UPDATED CYBER INFORMATION TECHNOLOGY AND CYBERSECURITY WORKFORCE TRANSITION IMPLEMENTATION PLAN:
R 101828Z APR 20 MID110000571500U
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N2N6//
INFO CNO WASHINGTON DC//N2N6//
MSGID/GENADMIN/CNO WASHINGTON DC/N2N6/APR//
SUBJ/UPDATED CYBER INFORMATION TECHNOLOGY AND CYBERSECURITY WORKFORCE
TRANSITION IMPLEMENTATION PLAN//
REF/C/DOC/NIST SPECIAL PUB 800-181/AUG17//
NARR/ REF (A) IS THE Q2FY19 NAVADMIN INTIATING THE NAVY TRANSITION TO THE
SECRETARY OF THE NAVY (SECNAV) QUALIFICIATON PROGRAM. REF(B) IS AN OFFICE OF
PERSONNEL MANAGEMENT LETTER OUTLINING AND PROVIDING IMPLEMENTATION GUIDANCE
FOR THE FEDERAL CYBERSECURITY WORKFORCE ASSESSMENT ACT OF 2015; REF (C) IS
THE NATIONAL INSTITUTE OF STANDARDS AND TECHNOLOGY SPECIAL PUBLICATION 800-
181 NATIONAL INITIATIVE FOR CYBERSECURITY EDUCATION CYBERSECURITY WORKFORCE
FRAMEWORK AND OUTLINES 54 CYBER WORK ROLES, THEIR ASSOCIATED TASKS AND
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES; REF (D) IS THE DEPARTMENT OF
DEFENSE (DOD) CYBER WORKFORCE FRAMEWORK AND BUILDS ON THE NATIONAL INSTITUTE
OF STANDARDS AND TECHNOLOGY SP 800-181 AND ADDRESSES UNIQUE DOD MISSIONS AND
TASKS, DIRECTING THAT THESE CODES BE APPLIED TO MEMBERS OF THE DEFENSE
CYBERSECURITY WORKFORCE; REF (E) IS THE DoDD 8140.01 CYBERSPACE WORKFORCE
MANAGEMENT, DATED 11 AUGUST 2015, AND SUPERSEDES REF (F) AND BEGINS THE
TRANSITION PROCESS FROM THE INFORMATION ASSURANCE WORKFORCE TOWARD A MUCH
BROADER CYBER WORKFORCE POPULATION; REF (F) IS THE DOD 8570.01M,
CYBERSECURITY WORKFORCE IMPROVEMENT PROGRAM, DATED 19 DECEMBER 2005; REF (G)
IS THE SECNAVINST 5239.20A, DEPARTMENT OF THE NAVY (DON) CYBERSPACE
INFORMATION TECHNOLOGY AND CYBERSECURITY WORKFORCE MANAGEMENT AND
QUALIFICATION, DATED 10 FEBRUARY 2016; REF (H) IS THE SECNAV M -5239.2, DON
CYBERSPACE INFORMATION TECHNOLOGY AND CYBERSECURITY WORKFORCE MANAGEMENT AND
QUALIFICATION MANUAL, DATED 27 JUNE 2016; REF (G) AND (H) PROVIDES
IMPLEMENTATION AND QUALIFICATION GUIDANCE FOR THE DON CYBER INFORMATION
TECHNOLOGY/CYBERSECURITY WORKFORCE; REF (I) IS THE 2 JULY 2018 DOD CHIEF
INFORMATION OFFICER (CIO) WAIVER FROM THE REQUIREMENTS OF THE DOD 8570.01M
GRANTING THE NAVY PERMISSION TO IMPLEMENT THE SECNAV M-5239.2; REF (J) IS AN
OPNAV LETTER ON NAVY CREDENTIALING OPPORTUNITIES ON-LINE GUIDANCE FOR
APPROVING NAVY CYBERSECURITY WORKFORCE VOUCHERS.// POC/VIEIRA/CIV/OPNAV
N2N6G11/TEL: 703-695-7809/DSN: 225-7809
RMKS/1. This NAVADMIN updates reference (a) to amend timelines for
transitioning to a new Cyber Workforce (CWF) framework due to delays in key
elements of Phase I (paragraphs 3.b., 3.e., and 3.i.) and to delay the
commencement of Phase II. Phase II implementation will be announced via a
2. The Navy implementation process for transitioning to a new CWF management
and qualification framework (references (b) through (g) germane) is outlined
in reference (h). This transition does not include the cyber effects and
intelligence (cyber) workforce elements. The contractor workforce remains
governed by reference (f). Organizations are encouraged to adopt a measured
approach if proceeding ahead of the Department of the Navy (DON) enterprise,
understanding alignment with updated Department of Defense (DoD) policy may
result in additional cost.
3. The Navy will transition from reference (f) to reference (g) in three
phases. Below is the status of Phase I:
a. OPNAV N2N6 develop and implement a formal process communicating
implementation details, status, and required changes, including regularly
scheduled in-progress reviews on transition progress - Complete.
b. Outline procedures for assessing employee proficiency levels
(1) Draft language developed; estimate updated SECNAV policy in
c. Establish an OPNAV N2N6G1 and the Office of Civilian Human Resources
(OCHR) transition working group addressing Human Resource issues, including
union notifications for both the National Capital Region and local bargaining
units Partially complete.
(1) Established Human Resources (HR) working group.
(2) Developed draft union notification letters; awaiting finalized
(3) Organizations with questions pertaining to employee qualification
non-compliance and applicable adverse actions are advised to consult with
d. Update and publish an integrated Cybersecurity (CS) Workforce (CSWF)
Management Oversight Compliance Committee/Training, Education, and
Certification Advisory Team Charter - Complete.
e. Evaluate and validate qualification requirements including
foundational, residential, and continuing education. This includes
clarifying experience and using personnel qualification standards for
civilian employees In progress.
(1) Navy foundational qualification requirements need to be updated
based on recent DoD qualification reviews to ensure Navy is not increasing
the qualification gap with the future DoD workforce qualification program.
DoD estimates approving qualifications matrices in FY21. Phase II initiation
requires updated qualification requirements for Cyber Information Technology
(IT) and CS work.
(2) Organizations are encouraged to communicate to the CWF the
importance of employees maintaining currently held industry certifications
while the Cyber IT and CS transitions are in progress.
(3) Navy experience pilot is complete; awaiting DoD review and
approval of experience as a foundational qualification option.
(4) Recommending changing the current 40 hours of Cyber IT/CSWF
continuing education units; estimate updated Secretary of the Navy (SECNAV)
policy in Q4FY20.
f. Monitor manpower offices completion and reconciliation of military
billet coding in the Total Force Manpower Management System (TFMMS) -
g. Monitor OCHR completion of civilian billet coding in the Defense
Civilian Personnel Data System (DCPDS) and reconcile in TFMMS Complete.
(1) Per reference (k), Navy command submissions to Manpower and
Reserve Affairs (MRA) Total Force Integration (TFI) received by March 2019
were reviewed and, once approved, forwarded to OCHR for update within the
DCPDS. In collaboration, OCHR and Department of Defense Human Resource
Activity (DODHRA) Defense Manpower Data Center (DMDC) completed the
processing of all requested updates as of 17 May 2019.
h. Staff updates and drafts SECNAV and OPNAV Cyber IT/CSWF policy, as
needed, to support workforce management In progress.
(1) Updates to SECNAV CWF policy have been developed and submitted
for review and approval. Estimate updated policy in Q4FY20. Interim changes
affecting position descriptions, proficiencies levels, and continuing
education requirements will be released prior to a full SECNAV policy update.
i. Identifying funding, validating functionality, and reviewing business
rules for the Total Workforce Management Service (TWMS) CSWF module In
(1) TWMS CSWF module is not funded in FY20.
(2) While awaiting funding, efforts continue to identify module
requirements and refine business rules based on evolving DoD requirements.
Organizations shall not interpret scores as steady state of readiness until
all changes are finalized.
j. Reference (j) remains in effect throughout the transition period and
will be re-evaluated during program sustainment - Complete.
5. Progress will be communicated via policy guidance, executive briefs,
NAVADMINs, Semi-annual Cybersecurity Symposium briefs, and monthly action
officer level CWF synchronizations.
6. Program Managers must continue to monitor the CWF and provide Command
CSWF updates to the command manpower or personnel subject matter experts for
inclusion into authoritative data sources.
7. Released by VADM Matthew J. Kohler, Deputy Chief of Naval Operations for
Information Warfare, OPNAV N2N6.//