David Brown Director of CyberTalent SANS Institute Jim Michaud Director of HR Business Development SANS Institute The SANS Institute, in partnership with selected veteran-friendly employers, has established VetSuccess in Cybersecurity to match skilled U.S. military veterans with today’s most compelling cybersecurity-related jobs.

1. August 2015
A Fast Track to Top Skills and Top Jobs in Cyber for America’s Veterans

2. 2
Agenda
I. SANS CyberTalent Overview
II. VetSuccess Immersion Academy Mission
III. How it Works
IV. Pilot Results
IV. Growth Opportunities
V. Next Steps

3. 3
Phase What We Do Our Products
Find &
Assess
• Discover high potential talent
• Screen candidates for skills & aptitude
• Define optimal professional development paths
Train &
Certify
• Provide Intensive, accelerated training
• Emphasize hands-on skills, real-world
application
• Certify knowledge in key areas
Connect
& Retain
• Connect skilled talent with employers
• Provide customized internal training
• Provide strategic counsel on talent management
Solutions for every phase of
the talent management life
cycle
Employer
Engagement
Open Course

4. 4
VetSuccess Mission

5. Benefits For Veterans Benefits For Employers
• Free Tuition
• Industry leading SANS training & GIAC
certifications
• Hands-on learning & technical skill-building
• Expert faculty with teaching and workplace
experience
• Access to employers committed to veterans
• Pre-screened, qualified candidates
• Trained and certified graduates
• Immediate, positive impact on cyber
workforce needs
• Support America’s veterans
• Cost-efficient workforce development
5
Why An Immersion Academy?

6. SANS Provides the best cybersecurity training and
certifications available, at no cost to veterans
DOD CFM’s Create awareness among veterans with technical
aptitude and interest in careers in cybersecurity
Employers Provide the premier workplaces for cybersecurity
professionals and programs for transitioning veterans
Veterans Provide the talent to complete the intense training and
the commitment to succeed in a world-class workplace
6
Partners in the Academy

7. Qualify for acceptance by
demonstrating aptitude and
skills using SANS
CyberTalent Assessment and
participating in interviews
with executives from SANS
and academy sponsors.
Develop real-world knowledge
and practical, hands-on skills
by completing world-class
SANS training courses.
Complete classes by earning
the associated GIAC
certification.
2 course/2 certification and
3 course/3 certification
curriculum options.
Earn guaranteed employment
opportunities at sponsored
academies (agree to an
anticipated minimum two year
term), or get connected to
multiple employment
opportunities at open
academies.
TRAIN & CERTIFY
7
Off Ramps: All veterans are eligible
to receive free online training available
through SANS/Cyber Aces Online Open
Courseware. Individuals who have
applied for admission but are not
selected will receive guidance re: other
training available to prepare for
cybersecurity careers.
Mentors & Online Labs
How Does It Work?

8. • Cyber Operations
• Network Operations
• Electromagnetic Spectrum Operations
• Electronic Warfare
• Space Superiority
• Computer Network Operations
• Network Warfare
• Signal
• Intelligence
Military Career
Fields
• Computer Science/Related Fields
• Critical and Adaptive Thinking
• Problem Resolution Techniques
• Project Management Principles
• Detailed Knowledge of Computer
Hardware, Software & Peripherals
• Working Knowledge of Mathematical and
Statistical Principles
• Technical Report Writing
Other Success
Indicators:
Knowledge, Skills
and Abilities
Top Cybersecurity Jobs:
 InfoSec Crime Investigator/
Forensics Expert
 Penetration Tester
 Security Architect
 Computer Crime Investigator
 InfoSec Crime Prosecutor
 Forensic Analyst
 Malware Analyst
 Technical Director
 Network Security Engineer
 Incident responder
 Director of Security
 Security Analyst
 Operations Center Analyst
 Vulnerability Researcher
 Intrusion Analyst
 Security Auditor
 Security Software Developer
8
Which veterans are best suited for careers
in cybersecurity?

9. Admissions Requirements
 Students must be available to attend one on-site course to begin the
program.
 Degrees/experience requirements:
 Hold a bachelor’s degree and have at least one year of professional
work experience in information technology, information security, or
audit, or
 Hold an associate’s degree and have at least 3 years of professional
work experience in these fields
 Those without a degree must have at least 3-5 years of work
experience in these fields.
 Achieve acceptable score on SANS aptitude and skills assessment.
 Submit an application, including a current resume, and undergraduate
transcripts.
 Participate in an admissions interview with SANS and employers.
 Agree to all program requirements and restrictions described in the
Academy/student MOU.
9

10. Connecting Veterans to Top Employers
2/year; 34 employers;
hundreds of positions
5,000 job seeker database
available to employers
& SANS clients
SANS clients
& database
120,000 users, representing
thousands of cybersecurity
employers
HOW WHO
10

11. 11
Open Academy Sponsored
Academy
• Supported by multiple
employers
• Employers gain priority
access to graduates
through SANS
CyberTalent Career Fair
and database
• Graduates gain unique
access to a range of high
quality cyber employers
• Supported by a single
employer
• Sponsor company
provides exclusive
support and funding for
all graduates in
advance.
• Cohort agrees to join
sponsor company upon
graduation
Who Pays?
1 Course
1
Certification
2 Course
2
Certification
3 Course
3
Certification
Veteran’s
Fee
0 0 0
SANS
Scholarship
$2,500 $5,000 $7,500
Employer
Fee
$7,500 $15,000 $22,500
Total
Training
Investment
$10,000 $20,000 $30,000
Payment Options
1. Direct reimbursement
2. SANS Voucher: Fees based on level
of voucher investment
3. SANS Clients: Special pricing
available to existing SANS clients

12. 12
Pilot Results
Student Success
GIAC certification
1st attempt pass rates:
• 100% GSEC 9 of 9
• 78% GCIH 7 of 9
• 86% GCIA 6 of 7
Employment
• Amazon
• Army Cyber Protection
Brigade
• Insight Partners/BAH
• RBR-Technologies, Inc.
• SANS/GIAC
• Solutionary, Inc.
• TSYS (2)
9 highly qualified US veterans (40 Applicants)
• 3 Staff Sergeant, 1 Master Sergeant, 5 Senior Master
Sergeant
Experience
• 4 – 24 years in Information Technology/Comm
Admissions Assessment Performance:
• Raw score range: 50% to 90%
• Technical aptitude range: 64% to 92%
Security Clearance
• SECRET, TS/SCI, TS/SCI with CI Polygraph
Post-Secondary Education:
• 3 Masters, 3 Bachelors, 3 Associates degrees
Demographics
• 100% Male. 6 Caucasian, 3 African American

13. 13
What We’ve Learned
• Transitioning veterans can be an excellent source of qualified talent to
address the technical skills gap in cybersecurity.
• The Immersion Academy can identify, assess, train, certify, and
connect veterans to great jobs—quickly and at reasonable cost.
• Demand exists among veterans to participate in the Academy.
• The CTE Assessment is an effective tool for identifying technical talent.
• Curricula content and duration must be adaptable to meet different
needs of transitioning veterans.
• Demand exists among employers: Program graduates are attractive
candidates for technical positions.
• Online training will scale. On-site training should be delivered near major
military bases to reduce participant travel costs.

14. 14
What Graduates and Employers Are Saying
“The most important benefits for me personally were the opportunities to train with industry
leaders and become certified – allowing me to be more effective at the workplace from day
one.”
Joseph Frantz, Academy Graduate
“This instruction was as close to front line operations as one can get without being in a
production work center.”
Edmond Russell, Academy Graduate
“The Program has provided me the depth and confidence in IT Security that ensures I am
prepared to make an immediate impact in my future career.”
Patrick Plunkett, Academy Graduate
“Patrick and Joseph are both quickly becoming my top performers. I am very happy with their
level of commitment, security knowledge, and technical skills. I have a couple more openings if
you have some strong candidates ready to complete the program.”
E. Myers, TSYS

15. Expanding the Academy Program Offering
What programs, for which segments?
15
For these
segments
Provide these programs and services To accomplish
these goals
1. High Cyber
Skills / High
Experience
• Validate skills
• Connect to employers
2. Partial Cyber
Skills / Some
Experience
• Assess skills
• Train & certify
virtually: 1 course
• Connect to
employers
3. Minimal
Cyber Skills
Limited
Experience
• Assess skills
• Train & certify
on-site & online
• Connect to
employers
1. One advanced course and certification to allow specialization and differentiation
2. Two or three course/certification curricula
New
Advanced
Curriculum (1)
Existing
Curriculum (2)
No
Training
Needed
Advanced
Training
Option
Core
Training
Required

16. Process for moving forward
How many participants? When?
16
Phase 1
Sept.
2015
Phase 2
Jan.
2016
Phase 3
Late
2016
Scaling
Considerations
100 300+ 1,000+
• CyberTalent database, CTE
Assessment, and employer
connections ready to go
• Need assistance from military
partners raising awareness
Phase 1
Spring
2015
Phase 2
Summer
2015
Phase 3
Fall
2016
Scaling
Considerations
9 9 50+
• Channeling both groups
through existing structure
provides efficiencies and
delivers optimal training.
• Need assistance from military
CFM’s and others (RP6, Onward 2
Opportunity, etc.) raising awareness
• Employers ready to engage
SEGMENT 2
Partial Cyber Skills /
Some Experience
SEGMENT 3
Minimal Cyber Skills /
No Experience
SEGMENT 1
High Cyber Skills /High
Experience

17. Risks and challenges to manage together as
partners
• Continuity of sponsorship within DOD
• Scaling with quality – managing growth smartly
• Secondary effects:
o Manage perceptions within DOD by ensuring understanding of
the program goals and benefits
17

18. Next Steps
18
Next Steps Timeline
Segment
One
• Database testing, web site updates, etc.
• Distribute marketing collateral to CFM’s and
other recruiting partners
• Notify/engage Virtual Talent Fair employers and
SANS clients
• Implement beta test with 100+/- job seekers
• Evaluate job seeker and employer experience
• Product refinements
• Hard launch December 1
• September −
December 2015
Segments
Two &
Three
• Finalize Segment 2 admissions criteria,
curriculum choices, and success criteria
• Finalize Fall Immersion Academy schedule and
locations
• Distribute marketing collateral to CFM’s and
other recruiting partners; web site updates
• Engage employers
• Evaluate Segment 2 participant and employer
experience
• September −
December 2015

19. David Brown
dbrown@sans.org
Daryl Gilbertson
dgilbertson@sans.org
19