The U.S. Army is proactively addressing the critical need to retain skilled cyber professionals, not just within its uniformed ranks, but also among its vital civilian workforce. Recognizing the intense competition from the private sector for cyber expertise, the Army has launched innovative initiatives, with Career Program 71 (CP 71) at the forefront, designed to cultivate and secure its civilian cyber talent for the long haul. This strategic move acknowledges that in today’s digital battlespace, a highly competent and stable civilian cyber workforce is as crucial as its military counterparts.
For years, discussions around government cyber roles often highlighted training and mission focus as key incentives. However, echoing the sentiment from the movie “Jerry Maguire”, the Army is now emphasizing “Show me the money!” – and backing it up with strategic investments and programs. While financial incentives like bonuses play a significant role in retaining service members with cyber skills, the Army is also focusing on building a robust career framework for its civilian cyber professionals through Career Program 71. This program aims to provide a clear path for professional growth, development, and recognition, ensuring that civilian cyber experts remain engaged and committed to public service.
Ron Pontius, Deputy to the Commanding General of Army Cyber Command, emphasized the importance of aligning talent management with the Army’s overarching strategy: “acquire, develop, employ, and retain.” While the Army sees a strong influx of individuals interested in military cyber roles, retaining these skilled individuals, along with their civilian counterparts, is paramount.
To combat the lure of higher private sector salaries, Congress granted the Department of Defense (DoD) authority in 2017 to offer skill-based incentives and bonuses. These financial tools have proven effective in encouraging service members to remain in uniform. The Selected Reenlistment Bonus (SRB) targets junior personnel, offering up to $82,000 for a six-year commitment in cyber roles. For senior Non-Commissioned Officers (NCOs), the Enlisted Written Bonus Agreement can provide up to $100,000 for a four-year obligation. These bonuses have already resulted in significant retention of experienced cyber professionals, representing a substantial return on investment in terms of years of expertise retained. The Warrant Officer Retention Bonus (WORB), introduced in fiscal year 2020, further expanded these incentives to warrant officers with specialized cyber skills.
However, for the civilian component of the cyber workforce, which constitutes a significant portion of cyber mission teams, the retention strategies require a different approach. While bonuses are less prevalent for civilians, the Army is investing in long-term career development and engagement initiatives, primarily through Career Program 71.
Recognizing that competitive compensation alone isn’t always sufficient, the Army is focusing on other critical factors that attract and retain civilian cyber professionals. These include the sense of mission, the opportunity to serve the nation, and the camaraderie and teamwork inherent in military and civilian collaborations. Career Program 71 is designed to enhance these aspects by fostering a strong sense of community and providing clear career progression pathways for civilian cyber experts.
Building a Civilian Cyber Career Path with Career Program 71
Career Program 71 is the Army’s strategic initiative to cultivate a dedicated and highly skilled civilian cyber workforce. It establishes a structured career path for civilian cyber professionals, ensuring they receive the necessary training, skill development, and opportunities for advancement. This program is crucial for standardizing training and development across the Army’s cyber operations, creating a more equitable and engaging environment for civilian employees.
Currently, approximately 600 civilian employees are part of CP 71. The program’s core objective is to create parity within the Army cyber effects community, ensuring consistent access to training, education, and professional development opportunities. CP 71 also prioritizes employee and leadership engagement, aiming to proactively identify and address challenges specific to the civilian cyber workforce.
CP 71 mirrors the “17 series” Army Cyber Branch for military personnel, providing a parallel framework for civilian cyber operators. The CP 71 Career Program Office acts as a central hub, advocating for the civilian cyber workforce, influencing policy to improve retention and engagement, and coordinating training and development efforts across the globally distributed team.
The program’s foundation rests on a four-pillar training strategy:
- Functional/Technical Training: Providing civilians with cutting-edge technical skills necessary to stay ahead in the rapidly evolving cyber domain.
- Self-Development: Encouraging and supporting continuous learning and professional growth through various resources and opportunities.
- Academics: Facilitating access to advanced education and academic pursuits to deepen expertise and broaden perspectives.
- Broadening Opportunities: Offering diverse assignments and experiences to expand skill sets and leadership capabilities.
The Future of CP 71 and Civilian Cyber Workforce Development
The Army is committed to the long-term success of Career Program 71. The first CP 71 career program planning board meeting, scheduled for February, is a significant step in shaping the program’s strategic direction. This meeting will bring together stakeholders to discuss workforce development strategies, refine program objectives, and gather feedback from current CP 71 employees. Topics will include refining training initiatives, addressing workforce challenges, and ensuring the program effectively meets the evolving needs of the Army’s cyber mission.
Furthermore, the Army is actively working with the Office of Personnel Management (OPM) to explore special pay rates for cyber positions, particularly in locations like Augusta, Georgia, home to Army Cyber Command. This initiative, coupled with dedicated incentive funds, aims to bridge the compensation gap with the private sector and make Army civilian cyber careers more competitive.
In conclusion, Career Program 71 represents a significant investment in the U.S. Army’s civilian cyber workforce. By focusing on career development, targeted training, and strategic engagement, the Army is building a robust program to attract, retain, and empower civilian cyber professionals. This commitment recognizes the indispensable role civilians play in safeguarding national security in the cyber domain and ensures the Army remains at the forefront of cyber capabilities.
