As governments face the mounting challenge of evolving cybersecurity threats, strategies from other states reveal how tailored talent development initiatives can help build a skilled workforce.
As cybersecurity threats continue to evolve, the demand for a skilled and qualified workforce grows, especially within local government. However, there is no one-size-fits-all solution for state and local governments to maintain a robust cybersecurity workforce. During the recent NASCIO Annual Conference, leaders from Kansas, Nebraska, and New Hampshire shared their unique approaches to building talent pipelines and addressing staffing challenges.
Kansas
In Kansas, the focus is on building a strong talent pipeline through an active internship program. This initiative provides students and adults with valuable real-world experience and helps them discover if a career in cybersecurity aligns with their interests. Kansas is expanding its workforce development efforts for cybersecurity careers to middle schoolers.
Nebraska
Nebraska is in the process of establishing its internal cybersecurity department from the ground up. CIO Matt McCarville described the initial situation, where only one person handled cybersecurity duties part-time. To develop this new department, McCarville is partnering with universities to create a joint security operations center and is hiring high school students for internships. Acknowledging the financial constraints of public-sector salaries, he explained that offering educational support—such as funding for undergraduate or associate degrees—can help retain interns for two to four years.
New Hampshire
In New Hampshire, CISO Ken Weeks is leveraging public-private partnerships and nonprofit collaborations to help aspiring cybersecurity professionals get their start. While the state recognizes that these individuals may not remain in public service long-term, there is hope that they will return later in their careers. New Hampshire’s cybersecurity team is currently fully staffed and benefits from low vacancy rates credited to a strong emphasis on training. However, New Hampshire does not have a structured internal succession plan. This lack of consistent openings makes preparing individuals for future roles difficult. Instead, New Hampshire relies on external hiring and maintains relationships with local universities and businesses to hire.
Tackling cybersecurity staffing needs requires innovative and tailored approaches. By focusing on internships, partnerships with educational institutions, and promoting a flexible workforce, these states are working to ensure they have the talent necessary to defend against cybersecurity threats. As the landscape continues to change, ongoing collaboration and creative solutions will be crucial in building and sustaining a skilled cybersecurity workforce in Maryland.
