged for its possible contributions to the area of proactive cybersecurity. Yet the discipline remains weak at training future CJ workforce on these matters. This presentation discusses a joint cybersecurity training exercise between Electrical and Computer Engineering and CJ departments. A power grid simulator and real-time in-class exercise is used to educate CJ graduate students via experiential learning about concepts of cyberattacks and cybersecurity as well as expose them to doing hands-on cybersecurity field research. The presentation discusses what CJ students learn from multidisciplinary simulation-based exercises, the challenges and limitations they face, and how training this workforce could help contribute towards proactive cyberdefense of critical infrastructure.
RADM (ret) Ken Slaght
CCOE presents a talk on how San Diego's cyber industry, military and government leaders are working with the region's universities and colleges to better align curriculum and industry needs and connect students and veterans to career opportunities. The discussion will include the process of understanding current supply and demand signals, identifying gaps and developing programs to address. The presentation will also highlight creative solutions and collaborations including creating common terminology, industry-taught courses, job board, Link2Cyber events, internship pipeline programs and career/skill set mapping.
Dr. Julie Steinke
This submission will explore how the use of operational research can benefit the development of a prepared cyber workforce. Behavioral approaches to operational research will be reviewed in order to provide the audience with best practices and lessons learned over a variety of research projects. Example projects reviewed will include, but are not limited to, cyber team exercise assessments and usable security studies. Additional insights into current research gaps facing the application of behavioral science approaches to cyber (e.g., the need for additional team and multiteam system research; access to sources of data) will also be discussed. It is intended that this information will inform a lively discussion between the presenter and audience members that helps guide future practice and collaboration among industry, government, and academia.
Internet of Things (IOT) is the network of physical and logical objects accessed through the internet. There are 50 billion devices are expected to be connected by 2020 according to an infographic from Cisco. A recent study showed that 70% of IOT devices contain serious vulnerabilities. There is a need to harden the systems; automate compliance validation; do continuous monitoring; secure edge devices, cloud and web interfaces, and protocols for communication; and installing patches to avoid another ransomware. It seems that skilled hackers are everywhere and their growing focus on the IOT is a natural progression since they are looking to steal intellectual property (IP) in the form of application source code and sensitive data but are we adjusting to the new demands of this widespread IOT industry. Do we have capabilities to manage security and compliance? Do we really understand the landscape and use cases of IOT industry? This presentation shed light on these concerns.
NSA initiated the CAE Cyber Operations program to recognize institutions who are growing the niche cyber professionals needed to perform unique missions in the Intelligence Community, the military, and law enforcement. Started in 2012, NSA has designated 19 schools as Cyber Operations CAE schools. Embedded with the CAE CO program is our unique Cyber Operations Summer Internship Program. This highly competitive program selects a small cadre of university upperclassmen and graduate students, for an intense summer internship, where students receive advanced academic training on deep technical topics, and culminate in a capstone project dealing with a difficult agency operational problem. All students undergo an extensive background investigation, and the internship is conducted at the Top Secret SCI level.
Eman El-Sheikh, Ph.D.
As educators, we understand that students learn best through doing, rather than observing, which is why it is so critical that cybersecurity curriculum includes access to experiential, hands-on learning opportunities. Join us for a discussion on the context and current landscape of public-private partnership initiatives, including a snapshot of relevant Executive Orders, legislation, frameworks, and national-level curriculum. Our session will examine how partnering academic institutions with National Security Agencies, Federal/State/Local Government, and Industry to establish an ecosystem of cybersecurity centers to stimulate interest from a diverse group of students and expand the cybersecurity workforce pipeline. We'll cover the critical gaps that exist and then share public/private models for an innovation ecosystem that can complement, enhance, or otherwise close existing gaps, using the Florida Cyber Range as an example.
Eric Yocam, Ph.D.
Researchers at UW CIAC in collaboration with T-Mobile, launched a Cooperative Education Model (CEM) closing the gap between academia and high performance in a cybersecurity career. CEM acclimates students to corporate culture, connects academic learning with the rapidly changing cybersecurity threats that corporations address daily and accelerates professional cybersecurity career development.
The presenters will outline the CEM components, research and innovative features of a model that resulted in the entire first student cooperative education cohort receiving job offers from the participating corporation. Workshop participants will meet corporate partners, faculty and students through video interviews discussing different key aspects of CEM which expose students to the broad spectrum of cybersecurity opportunities available at our first corporate partner. Other CEM components, an accelerated learning model with a professional cybersecurity certificate, a capstone, paid work experience, bridges between academia and industry with industry and CAE professional development seminars will be covered in the workshop
T-Mobile leadership, with a vested interest in growing and retaining their own cybersecurity staff, is sharing the success of CEM with other corporations in the area to encourage CEM adaptation to retain and mature their own cybersecurity professionals. For other universities, close collaboration between academia
James D. Robinson
The new realities of cybersecurity demand that organizations develop and sustain workforce training and education programs that are engaging, sustainable and effective. The University of Dayton has pioneered a workforce education model that they have coined "Cyber-mindfulness." This presentation will share how they used benchmarking data, empirically-driven attitude & behavior "principles of influence" models and an array of creative communications strategies to successfully execute and assess a year-long intensive cybersecurity campaign.
Building a talented cyber security workforce requires a lot of talent, skills, hard work, etc., but most importantly it takes people. This nation simply does not have the amount of personnel needed, and in the coming years, will face a massive shortage of cybersecurity experts. Individuals are encouraged to work in and contribute to the cybersecurity field - however, this nation simply does not have the numbers.
As this talent and numbers fall, this nation must take advantage of all who want to work in the cyber security field, but as this nation ages, the task becomes daunting.
One possible pool of individuals is the pool of older adults who are going back to school, taking online classes, and trying to balance work and family demands with that of academic rigor; many of whom show interest in the cyber security field.
Therefore, a problem exists in how to academically train these older online adult learners that want to contribute to the cyber security field, yet allow them to balance their work-life demands.
There are several program levels that older adults can take for the Undergraduate, Masters and Doctoral Level Programs in cyber security, but the most challenging of these is at the doctoral level, where academic research is needed and to keep these individuals challenged.
This presentation is going to look at some of the challenges in training and educating older online doctoral level individuals, whom this nation needs, but have needs of their own.
Dr. Wayne Summers
Financial banking industries process billions of transactions every day. Though the industry has good reputation in security and data integrity, incidents of cyberattacks are still on the rise. There is a great need for cyber professionals who possess both advanced protection skills and knowledge of industry standards and compliances such as PCI/DSS, FISMA, and ISO.
Currently, most cybersecurity programs do not cover financial sector KSAs. On the other hand, the skills needed to undertake advanced security tasks are not taught by most financial major programs.
To close the gap, faculty at CSU and financial industry CIOs have worked collaboratively to design a hands-on cyber training program to analyze threats and assess vulnerabilities. The primary focuses are financial banking and processing information system hardware, cyber intelligence, software, security policies and business operations, named the HiSPO approach.
We use an innovative visual mapping technology which was recently developed by the team to map PCI/DSS and ISO 13569 with the NICE framework and store the mapping in a SQL Server database. We then use the HiSPO approach to examine the company's security and make recommendations to the CIOs for improvements.
Through this process, students gain KSAs in both cybersecurity and financial banking processing and are ready to take jobs. The companies we are collaborating with are offering internships that may lead to full-time employments after graduation. Now a pipeline has been established for students to study cybersecurity with a financial banking processing focus in school, work on summer internships at financial institutions, and ultimately acquire employment at those companies.
Andrea Little Limbago
Cybersecurity notoriously has poor retention, especially of underrepresented personnel. Why do organizations work so hard to recruit a talented workforce, but fall flat when it comes to retention? After all, rapid turnover negates investments in recruiting, stalls projects and innovation, and is often a gauge for the health of a company. Retention fails to garner as much interest as the pipeline challenge, but is equally if not more important, especially when it comes to building a diverse and inclusive workforce. Given the growing workforce deficit, it is essential to improve retention in security, especially among underrepresented groups.
Building upon social science research on inclusivity, development, and organizational structure, as well as first-hand field experience, several trends appear that are applicable for the security workforce. This talk will highlight several key factors that, all else equal, can help companies improve retention while strengthening an inclusive workforce. I'll provide several concrete steps and examples to help retention, including a nuanced approach to professional growth, as well as key cultural factors within the workplace environment. Finally, I'll discuss what the industry can do to help augment retention, especially when it comes to professional conferences, marketing, and some of the biases embedded in them.
Closing the cybersecurity skills gap requires actionable information on workforce needs, but a lack of detailed data on the cyber workforce has created an information gap that curtails efforts to expand the cybersecurity talent pipeline. To close this information gap, Burning Glass Technologies partnered with CompTIA and NICE to develop CyberSeek.org - an interactive online portal that provides localized, granular data on the cybersecurity workforce through a supply and demand heat map and an interactive career pathway visualization. Join us in this soapbox session to explore the data and insights available in CyberSeek.org, and learn about new features and upgrades to the tool.
The well documented world-wide cybersecurity skills shortage has organizations desperately seeking qualified workers who have the skills to perform their functional roles. Those enterprises, however, are impeded by education, training, and certifications programs that are knowledge-based only and lack the skills development and measurement required to produce competent cybersecurity professionals. To address the problem, academia and training organizations must develop and measure cybersecurity professionals to ensure they possess the skills necessary to perform their jobs. This can only be accomplished by augmenting existing programs with skills-based training and performance assessments. This presentation will address specific solutions by blending traditional programs with experiential learning opportunities designed to certify competencies necessary to heighten cyber resiliency across the nation and even around the world.
Come hear from the locals during this talk presented to you by the Southwest Ohio Council for Higher Education (SOCHE) and the Cincinnati- Dayton Cyber Corridor (Cin-Day Cyber). Cin-Day Cyber partners from academia and industry will provide an overview of the cybersecurity landscape in the region known as the birthplace of aviation. Speakers will also provide insight into successful programs and partnerships for collaborating to build a stronger cybersecurity workforce.
It's not polite to hack your neighbor but how else can a national-CSIRT and critical enterprises train and assess cyber warriors? Simulations and games are an effective approach. However, there are many cyber security games, competitions and training platforms. They vary widely in effectiveness, assessment capabilities and flexibility. In addition, most are closed and proprietary in nature. What is needed is a publicly adopted cyber operations simulation standard to support training, assessment and tool & technique development across platforms. I will share an innovative way to describe Cyber Operations Simulation elements by abstracting the primitives and describing their interaction via a Scenarios Definition Language. I will describe the methodology & approach, fundamental object types and teach attendees how to run their own simulations.
Angela M. Messer
Dr. Ian MacDonald
Leo Van Duyn
CWA virtual-menternshipsT (best Practices 1st Prize at the PESC May 2017) are measured internships in which students perform authentic job roles (e.g. InfoSec, risk, compliance, legal, business), within interdisciplinary teams. Co-curricular part-time "Epic-Challenges" are mentored by industry SMEs to fast-track and scale across faculty. Learners develop the workplace experience and essential skills employers want to hire. Standardized metrics record an individual's measured performance and progression. Intelligence valuable to government, education, employers and students is derived. CWA and National Student Clearinghouse integrates to enable co-curricular digitally transportable transcripts. Employers report CWA's "good-fit hires" slashing typical 1-2-year post-hire on-boarding by 3-6 months; rejection and attrition rates. Institutions report improved recruitment and retention across faculty and better employer engagement resulting in industry sponsorships for the CWA program.
1. Dr Ian MacDonald, on the scalable virtual-internship approach based on the NIST framework and the curriculum he has designed in conjunction with industry members of the CWA. Why it is effective, how it is scalable and the measured outcomes from team/role-based mentored work experience that deliver workforce readiness, internships and jobs.
2. Dr Ricardo Torres on the integration of the NSC Student's Transcripts Data Vault with the iQ4 Platform (upon which the CWA runs and scales) means that verified student records become lifetime transportable via the iQ4 "Passport" module. CWA Alumni have verified/digitally badged measured progression and outcomes from the CWA course right down to the KSAs relevant to the Cyber Job Role that the student undertook in their 14-week part-time team challenge "The Threat Within" (ex. Roles: InfoSec, Compliance, Behavioural, SOC, Risk analyst. etc.)
3. Leo Van Duyn, will speak to how the course relates to developing measurable skills directly relating to the Job Families established from the NICE Taxonomy and what this means to hiring employers. (Leo is Co-chair of the NICE Workforce Workgroup taxonomy for the private sector, along with Frank Cicio of iQ4)
As with nearly all public and private cyber functions, the Postal Service's Corporate Security Information Office (CISO) faces market scarcity and increased competition for cyber talent. USPS CISO responded by investing in its own talent management model built on a foundation of cyber competencies. CISO looked to the NICE Cybersecurity Workforce Framework (NCWF) and designed an approach that integrated leading industry practices in competency model development with the complex cyber work described in NCWF. The result is a cyber-focused tool called the USPS CISO Competencies Compass that allows employees to navigate to positions, competency profiles, and training and development opportunities.
During this presentation, participants will view a demonstration of the USPS CISO Competencies Compass tool and learn how the organization leveraged the NCWF to create a repeatable approach, highlighting leading practices and lessons learned. The speakers will share how USPS CISO addressed its specific workforce needs and business processes while aligning with NCWF specialty areas to integrate competencies, behaviors, and proficiencies for workforce development. Speakers will also provide insight into the project's business drivers and coordination with stakeholders from across the enterprise.
CyberPatriot is the premier national youth cyber education program created to inspire students towards careers in cybersecurity or other science, technology, engineering and mathematics (STEM) disciplines critical to our nation's future. Programs under CyberPatriot include the National Youth Cyber Defense Competition, AFA CyberCamps and the Elementary School Cyber Education Initiative.
At the center of CyberPatriot is the National Youth Cyber Defense Competition. The competition puts teams of high school and middle school students in the position of newly hired IT professionals tasked with managing the network of a small company. In rounds of competition, teams are given a set of virtual images that represent operating systems and are tasked with finding cybersecurity vulnerabilities within the images and hardening the system while maintaining critical services. Teams compete for the top placement within their state and region, and the top teams earn all-expenses paid trips to the National Finals Competition where they can earn national recognition and scholarship money.
Come explore the past, present, and future of competition-based cybersecurity education! With cybersecurity being such a rapidly moving and changing target, learn about tactics to engage learns young and old through the use of interactive and engaging techniques designed around enabling student-learners to enjoy and want to actively participate in lifelong learning.
Dr. Lelyn D. Saner
Dr. Erica Michael
The NICE Cybersecurity Workforce Framework provides a roadmap for the diverse work roles that comprise the workforce, and it identifies the specific knowledge, skills, and abilities (KSAs) required for each role. For individuals who have already acquired a set of relevant KSAs, the framework can be used directly to determine the jobs for which they are qualified. However, keeping up with rapidly evolving workforce demands requires methods for early identification of those people who are able to acquire the KSAs needed for particular jobs. Based on the Cyber Aptitude and Talent Assessment (CATA) framework, which focuses on basic cognitive abilities and motivational factors, we developed a prototype test battery designed to assess whether individuals possess the general ability to acquire the specific skills needed for particular cybersecurity jobs. With the support of the U.S. Navy, we then tested the assessment with current professionals in several categories of cybersecurity work - Developers, Operators, and Analysts - and were able to discriminate some of the abilities (e.g., mental modeling, risk tolerance) most associated with each group.
Omer IIker Poyraz
Dr. Seth Hamman
The National Security Agency's College of Cyber is working on the development of publically available Cyber Security Core Curriculum. This curriculum will provide options for ensuring requisite knowledge and skills are easily accessible . This panel, led by the Dean of the College of Cyber, Steve LaFountain, will discuss pending NSA-sponsored curriculum development initiatives.
There is continued high demand for cybersecurity professionals and an ongoing shortage of talent. Organizations are pursuing numerous ways to close the talent gap in both the short and long term - including new university programs, technical and vocational programs, apprenticeships, certifications, early education and government programs. Many cybersecurity jobs can be filled through a "new collar" approach that involves tapping professionals who may not have a traditional college degree but do have the needed technical skills and aptitudes. In exploring this approach, we look at IBM as a case study to understand how it is beginning to pursue this path.
As part of their senior year capstone engineering experience at the United States Military Academy, fifteen Cadets worked on cyber-related projects to help the US Army better understand the prominent role the cyber domain will have on tomorrow's battlefields. Despite the apprehension each had when they discovered they would be working on these unfamiliar tasks, the Cadets leveraged their individual strengths, talents, and aptitudes across their varied academic majors (including Russian, Mathematics, Defense Strategy, Sociology, Management, and Psychology) and developed into cohesive teams that gained both an improved understanding of our nation's cybersecurity challenges and greater insights into how our Army is tackling the challenges. The capstone also provided the Cadets with an opportunity to experience what leadership and teamwork are all about. Recognizing that in order to produce value-added solutions to complex problems, the Cadets needed to gain as many insights as they could from differing perspectives. Through their own diverse backgrounds and unique insights, the Cadets were able to apply a systems engineering problem-solving methodology to advance our Army's approach to cybersecurity. This presentation focuses on how we engineered the team composition, leveraged Army needs to craft the research problems, and developed learning outcomes for this capstone experience.
Since 1998, NSA has designated universities as Centers of Academic Excellence. Originally focused on Information Assurance, the program has grown dramatically in scope and reach. From its original cadres of seven, there are now well over 225 universities who have met the high standards for designation. Additionally, the program has grown to include 2 year institutions, and now teams with the Department of Homeland Security. The CAE designation is the de-facto standard for NSF Cyber Corps Scholarship for Service consideration. CAEs are now in 45 states. Recent program initiatives such as academic peer mentorship, community collaboration, and an evolving designation criteria will be discussed at length.
A walk-through of the ISACA organization's latest survey of senior-level executives will illuminate the power of tech-savvy boards of directors. NICE audiences will find many of these findings impactful, including that senior leaders' primary spending increase in the next 12 months will be for data security training for employees (35%).
ISACA has taken a close look at the broadening professional skills gap in cyber and information security positions. Per ISACA's State of Cyber Security report, a majority of surveyed organizational leaders fear they are ill-equipped to address these threats head-on. Additionally:
• 53% of organizations report that malicious attacks are on the rise year-over-year, but 48% don't feel confident in their teams ability to address complex attacks.
• 55% of respondents report that practical, hands-on experience is the most important cyber security qualification.
• 45% of respondents don't believe most applicants understand the business of cyber security
The power a tech-savvy board could wage in closing the skills gap is significant, especially when it comes to training existing teams to more effectively fight cyber intrusions. Shannon can explore these possibilities and also the conditions which must be present for senior leadership to demonstrate effective IT governance.
P. Shane Gallagher
Addressing this problem of the lack of qualified cybersecurity professionals and specifically developed to enhance the efficacy and efficiency of cyber-operator development and education, the Cyber Operations Academy Course (COAC) is its third pilot iteration which is currently occurring as a public-private partnership between City Colleges of Chicago and the Department of Defense (DoD). This presentation discusses the COAC learning model, the underlying technical platform (ESCALATE) and the incorporation of the Experience API (xAPI) facilitating robust learning analytics were used for summative assessment and continuous course improvement.
The need for qualified and competent cybersecurity workforce is well documented and some national initiatives, such as NICE, provide outstanding platform for collaboration at the national level. However, developing a strong cybersecurity program that can produces qualified and skilled graduates requires efforts and attention at the local level. Thus, this presentation will showcase how the College of Engineering and Computing at Nova Southeastern University has been marching the collaboration between local industry, federal, state, and local government agencies along with K-12 academic institutions in South Florida. Such efforts allow the development of a value added academia-government-industry collaboration that enable students to learn and understand the cybersecurity needs of the government agencies, while provided the opportunity to learn the current challenges that local industry faces to improve their skills and ensure their educational experiences that provide them the competencies that are valuable for both industry and government. This presentation will outline the benefits of collaboration with government agencies and industry to enhance cybersecurity educational programs at the university level. It will also help attendees learn how to establish and nurture connections with government and industry for sustained quality cybersecurity education. It will conclude with a Q&A session.
Today leaders ask themselves: Do we really have the talent and capability in-house to meet mission objectives and protect critical infrastructure, platforms, communications, and information? If the answer is no, then leaders need to quickly identify the in house and external talent with the highest probability of impact and ability to meet rapidly evolving cyber threats through valid assessment skills predictive of success in cyber mission roles and offer targeted interventions to upskill and reskill staff. Since, Booz Allen and our clients face the same talent pipeline shortages as the rest of the cyber sector, we created new tools and methodologies required to identify, recruit, train, position and retain cyber talent in this ultra-competitive market for technical talent. In this presentation we will share our experiences, and show how we paired our cyber professionals with Industrial-Organizational Psychologists and Instructional Systems Designers to develop a holistic approach to cyber talent. Implementing this approach has helped Booz Allen identify the individuals who are the "smart bets" to invest often limited training, development and stretch assignment resources.
Dr. Leonard Reinsfelder
Aric K. Perminter
Federal Business Council, Inc.
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