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Computer Network Analyst - Entry to Experienced Level

National Security Agency Fort Meade, MD, USA

Computer Network Analyst - Entry to Experienced Level Fort Meade, MD link Posted: 2020-01-02 - Closing: 2020-03-31 Responsibilities The professionals at the National Security Agency (NSA) have one common goal: to protect our nation. The mission requires a strong offense and a steadfast defense. The offense collects, processes and disseminates intelligence information derived from foreign signals for intelligence and counterintelligence purposes. The defense prevents adversaries from gaining access to sensitive classified national security information. The United States has experienced profound changes that impact the way the National Security Agency (NSA) conducts its mission. The explosion of Internet communications has created a need for the Computer Network Operations (CNO) mission. This very important mission includes computer network defense and computer network exploitation. In order to carry out these functions NSA is looking for analysts who are highly skilled, want to stay on the leading edge of technology and impassioned about ensuring the United States maintains a strategic edge in cyberspace. These are NOT your average Cyber, Computer Science, Networking or Engineering jobs! Computer Network Analysts are hired into positions directly supporting a technical mission office (either on the offensive or defensive side) or one of a few different development programs like the Intrusion Analyst Skill Development Program (IASDP) and the Cybersecurity Operations Development Program (CSODP) (formerly named the Information Assurance and Cyber Development Program ( IACDP)). These development programs are 3 years in length and combine formal training and diverse work assignments that may cross both offensive and defensive missions. As a Computer Network Analyst on the offensive side you will: - analyze all-source data to evaluate foreign target opportunities - understand and evaluate foreign target network - develop strategies against those foreign target networks As a Computer Network Analyst on the defensive side you will: - identify cyber threats and anomalies by conducting research and analysis on data collected from numerous sources - identify vulnerabilities and their impact to customers - build and integrate defense response capabilities against these threats Skills The ideal candidate is someone with solid decision making skills, ability to react quickly, ability to work in teams, and technical proficiencies in several of the following areas: - Network analysis - Operating system administration (Windows and Unix/Linux) - Network Security - Incident response - Computer and network forensics - Network administration - Vulnerability and malware analysis - Low level protocol and packet analysis - Scripting and/or programming Pay, Benefits, & Work Schedule On-the job training, Internal NSA courses, and external training will be made available based on the need and experience of the selectee. Work Schedule: Applicants should be aware that some of these jobs support 24/7 operations based on mission requirements and shift schedules may vary to include night shift. Position Summary NSA is in search of top-notch cyber professionals with technical expertise and driving desire at the forefront of their field. We have positions in penetration testing, defensive operations, identifying cyber threats and vulnerabilities and building defensive capabilities, designing, developing, deploying, sustaining and monitoring state-of-the-art network solutions (WAN, CAN, LAN, DCN and Satellite communications networks) that are deployed across NSA worldwide. Help protect national security interests as part of the world's most advanced team of cyber professionals! Qualifications Salary Range: $70,519 - $87,868 (Entry/Developmental) *The qualifications listed are the minimum acceptable to be considered for the position. Salary offers are based on candidates' education level and years of experience relevant to the position and also take into account information provided by the hiring manager/organization regarding the work level for the position. Entry is with a Bachelor's degree and no experience. The following may also be considered for individuals with in-depth experience that is clearly related to the position: an Associate's degree plus 2 years of relevant experience; or at least 18 semester hours of military coursework/training in networking, computer science, or cyber topics plus 2 years of relevant experience. Degree must be in Network Engineering, Systems Engineering, Information Technology or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security). Relevant experience must be in computer or information systems design/development, programming, information/cyber/network security, vulnerability analysis, penetration testing, computer forensics, information assurance and/or systems engineering. Additionally, must have experience in network or system administration. If not credited toward education requirement, completion of military training in a relevant area such as JCAC (Joint Cyber Analysis course), Undergraduate Cyber Training (UCT), Network Warfare Bridge Course (NWBC)/Intermediate Network Warfare Training (INWT), Cyber Defense Operations will be considered towards the relevant experience requirement (i.e., 20-24 weeks course will count as 6 months of experience, 10-14 weeks will count as 3 months of experience). Salary Range: $81,571 - $108,643 (Full Performance) *The qualifications listed are the minimum acceptable to be considered for the position. Salary offers are based on candidates' education level and years of experience relevant to the position and also take into account information provided by the hiring manager/organization regarding the work level for the position. Entry is with a Bachelor's degree plus 3 years of relevant experience, or a Master's degree plus 1 year of relevant experience, or a Doctoral degree and no experience. The following may also be considered for individuals with in-depth experience that is clearly related to the position: an Associate's degree plus 5 years of relevant experience; or at least 18 semester hours of military coursework/training in networking, computer science, or cyber topics plus 5 years of relevant experience. Degree must be in Network Engineering, Systems Engineering, Information Technology or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security). Relevant experience must be in computer or information systems design/development, programming, information/cyber/network security, vulnerability analysis, penetration testing, computer forensics, information assurance and/or systems engineering. Additionally, must have experience in network or system administration. If not credited toward education requirement, completion of military training in a relevant area such as JCAC (Joint Cyber Analysis course), Undergraduate Cyber Training (UCT), Network Warfare Bridge Course (NWBC)/Intermediate Network Warfare Training (INWT), Cyber Defense Operations will be considered towards the relevant experience requirement (i.e., 20-24 weeks course will count as 6 months of experience, 10-14 weeks will count as 3 months of experience). Salary Range: $99,172 - $152,352 (Senior) *The qualifications listed are the minimum acceptable to be considered for the position. Salary offers are based on candidates' education level and years of experience relevant to the position and also take into account information provided by the hiring manager/organization regarding the work level for the position. Entry is with a Bachelor's degree plus 6 years of relevant experience, or a Master's degree plus 4 years of relevant experience, or a Doctoral degree plus 2 years of relevant experience. The following may also be considered for individuals with in-depth experience that is clearly related to the position: an Associate's degree plus 8 years of relevant experience; or at least 18 semester hours of military coursework/training in networking, computer science, or cyber topics plus 8 years of relevant experience. Degree must be in Network Engineering, Systems Engineering, Information Technology or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security). Relevant experience must be in computer or information systems design/development, programming, information/cyber/network security, vulnerability analysis, penetration testing, computer forensics, information assurance and/or systems engineering. Additionally, must have experience in network or system administration. If not credited toward education requirement, completion of military training in a relevant area such as JCAC (Joint Cyber Analysis course), Undergraduate Cyber Training (UCT), Network Warfare Bridge Course (NWBC)/Intermediate Network Warfare Training (INWT), Cyber Defense Operations will be considered towards the relevant experience requirement (i.e., 20-24 weeks course will count as 6 months of experience, 10-14 weeks will count as 3 months of experience). How To Apply - External To apply for this position, please click the 'Apply' button located at the top right of this posting. After completing the application for the first time, or reviewing previously entered information, and clicking the 'Submit' button, you will receive a confirmation email. Please ensure your spam filters are configured to accept emails from noreply@intelligencecareers.gov. FOR CURRENT OR PRIOR MILITARY, IF YOU ARE MEETING THE DEGREE REQUIREMENTS WITH TRAINING IN THE MILITARY AS MENTIONED IN THE MANDATORY QUALIFICATION REQUIREMENTS SECTION, PLEASE ATTACH A COPY OF YOUR JOINT SERVICE TRANSCRIPTS (JST). ***PLEASE NOTE: U.S. Citizenship is required for all applicants. Reasonable accommodations provided to applicants with disabilities during the application and hiring process where appropriate. NSA is an equal opportunity employer and abides by applicable employment laws and regulations. All applicants and employees are subject to random drug testing in accordance with Executive Order 12564. Employment is contingent upon successful completion of a security background investigation and polygraph. This position is a Defense Civilian Intelligence Personnel System (DCIPS) position in the Excepted Service under 10 U.S.C. 1601. DoD Components with DCIPS positions apply Veterans' Preference to eligible candidates as defined by Section 2108 of Title 5 USC, in accordance with the procedures provided in DoD Instruction 1400.25, Volume 2005, DCIPS Employment and Placement. If you are a veteran claiming veterans' preference, as defined by Section 2108 of Title 5 U.S.C., you may be asked to submit documents verifying your eligibility. Please note that you may be asked a series of questions depending on the position you apply for. Your responses will be used as part of the screening process of your application and will assist in determining your eligibility for the position. Be sure to elaborate on experiences in your resume. Failure to provide the required information or providing inaccurate information will result in your application not being considered for this position. Only those applicants who meet the qualifications for the position will be contacted to begin employment processing. Please Note: Job Posting could close earlier than the closing date due to sufficient number of applicants or position no longer available. We encourage you to apply as soon as possible. DCIPS Disclaimer The National Security Agency (NSA) is part of the DoD Intelligence Community Defense Civilian Intelligence Personnel System (DCIPS). All positions in the NSA are in the Excepted Services under 10 United States Codes (USC) 1601 appointment authority. arrow_upwardBack to Top

Jan 24, 2020

Latest From the Blog

3 rules for engaging millennial and Gen Z talent in the workplace

Jan 21, 2020

Millennials and Gen Z will be the majority of the workforce in 2020. For younger generations, workplace purpose must be reflected by authentic actions. Companies can examine purpose through the lens of humans' innate psychological needs. We are entering a new era in which the purpose of a corporation is evolving from the shareholder-centric model to one that serves to benefit all stakeholders. Corporations looking to thrive in this beyond-shareholder world must focus first on creating a purpose-driven employee experience, as employees have the potential to be a corporation’s strongest advocates and champions. Specifically, corporations that want to succeed must engage millennials and Gen Z, as their presence in the global workforce will represent 59% in 2020 . For this new generation, it is not enough for their employers to simply have a compelling purpose. They want to see purpose lived out authentically through bold actions. As evidenced by the 32,000 French students from over 300 universities who have signed a pledge to only work for environmentally conscious companies and more than 1,000 Google employees across the world who staged a walk-out in protest of sexual harassment, misconduct and lack of transparency, they are emboldened to hold their companies accountable to their purpose. Understanding the new generation of talent To understand how to engage and motivate this new generation of talent, corporations need to examine their needs through a human lens. Motivation psychologists Edward Deci and Richard Ryan found that all humans have three innate psychological needs essential for well-being: autonomy, sense of belonging and mastery. While these needs are universal, they have new timely meaning and implications for millennials and Gen Z in the workplace. All humans have three innate needs – and these have new meaning for young people in the workplace. 1. Autonomy Younger workers are looking for more decentralized environments where they can decide how work gets done. A Gallup study of the American workforce finds that 42% of millennials would switch to a job that allows them to work independently on a project of their choosing and 63% to a job that allows them flextime. 2. Belonging Newer generations are looking for a deeper sense of connection in the workplace. A study by BridgeWorks shows that millennials and Gen Z consider their work a reflection of their identities, while a study by American Express shows that 75% of millennial leaders prefer to work with people and organizations that share their values. 3. Mastery The new generation of talent is prizing employability above long-term employment. They seek continuous skills development and want to find meaningful growth opportunities at work. A global study by Manpower Group indicated 93% of millennials want lifelong learning, and four out of five said the opportunity to learn new skills is a top factor when considering a new job. What is the World Economic Forum doing about the Fourth Industrial Revolution? The World Economic Forum was the first to draw the world’s attention to the Fourth Industrial Revolution, the current period of unprecedented change driven by rapid technological advances. Policies, norms and regulations have not been able to keep up with the pace of innovation, creating a growing need to fill this gap. The Forum established the Centre for the Fourth Industrial Revolution Network in 2017 to ensure that new and emerging technologies will help—not harm—humanity in the future. Headquartered in San Francisco, the network launched centres in China, India and Japan in 2018 and is rapidly establishing locally-run Affiliate Centres in many countries around the world. World Economic Forum | Centre for the Fourth Industrial R... The global network is working closely with partners from government, business, academia and civil society to co-design and pilot agile frameworks for governing new and emerging technologies, including artificial intelligence (AI) , autonomous vehicles , blockchain , data policy , digital trade , drones , internet of things (IoT) , precision medicine and environmental innovations . Learn more about the groundbreaking work that the Centre for the Fourth Industrial Revolution Network is doing to prepare us for the future. Want to help us shape the Fourth Industrial Revolution? Contact us to find out how you can become a member or partner. Show The lens of purpose Purpose, which is the company’s reason for being, is the most powerful tool companies have at their disposal to meet the intrinsic needs of new talent. Purpose guides culture – providing a framework for consistent decision-making, creating connection through shared values and inspiring employees to reach their unique mastery. In order to fulfill the intrinsic needs of the new generations, companies must use purpose to reimagine the employee experience in three ways: 1. Purpose and autonomy While the new generations crave expanded notions of autonomy, organizations cannot simply extend it without a mechanism for alignment. Purpose is the single most powerful edit point that aligns the organization. By clearly articulating and embedding the organizational purpose and the principles that uphold it, employees will be empowered with guardrails to make decisions at any level. For example, Delta Airlines' purpose harkened back to its founder’s philosophy of “customer service and hospitality from the heart” and inspired the “flat tire” policy, in which service agents were empowered with the autonomy to waive fees for fliers delayed by unforeseen circumstances. 2. Purpose and belonging Purpose is a rallying cry that drives employees to emotionally connect to the company and to each other. When fully leveraged, purpose is not a static statement, but a powerful unifier and foundation for employees to understand and live their shared values. KPMG, the international audit, tax and advisory firm, reinforced a sense of belonging within the organization through purpose-driven storytelling. In 2014, KPMG unveiled the Higher Purpose initiative , where the firm invited employees to share their own stories of purpose-driven work. It started a movement within the organization where more than 40,000 stories were shared across their 29,000 employee base, and key metrics, such as level of engagement, retention and pride, increased. 3. Purpose and mastery To help employees prepare for the Fourth Industrial Revolution, companies will not only need to upskill and reskill employees to meet market demand, but also personalize their learning journeys to align with their personal purpose. This means fostering a growth-mindset culture and creating opportunities for employees to elevate their strengths and passions in their day-to-day. Under Satya Nadella's leadership, Microsoft has used purpose to create a continuous learning culture. Microsoft’s purpose "to empower every person and every organization on the planet to achieve more” has helped embed a growth mindset in performance and development processes, shifting their focus from being a group of “know-it-alls” to a group of “learn-it-alls.” To win in this next era, corporations must pay close attention to the unique needs of younger workers and reimagine the employee experience through the lens of purpose to deliver on those needs. Corporations that choose to act swiftly and deliberately in engaging this new generation stand to reap significant performance gains. By fulfilling the intrinsic needs of the new generations of talent, companies will enable them to unleash their full potential and be in a position to benefit from greater creativity, productivity and commitment. Source

Here are 3 ways AI will change healthcare by 2030

Jan 18, 2020

By 2030, AI will access multiple sources of data to reveal patterns in disease and aid treatment and care. Healthcare systems will be able to predict an individual's risk of certain diseases and suggest preventative measures. AI will help reduce waiting times for patients and improve efficiency in hospitals and health systems. It’s a typically cold day in January 2030 and the peak of flu season. At this time of year a decade ago, clinics and doctor’s offices would be overflowing with sick people waiting to be seen; today, clinicians and patients move easily through the system. So what’s changed? Connected care has become a reality, driven by years of immense pressure on global healthcare systems without enough skilled medical professionals to care for their rapidly growing and ageing populations and breakthroughs in powerful technology enablers, such as data science and artificial intelligence (AI). AI can now reveal patterns across huge amounts of data that are too subtle or complex for people to detect. It does so by aggregating information from multiple sources that in 2020 remained trapped in silos, including connected home devices, medical records and, increasingly, non-medical data. The first big consequence of this in 2030 is that health systems are able to deliver truly proactive, predictive healthcare. 1. AI-powered predictive care AI and predictive analytics help us to understand more about the different factors in our lives that influence our health, not just when we might get the flu or what medical conditions we’ve inherited, but things relating to where we are born, what we eat, where we work, what our local air pollution levels are or whether we have access to safe housing and a stable income. These are some of the factors that the World Health Organization calls “the social determinants of health” (SDOH). In 2030, this means that healthcare systems can anticipate when a person is at risk of developing a chronic disease, for example, and suggest preventative measures before they get worse. This development has been so successful that rates of diabetes, congestive heart failure and COPD (chronic obstructive heart disease), which are all strongly influenced by SDOH, are finally on the decline. Understanding the size of the global healthcare challenge Image: Philips 2. Networked hospitals, connected care Alongside predictive care comes another breakthrough related to where that care takes place. In 2030, a hospital is no longer one big building that covers a broad range of diseases; instead, it focuses care on the acutely ill and highly complex procedures, while less urgent cases are monitored and treated via smaller hubs and spokes, such as retail clinics, same-day surgery centres, specialist treatment clinics and even people’s homes. These locations are connected to a single digital infrastructure. Centralized command centres analyse clinical and location data to monitor supply and demand across the network in real time. As well as using AI to spot patients at risk of deterioration, this network can also remove bottlenecks in the system and ensure that patients and healthcare professionals are directed to where they can best be cared for or where they are most needed. The glue that binds this network together is no longer location. Instead, it is the experiences of the people it serves – which brings us to the third big difference in 2030. 3. Better patient and staff experiences Why are experiences so important? For patients, research has long shown that they can have a direct effect on whether they get better or not . For clinicians, better work experiences became increasingly urgent – a decade ago they started suffering from huge rates of burnout , mainly caused by the stress of trying to help too many patients with too few resources. In 2030, AI-powered predictive healthcare networks are helping to reduce wait times, improve staff workflows and take on the ever-growing administrative burden. The more that AI is used in clinical practice, the more clinicians are growing to trust it to augment their skills in areas such as surgery and diagnosis. By learning from every patient, every diagnosis and every procedure, AI creates experiences that adapt to the professional and the patient. This not only improves health outcomes, but also reduces clinician shortages and burnout, while enabling the system to be financially sustainable. This networked system spans communities and is powered by connected care, uniting people, places, hardware, software and services – creating true networks of care that improve lifelong health and well-being. Back to reality Back in 2020, we’re still a long way from achieving this vision. Unrelentingly complex technology, IT and data systems still impede staff workflows and threaten the continuity of care in the clinical areas in which they are used to help diagnose, treat, monitor and, hopefully, prevent and cure diseases. Nevertheless, I see clear signs that all three of these ideas can one day become reality. Intelligent systems are already capable of performing expert tasks and augmenting human capabilities. Examples include AI that can detect cancerous lesions on an image, analyse and quantify physician notes or optimize patient flow in emergency care. Inside hospitals, the application of AI-enabled predictive analytics is already helping to save lives in intensive care units. Outside of hospitals, it is helping to identify certain at-risk groups so that pre-emptive primary or community care can reduce the need for hospital admissions. But it’s a long and complex journey which no single company or organization can take alone. I believe that governments, health systems and private companies must continue working together in order to ensure that AI systems are fully interoperable and transparent and prevent bias and inequality. As healthcare continues to globalize, the need for international standards that protect the way in which AI uses personal data will become an urgent priority. Perhaps most of all, I believe we must keep in mind that AI’s most powerful use is to enhance human capabilities, not replace them. The heart of connected care isn’t new technology, it’s people: the people who need to be cared for and the people who work so tirelessly to deliver it to all of us. Source