Bill Overview
Title: Federal Cybersecurity Workforce Expansion Act
Description: This bill establishes cybersecurity employment and training programs through the Department of Homeland Security (DHS) and Department of Veterans Affairs (VA). Specifically, DHS must establish an apprenticeship program that leads directly to employment in cybersecurity in federal agencies. Program participants must agree to a period of obligated service with a federal agency after completing the program. DHS must also coordinate with the VA to establish a pilot program to provide cybersecurity training for veterans, individuals approaching veteran status, and military spouses. The bill also extends through 2025 the requirement that federal agencies annually report critical cybersecurity workforce needs to the Office of Personnel Management.
Sponsors: Sen. Hassan, Margaret Wood [D-NH]
Target Audience
Population: People entering the cybersecurity sector and veterans and their families
Estimated Size: 22000000
- The bill focuses on establishing cybersecurity employment and training programs.
- It targets veterans and individuals approaching veteran status for a pilot program in cybersecurity training.
- The bill also focuses on military spouses for the pilot program in cybersecurity training.
- It establishes an apprenticeship program for cybersecurity that leads to federal employment, which is open to various individuals potentially entering cybersecurity.
- The bill impacts individuals currently in or entering the federal workforce in cybersecurity roles.
Reasoning
- The policy target population includes veterans, their spouses, and individuals entering cybersecurity, including federal employees.
- The population distribution will be skewed towards young to middle-aged adults due to the nature of the workforce.
- Impact will be higher on those closely aligned with the target programs such as veterans and current/future federal employees in cybersecurity.
- Due to policy cost constraints, individuals might experience medium to high impact depending on their proximity to the target objectives.
- Commonness scores vary as veterans are a more specific group compared to the general workforce available to apprenticeships.
Simulated Interviews
cybersecurity apprentice (Washington, D.C.)
Age: 24 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 14/20
Statement of Opinion:
- The policy is a great opportunity for someone like me just starting out.
- I'm eager to work in federal cybersecurity and the program seems like a direct path.
- The obligated service period is worth it for the stability and experience.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 9 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 7 | 6 |
veteran seeking cybersecurity training (Texas)
Age: 38 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 3.0 years
Commonness: 10/20
Statement of Opinion:
- This initiative is a valuable resource to help me transition careers.
- Cybersecurity seems like a stable, growing field for the future.
- I appreciate that military experience is being acknowledged and utilized.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 4 |
military spouse (California)
Age: 29 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 4.0 years
Commonness: 8/20
Statement of Opinion:
- I hope the policy opens up more job opportunities for spouses like me.
- Working in cybersecurity would provide a flexible, rewarding career.
- It's promising but needs more outreach and support.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 7 | 4 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 4 |
federal cybersecurity analyst (Virginia)
Age: 45 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 1.0 years
Commonness: 18/20
Statement of Opinion:
- Program is vital to bringing fresh talent into federal roles.
- Annual reporting may become burdensome without the right tools.
- Retaining skilled personnel post-training is crucial.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 5 |
unrelated to cybersecurity (New York)
Age: 54 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 16/20
Statement of Opinion:
- The policy sounds promising for those it targets, but it's not relevant to me.
- I work in a completely different field.
- Program focus feels too narrow for someone not in the veteran or cybersecurity group.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 7 | 7 |
aspiring IT professional (Florida)
Age: 32 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 3.0 years
Commonness: 12/20
Statement of Opinion:
- Having a path into federal cybersecurity roles is motivating.
- I want to leverage this program to shift my career.
- Potential lack of spots due to budget constraints worries me.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 4 |
IT manager (Illinois)
Age: 40 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 1.0 years
Commonness: 15/20
Statement of Opinion:
- Glad cybersecurity is getting attention, though as a private sector worker, direct impact is minimal.
- Potential for federal program resources could indirectly help private-sector needs.
- Interested in what training/knowledge might become available publicly.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 5 |
recent military spouse (Colorado)
Age: 25 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 3.0 years
Commonness: 10/20
Statement of Opinion:
- This program offers a new route to stable employment.
- Balancing military life and work opportunity is essential.
- Career resilience is attractive aspect of policy.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
HR consultant (Ohio)
Age: 50 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 17/20
Statement of Opinion:
- Excited to see emphasis on training and career transition for veterans.
- This could improve the labor pool quality for federal contracts.
- My role sees indirect benefits through the availability of skilled workers.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
cybersecurity student (Arizona)
Age: 30 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 4.0 years
Commonness: 13/20
Statement of Opinion:
- I'm enthusiastic about the opportunity to start a career in federal cybersecurity.
- Worried about limited slots due to budget constraints.
- Hope more government training jobs appear as demand rises.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Cost Estimates
Year 1: $8000000 (Low: $6000000, High: $10000000)
Year 2: $8200000 (Low: $6200000, High: $10200000)
Year 3: $8400000 (Low: $6400000, High: $10400000)
Year 5: $8500000 (Low: $6600000, High: $10500000)
Year 10: $8700000 (Low: $7000000, High: $11000000)
Year 100: $9000000 (Low: $7400000, High: $11400000)
Key Considerations
- Coordination between DHS and VA is crucial for program success.
- The focus on veterans and military spouses could enhance workforce diversity in cybersecurity.
- Long-term success depends on continuous evaluation and adaptation of training programs to meet evolving cybersecurity threats.
- Initial costs are high, but potential long-term savings and economic benefits justify the investment.