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Becoming a

HOMELAND
SECURITY
PROFESSIONAL
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Becoming a

HOMELAND
SECURITY
PROFESSIONAL
®

New York
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Copyright © 2010 Learning Express, LLC.

All rights reserved under International and Pan American Copyright Conventions.
Published in the United States by LearningExpress, LLC, New York.

Library of Congress Cataloging-in-Publication Data:

Becoming a homeland security professional.
p. cm.
ISBN 978-1-57685-750-2
1. United States. Dept. of Homeland Security—Vocational guidance. 2. United States.
Dept. of Homeland Security—Officials and employees. 3. National security—Vocational
guidance—United States. 4. Emergency management—Vocational guidance—United
States. 5. Law enforcement—Vocational guidance—United States. 6. Civil defense—
Vocational guidance—United States. I. LearningExpress (Organization)
HV6432.4.B43 2010
363.34023'73—dc22
2009036635

Printed in the United States of America

9 8 7 6 5 4 3 2 1

ISBN 978-1-57685-750-2

For more information or to place an order, contact LearningExpress at:

2 Rector Street
26th Floor
New York, NY 10006

Or visit us at:
www.learnatest.com
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Contents

Contributors xi
Introduction xiii

Chapter 1 Why Homeland Security? 1

One Team, One Mission 1
What Is DHS? 2
Departments within the Department 4
Advisory Panels and Committees 7
Diversity 8
Today’s Economy 9
Projections for the Future 10
If You Are Just Starting Your Career 10
If You Are Looking for a Midcareer Change 11

Chapter 2 Mission Support Careers 13

Office of the Secretary 13
Directorate for Science and Technology 14
Office of Intelligence and Analysis 18

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Office of Operations Coordination 18

Office for Civil Rights and Civil Liberties 19
Office of Inspector General 19
Domestic Nuclear Detection Office 20
National Protection and Programs Directorate 21
Office of Counternarcotics Enforcement 23
The Management Directorate 23
Office of Health Affairs 24
Privacy Office 27
Office of Legislative Affairs 27
Office of the General Counsel 28
Office of Public Affairs 28
Citizen and Immigration Ombudsmen 29
Careers in Mission Support 29
Future Prospects in Mission Support Careers 35

Chapter 3 Law Enforcement Careers 37

United States Secret Service 38
United States Customs and Border Protection 40
United States Immigration and
Customs Enforcement 44
Federal Law Enforcement Training Center 46
The DHS Law Enforcement Path 47

Chapter 4 Immigration and Travel Security Careers 49

United States Citizenship and
Immigration Services 50
Transportation Security Administration 53

Chapter 5 Prevention and Response Careers 57

The United States Coast Guard 58
Military Careers in the United Sates
Coast Guard 61
Civilian Careers in the United States
Coast Guard 69
Federal Emergency Management Agency 71

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Contents

Chapter 6 Cutting-Edge Careers in Cyber Security 75

A New Vulnerability 75
Defending Cyberspace 76
Do You Have What It Takes to Work in DHS
Cyber Security? 78
The Future of Cyber Security 81

Chapter 7 Legal Careers with the Office of the

General Counsel 83
Areas of Practice 84
Opportunities to Practice Law 89

Chapter 8 Careers in Acquisitions 93

What Is Acquisitions? 94
Entrance to Acquisitions Careers 95
Acquisition Professional Career Program 95
Training 96
Mentoring 97
Contract Specialists Positions for Annuitants 98
Lateral Transfers 98

Chapter 9 What Are the Opportunities? 99

Where Are the Opportunities? 99
What Is in DHS’s Future? 101
Where to Locate Job Openings 102
Understanding Job Classifications 104
Where to Find the Job Announcements 104
Searching for a Job with USAJOBS.GOV 105

Chapter 10 Finding Your Career Fit 109

Qualifications 110
Experience versus Education 111
Secondary Education Level Careers 111
Education in Homeland Security 112
Certifications in Homeland Security 114
Choosing a School 116

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Paying for School 118

Certification Programs in Homeland Security 119

Chapter 11 Federal Resumes and KSAs 121

Getting Your Resume Started 122
Using the USAJOBS Resume Builder 122
Work Experience Section 126
Knowledge, Skills, and Abilities 127
How to Write a KSA 127
Federal Resume Completed? 130
Professional Federal Resume Writers 131
The Waiting Game 131

Chapter 12 Obtaining a Security Clearance 133

Levels of Security Clearance 135
The Security Clearance Process 137
The Standard Form 86 and e-QIP 140
Polygraph 141
Investigation of Family Members, Spouse,
and Cohabitant 142
The Adjudication Process 142
Security Clearance Process Timeframe 144
Reasons for Denial of Clearance 147
Concern Regarding Allegiance to the
United States 147
Foreign Influence 149
Foreign Preference 149
Sexual Behavior 150
Emotional, Mental, and Personality Disorders 152
Personal Conduct 154
Financial Considerations 155
Alcohol Consumption 156
Drug Use 157
Criminal Conduct 160
Security Violations 161
Outside Activities 161
Misuse of Information Technology Systems 161

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Appealing a Denial of Clearance 162

Naturalized Citizens and Non–United
States Citizens 163
Tips for Speeding Up the Process 163
What Will Generate a
Comprehensive Investigation 164
Material That Will Be Requested 165

Chapter 13 Developing Contacts: The Secret Weapon

for Getting the Job You Want 167
Start with What You Know 169
Contact DHS Directly 169
Be Prepared 170
Informational Interviews 170
Evaluating Information Learned 173
Saying Thank You 173
Other Ways to Network 173
It’s Your Future 175

Chapter 14 What Happens if I Change My Mind? 177

Transitioning 179
What the DHS Has to Offer 180
If You Change Jobs 183
Whatever You Decide 184

Appendix A Colleges and Universities That Offer

Certificates or Degrees in Homeland Security 185

Appendix B Colleges and Universities That Offer

Four-Year Bachelor’s Degrees in Criminal
Justice and Law Enforcement 209

Appendix C Additional Sources of Information:

Websites and Print Resources 225

Endnotes 229

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Contributors

Mike Clumpner is the founder and co-owner of Archangel Consulting,

based in Charlotte, North Carolina. Archangel Consulting specializes in
providing training and consulting in the fields of homeland security,
public safety, disaster response, tactical medicine, critical care medical
education, and health care. Mike is also a full-time fire captain/paramedic
for the Charlotte Fire Department, where he is assigned to the Special
Operations Division. He also spent five years as a tactical instructor for
the United States Department of Justice, where he was responsible for
creating training modules and instructing at the FBI Academy and the
DEA Academy in Quantico, Virginia.
Mike has undergraduate degrees in fire science, paramedicine, and
business administration, a master’s degree in business administration
(MBA) and is now completing a doctoral degree (PhD) in homeland se-
curity policy. He has published numerous magazine articles and books
on critical care medicine and homeland security. Mike is a frequent lec-
turer on critical care medicine, public safety operations, and homeland

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CONTRIBUTORS

security. He has lectured extensively throughout North America, Latin

America, Europe, Australia, New Zealand, and the Caribbean, and has pre-
sented at over 170 congresses and symposiums.

R. Lee Williams is a consultant in Marine Law Enforcement/Surveillance

Techniques with Archangel Consulting in Charlotte, North Carolina. At
Archangel Consulting, Lee is responsible for consulting and instruction in
marine law enforcement officer safety, and pirate repel at sea, as well as spe-
cializing in instructing and providing target surveillance technique.
Lee served eight years in the United States Coast Guard engaged in
search and rescue, and marine law enforcement in south Florida, as well as
drug interdiction throughout the Caribbean. After serving with the United
States Coast Guard, Lee worked as a Marine Law Enforcement Officer with
the United States Customs Service. Lee received his initial training with the
Customs Service as a Criminal Investigator at the Federal Law Enforce-
ment Training Center in Glynco, Georgia. Following his career at Cus-
toms, Lee founded two successful independent insurance agencies, and
performed work as the lead investigator for a large private investigations
company in Charlotte, North Carolina.

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Introduction

What do you think of when you hear the term Department of Homeland
Security? Do you think of one department within the vast United States
government? As this book helps to illustrate, the Department of Home-
land Security (DHS) is much more than that.
If you’ve purchased this book, then something about working for the
DHS appeals to you. That’s a good thing, because whether you are just
starting down your career path, or are looking for a mid-career change,
the Department of Homeland Security holds enormous opportunity.
Here’s just a sample of what DHS professionals do on a daily basis:

 secure our borders and skies

 gather intelligence
 protect the infrastructure of our country
 train future federal agents, officers, and investigators
 enforce immigration laws

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INTRODUCTION

 investigate illegal importation of narcotics, artifacts, and agricultural

products
 assist in emergency preparedness and response
 work in canine enforcement
 work in public and legal affairs, budget and finance, and human re-
sources management
 investigate counterfeiting and financial crimes
 work to uphold civil liberties
 work in human resources management
 research and develop new technology and scientific methods utilized
in the field
 develop and maintain emergency communications
 search and rescue
 coordinate medical activities
 help protect the nation and its resources against nuclear threats
 protect our nation’s capital and government officials
 work in cyber security
 and much, much more

If any tasks in the preceding list is attractive, the DHS might have a job for
you. But are you a match for the DHS? DHS professionals come from all
walks of life, with different career skills, experience, and educational back-
grounds. In other words, there is no singular type of person employed by
the DHS—but you can get an initial idea of whether you and the DHS are a
good match by answering the following questions.

ARE YOU A UNITED STATES CITIZEN?

Almost all positions within the Department of Homeland Security will re-
quire you to be a United States citizen or a naturalized United States citizen.

HAVE YOU EVER BEEN CONVICTED OF A FELONY?

Almost all the positions within the Department of Homeland Security will
not allow you to be employed or to gain a security clearance if you have

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Introduction

been convicted of a felony crime. If there are extreme extenuating circum-

stances surrounding your conviction, you may still be able to gain employ-
ment in a limited number of positions.

HAVE YOU EVER DEFAULTED ON A

GOVERNMENT-BACKED STUDENT LOAN?

The federal government prohibits hiring any individuals who have de-
faulted on a government-backed student loan. This is not just a Department
of Homeland Security policy, but one that is recognized across the spectrum
of federal employment.

IF YOU WERE IN THE MILITARY,

DID YOU RECEIVE AN HONORABLE DISCHARGE?

The DHS will not consider for employment any military personnel who re-
ceived a less than honorable discharge.

ARE YOU WILLING TO TRAVEL IN THE

UNITED STATES AS WELL AS TO FOREIGN COUNTRIES?

If you like to travel in the United States as well as to foreign countries, then
the Department of Homeland Security is for you. If you don’t like to travel,
do not worry. The Department of Homeland Security has many positions
that do not require travel.

HAVE YOU EVER BEEN CONVICTED OF BUYING,

SELLING, OR TRANSPORTING ILLEGAL DRUGS?

One of the main roles of the Department of Homeland Security is to pre-

vent the introduction of illegal drugs into the United States, and thus the
DHS drug policy is very strict. Since DHS positions are considered public

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INTRODUCTION

trust positions, the agency does not allow any employees to have convictions
for buying, selling, or transporting illegal drugs.

DO YOU CURRENTLY MAINTAIN DUAL CITIZENSHIP?

The Department of Homeland Security does not allow for any employee to
maintain dual citizenship. If you are offered the job, it will be done on the
contingency that you surrender your foreign citizenship. Because of the na-
ture of the risk concerning security-sensitive information, some positions
may not allow employees to have ever maintained dual citizenship after the
age of 18.

HAVE YOU EVER BEEN ISSUED A FOREIGN PASSPORT?

The Department of Homeland Security has to carefully scrutinize the po-

tential for foreign influence in all their employees. If you possessed a for-
eign passport after the age of 18, you may not be eligible for some positions
within the Department of Homeland Security.

ARE YOU WILLING TO CARRY A

FIREARM IN THE PERFORMANCE OF
YOUR DUTIES, AND USE IT IF REQUIRED?

All sworn law enforcement positions are required to carry a firearm dur-
ing the performance of their duties. If you are not willing to carry a
firearm or use it during the performance of your duties, you may not
want to consider a sworn law enforcement position. However, many posi-
tions within the Department of Homeland Security do not require you to
carry a firearm.

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HAVE YOU EVER ILLEGALLY OR INAPPROPRIATELY

REMOVED HARDWARE, SOFTWARE OR MEDIA,
AND/OR INTRODUCED HARDWARE, SOFTWARE OR
MEDIA INTO AN INFORMATION TECHNOLOGY SYSTEM?

Applicants will not be considered for a security clearance if they have ille-
gally or inappropriately removed hardware, software or media, or intro-
duced hardware, software or media into an information technology system.
The Department of Homeland Security views misuse or illegal activities
surrounding information technology to be a very serious threat to national
security.

HAVE YOU EVER BEEN FIRED FROM

A JOB OR CONVICTED OF A CRIME
INVOLVING AN INTENTIONAL BREACH OF TRUST?

An applicant who has a history of embezzlement, employee theft, check

fraud, income tax evasion, expense account fraud, deceptive loan statements,
or any other intentional breach of trust will be considered a security risk,
and will most likely not be offered a job unless there were extreme extenuat-
ing circumstances.

ARE YOU WILLING TO UNDERGO A

COMPREHENSIVE BACKGROUND INVESTIGATION?

Many jobs within the Department of Homeland Security will require a se-
curity clearance. As part of the security clearance process, a background in-
vestigator will contact all of your past employers, your spouse (or ex-spouse)
and family members, as well as many of your friends and neighbors.

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INTRODUCTION

ARE YOU WILLING TO BE COMPLETELY FORTHRIGHT

AND HONEST WITH ANY QUESTIONS REGARDING YOUR
PAST THAT A BACKGROUND INVESTIGATOR MAY HAVE?

During the course of a background investigation, you may be asked many

different questions regarding your actions in the past. You must be com-
pletely honest and candid in answering all questions. Failing to be honest
and candid will result in immediate dismissal from the hiring process.

ARE YOU WILLING TO TAKE RANDOM DRUG TESTS

THROUGHOUT THE DURATION OF YOUR CAREER?

Employees with the Department of Homeland Security are required to sub-

mit to random drug tests during the duration of their employment. A posi-
tive drug test will result in dismissal from employment.

ARE YOU WILLING TO LEARN A FOREIGN LANGUAGE?

Some positions within the Department of Homeland Security require you

to speak a foreign language, such as jobs with the Border Patrol. However, if
you’re interested in a career with the Border Patrol, don’t worry—the DHS
will send you to school to learn to speak the language.

ARE YOU WILLING TO GO THROUGH

INITIAL PAID TRAINING THAT MAY BE
AS LONG AS SIX MONTHS IN LENGTH?

Many positions within the Department of Homeland Security will require

you to attend training before you start in your position. Some positions, in-
cluding criminal investigator (special agent), require training that may even
exceed six months before you actually start in your new position. This train-
ing is all paid, and if the training is not located in your city, travel and hous-
ing is usually paid for.

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ARE YOU WILLING TO FREQUENTLY ATTEND

ON-THE-JOB TRAINING CLASSES,
INCLUDING CLASSES HELD IN OTHER STATES?

DHS employees frequently have to attend training while at work. For many
employees, this training may require travel to the Federal Law Enforcement
Training Center, which is headquartered in Glynco, Georgia, with satellite
campuses in Artesia, New Mexico; Charleston, South Carolina; and Chel-
tenham, Maryland.

ARE YOU WILLING TO COOPERATIVELY

WORK WITH OTHER AGENCIES, INCLUDING
LOCAL, STATE, AND FEDERAL AGENCIES?

The Department of Homeland Security coordinates the response of over

87,000 jurisdictions. Frequently, the members of the Department of
Homeland Security will work side-by-side with members from other
agencies, including local and state agencies, as well as other federal agen-
cies. It is important to be able to work cooperatively with the other
agencies in order to accomplish the mission of the Department of Home-
land Security.

ARE YOU IN GOOD PHYSICAL SHAPE?

Many positions within the Department of Homeland Security require you

to be in good physical shape. Because many of the jobs do not have a typical
office, you may be required to perform various strenuous physical activities
during the course of your duties. Some of the positions within the Depart-
ment of Homeland Security will require you to pass a preemployment phys-
ical agility test prior to being hired.
Think you have what it takes to pursue a career in the DHS? Then keep
reading! The first chapter of this book takes you through the evolution of
what has become the largest law enforcement agency in the United States of
America—the Department of Homeland Security. In Chapters 2 through 8,

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INTRODUCTION

you will explore the myriad areas of opportunity within the DHS, to help
you pinpoint the career that best fits you. Finally, in Chapters 9 through 14,
we look into strategies that will help you get the job you want in the Depart-
ment of Homeland Security. You’ve taken the first step to becoming a
homeland security professional.

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CHAPTER one
WHY HOMELAND SECURITY?

ONE TEAM, ONE MISSION

The DHS mission statement reads:

We will lead the unified national effort to secure America. We will

prevent and deter terrorist attacks and protect against and respond to
threats and hazards to the nation. We will secure our national borders
while welcoming lawful immigrants, visitors, and trade.1

On October 8, 2001, five weeks after the 9/11 terrorist attacks on New
York City and Washington, DC, President Bush created the White House
Office of Homeland Security. A year later, on November 19, 2002, Con-
gress passed legislation mandating the Department of Homeland Security;

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Becoming a HOMELAND SECURITY PROFESSIONAL

the DHS became operational three months after that, on January 24,
2003; and most agencies comprising the new department merged on
March 1, 2003.
The creation of the DHS involved the largest reorganization of the fed-
eral government since the U.S. Department of Defense was created in
1947,2 and its strategic plan is simple and straightforward: “One team, one
mission, securing our homeland.”3 With over 216,000 employees, DHS is
tasked with protecting the territories of the United States, patrolling our
borders and ports, defending the skies, enforcing immigration laws, and re-
sponding to disasters and other significant emergencies. The career oppor-
tunities are enormous.

QUICK FACT
The Department of Homeland Security currently has over 216,000 employees.

WHAT IS DHS?

The historic reorganization that marked the creation of the DHS in 2002
unified over 22 departments and agencies within the federal government
and transferred agencies, personnel, assets, and obligations directly to the
newly created DHS. This complete reorganization was no easy task and
continues to evolve today. The following table lists the departments and
agencies prior to the Homeland Security Act of 2002 and how they line up
today under the DHS umbrella:

Original Agency (Department) Current Agency/Office

U.S. Customs Service (Treasury) U.S. Customs and Border Protection

U.S. Immigration and Customs Enforcement

Immigration and Naturalization Service (Justice) U.S. Customs and Border Protection
U.S. Immigration and Customs Enforcement
U.S. Citizenship and Immigration Services

Federal Protective Service U.S. Immigration and Customs Enforcement

Transportation Security Administration Transportation Security Administration

(Transportation)

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Why Homeland Security?

Original Agency (Department) Current Agency/Office

Federal Law Enforcement Training Center Federal Law Enforcement Training Center
(Treasury)
Animal and Plant Health Inspection Service U.S. Customs and Border Protection
(part)(Agriculture)
Office for Domestic Preparedness (Justice) Responsibilities distributed within FEMA
Federal Emergency Management Agency (FEMA) Federal Emergency Management Agency
(FEMA)
Strategic National Stockpile and the National Returned to Health and Human Services, July,
Disaster Medical System (HHS) 2004
Nuclear Incident Response Team (Energy); Responsibilities distributed within FEMA
Domestic Emergency Support Teams (Justice);
National Domestic Preparedness Office (FBI)
Chemical, Biological, Radiological, and Nuclear Science & Technology Directorate
(CBRN) Countermeasures Programs (Energy);
Environmental Measurements Laboratory
(Energy); National BW Defense Analysis Center
(Defense); Plum Island Animal Disease Center
(Agriculture)
Federal Computer Incident Response Center US-CERT, Office of Cybersecurity and
(GSA) Communications in the National Programs
and Preparedness Directorate
National Communications System (Defense) Office of Cybersecurity and Communications
in the National Programs and Preparedness
Directorate
National Infrastructure Protection Center (FBI) Dispersed throughout the department,
including Office of Operations Coordination
and Office of Infrastructure Protection
Energy Security and Assurance Program Integrated into the Office of Infrastructure
(Energy) Protection
U.S. Coast Guard U.S. Coast Guard
U.S. Secret Service U.S. Secret Service

The following three directorates, created by the Homeland Security Act of 2002, were abolished
by a reorganization in July 2005 and their responsibilities were transferred to other
departmental components:
Border and Transportation Security
Emergency Preparedness and Response
Information Analysis and Infrastructure Protection

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DEPARTMENTS WITHIN THE DEPARTMENT

The Department of Homeland Security has coordinated the resources at the

federal, state, and local level, integrating over 87,000 different jurisdictions.
To know where you may fit in the vast undertakings of DHS, you need to
know what each department of DHS does and compare them to your career
interests. Here are the major components that currently make up DHS.4
The Directorate for National Protection and Programs works to ad-
vance the Department’s risk-reduction mission. Reducing risk requires an
integrated approach that encompasses both physical and virtual threats and
their associated human elements. This department provides cyber and com-
munication security, resiliency, and reliability, protection of the nation’s in-
frastructure, promotion of intergovernmental cooperation, national risk
management and analysis, and biometrics-based technologies.
The Directorate for Science and Technology is the primary research
and development arm of the DHS. It maintains partnerships with the pri-
vate sector, national laboratories and universities, and other governmental
agencies both foreign and domestic. The Directorate for Science and Tech-
nology is discussed in further detail in Chapter 2.
The Directorate for Management is responsible for DHS budgets and
appropriations, expenditure of funds, accounting and finance, procurement,
and human resources. The Directorate for Management also provides infor-
mation technology systems, facilities and equipment, and the identification
and tracking of performance measurements.
The Office of Policy is the primary policy formulation and coordination
component of DHS. It provides a centralized, coordinated focus to the de-
velopment of department-wide, long-range planning to protect the United
States through coordinated development; strategic planning; coordination
with federal, state, and local law enforcement; international affairs; immigra-
tion statistics; and private sector communication. It also provides advice to
support decisions involving global actions.
The Office of Health Affairs coordinates all medical activities of DHS
to ensure appropriate preparation for and response to incidents having
medical significance. The Office of Health Affairs provides bio-monitoring,
emergency management and response, safety and personnel programs, and
global health security.

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Why Homeland Security?

The Office of Intelligence and Analysis is responsible for using infor-

mation and intelligence from multiple sources to identify and assess current
and future threats related to border security, threats of radicalization and ex-
tremism, threats from particular groups entering the United States, and
threats to the critical infrastructure and key resources. The office collects,
analyzes, and disseminates information and intelligence, and provides train-
ing to federal, state, and local governmental personnel. It also partners with
governmental agencies to address their hazard information needs, and as-
sists with the development and implementation of effective information-
sharing policies.
The Office of Operations Coordination is responsible for monitoring
the security of the United States through intelligence and law enforcement.
The intelligence side focuses on pieces of highly classified intelligence and
how this intelligence contributes to the current threat picture. The law en-
forcement side is dedicated to tracking the different enforcement activities
across nations that may have a connection, tie, or link to terrorists. This in-
formation gathering and tracking is conducted on a daily basis and activities
are coordinated within the department as well as with governors, homeland
security advisors, law enforcement partners, and critical infrastructure oper-
ators in all 50 states, and more than 50 major urban areas nationwide.
The Federal Law Enforcement Training Center (FLETC) provides
career-long training to law enforcement professionals to help them fulfill
their responsibilities safely and proficiently. The FLETC serves as an inter-
agency training center for more than 80 federal agencies and also provides
services to state, local, and international law enforcement agencies. The
FLETC is headquartered in Glynco, Georgia, and also has training sites in
Artesia, New Mexico, and Charleston, South Carolina. The FLETC also
provides oversight and management for the International Law Enforcement
Academy in foreign lands.
The Domestic Nuclear Detection Office works to enhance the nuclear
detection efforts of federal, state, territorial, tribal, and local governments as
well as the private sector, and to ensure a coordinated response to threats.
This includes conducting research and development, determining vulnera-
bilities, providing information, and sharing forensics capabilities. This Of-
fice also detects and reports unauthorized attempts to import, possess, store,
develop, and transport nuclear or radiological material.

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Becoming a HOMELAND SECURITY PROFESSIONAL

The Transportation Security Administration (TSA) protects the na-

tion’s transportation systems to ensure freedom of movement for people and
commerce. It provides security screening of passengers and luggage, federal
air marshals, pilot and flight crew training, trucking security programs, port
security training, explosives detection canine teams, freight rail programs,
and bus security programs.
United States Customs and Border Protection (CBP) is responsible
for protecting and controlling our nation’s borders and is one of the largest,
most complex components of DHS. This office enforces the laws against
human and drug smuggling, illegal migration, and agricultural pests. CBP
also facilitates trade through import and export.
United States Citizenship and Immigration Services is responsible
for the administration of immigration and naturalization adjudication func-
tions and for establishing immigration services policies and priorities. This
office oversees citizenship, residency, employment authorization, adoptions,
asylum, refugee status, and student authorization.
United States Immigration and Customs Enforcement (ICE) is the
largest investigative arm of the DHS. ICE is responsible for identifying and
shutting down vulnerabilities in the nation’s border, economic, transporta-
tion, and infrastructure security. ICE investigates the following: drug traf-
ficking, immigration and customs fraud, child pornography, financial
crimes, intellectual property rights violations, sexual predators, visa security,
document and identity fraud, and illegal arms trafficking.
The United States Coast Guard (USCG) is a military, multimission
maritime service. It protects the public, the environment, and United States
economic interests in the nation’s ports and waterways, along the coast, on
international waters, or in any maritime region as required in support of na-
tional security. The USCG also provides maritime safety and security, and
facilitates commerce of goods and services as well as protection of natural
services. The Coast Guard is also tasked with national defense as one of the
five United States armed services.
The Federal Emergency Management Agency (FEMA) prepares the
nation for hazards and manages federal response and recovery efforts fol-
lowing any national incident. This office also administers the National
Flood Insurance Program. The Federal Emergency Management Agency
provides service to disaster victims, operational emergency planning, inci-

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Why Homeland Security?

dent management, disaster logistics, hazard mitigation, emergency commu-

nications, and integrated preparedness.
The United States Secret Service (USSS) protects the president and
other high-level officials. The Secret Service investigates counterfeiting and
other financial crimes, including financial institution fraud, identity theft,
and computer fraud; it also investigates computer-based attacks on United
States financial, banking, and telecommunications infrastructure.
The Office of the Secretary oversees activities with other federal, state,
local, and private entities as part of a collaborative effort to strengthen our
borders, provide for intelligence analysis and infrastructure protection, im-
prove the use of science and technology to counter weapons of mass de-
struction, and create a comprehensive response and recovery system. The
Office of the Secretary includes multiple offices that contribute to the over-
all homeland security mission, all of which are discussed in more detail in
the following chapter.

ADVISORY PANELS AND COMMITTEES

The Homeland Security Advisory Council provides advice and recom-

mendations to the secretary of DHS on matters related to homeland secu-
rity. The council is comprised of leaders from state and local government,
first responder communities, the private sector, and academia.
The National Infrastructure Advisory Council provides advice to the
president of the United States through the secretary of homeland security
on the security of information systems for the public and private institutions
that constitute the critical infrastructure of the United States economy.
The Homeland Security Science and Technology Advisory Commit-
tee serves as a source of independent scientific and technical planning ad-
vice for the undersecretary for science and technology.
The Critical Infrastructure Partnership Advisory Council was estab-
lished to facilitate effective coordination between federal infrastructure pro-
tection programs with the infrastructure protection activities of the private
sector and of state, local, territorial, and tribal governments.
The Interagency Coordinating Council on Emergency Prepared-
ness and Individuals with Disabilities was established to ensure that the

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federal government appropriately supports safety and security for individu-

als with disabilities in disaster situations.
The Task Force on New Americans is an interagency effort to help im-
migrants learn English, embrace the common core of American civic cul-
ture, and fully integrate into society.
As you can see, the DHS utilizes a whole array of support staff to carry
out their mission and encompasses a wide spectrum of career possibilities.
This diversity, combined with today’s economy, makes the DHS an attrac-
tive and secure career option for qualified individuals.

DIVERSITY

Minority representation in the federal government far exceeds the participa-

tion found in the private sector. In particular, the Hispanic and Latino mi-
nority population is a valuable asset to DHS, especially along our southern
borders. According to the Department of Labor, at 18.9% Hispanics and
Latinos are represented more in DHS than in other government agency or
department.5

QUICK FACT
Hispanics and Latinos make up 18.9% of the DHS workforce, the largest concentra-
tion in any United States agency.

The federal government leads the private sector in hiring women, as well,
and is a particularly attractive option for family-minded career women. The
Bureau of Labor Statistics states that 53.2% of the federal government uti-
lizes a flex schedule, compared to the private sector where flex scheduling is
found less than 37% of the time.6 If you have a family, then a federal career
with flex scheduling may be just the thing you have been looking for.
If you are a veteran of the armed forces, the federal government wants
your discipline, dedication to public service, skills, and training. The DHS
seeks former military personnel and provides veterans with up to ten prefer-
ence points on application scores.

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Why Homeland Security?

If you think having a disability will not allow you to work with DHS,
think again. The federal government has paved the way in hiring people
with disabilities. Chapter 2 discusses this topic in more detail.
The needs of the federal government and, in particular, those found
within DHS create endless possibilities. Eighty-seven percent of the jobs in
the federal government are located outside the Washington, DC area.7
Whether your interests lie in the maritime environment, the Southwest
border or Canadian border, our nation’s capital, or any place in between, the
DHS likely has a position located in an area of the United States that will
appeal to you. If you are interested in foreign travel, DHS also has positions
located outside the United States.
The federal government serves as a model to the private sector in
achieving workplace diversity and the DHS can provide individuals with
a myriad of employment opportunities that you may have thought were
out of reach.

QUICK FACT
Eighty-seven percent of the jobs in the federal government are located outside of
Washington, DC.

TODAY’S ECONOMY

Due to the nation’s recent spike in unemployment, fewer private businesses

are expanding and many are downsizing. Conversely, the federal stimulus
package has created an increased number of job opportunities within DHS,
and federal pay takes the economic climate into account, with annual cost-
of-living increases and locality pay adjustments called COLA. These adjust-
ments amounted to a 3.9 cost-of-living increase in 2009; based on figures
released by the Department of Labor, it is slated to increase over 2.9 percent
further in 2010.
For anyone looking for a career with relative stability, the federal govern-
ment has become a much more attractive option than the private sector for
job security and satisfaction.

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PROJECTIONS FOR THE FUTURE

Although no one can accurately predict what the future will hold for job
prospects within DHS, the trend is for the government to increase person-
nel as the need for services increases. Currently, the federal government
employs 2.1% of the nation’s total workforce, and this number is projected
to grow by 2.5% through 2014.8
According to Where the Jobs Are, Mission Critical Opportunities for America,
published by the Partnership for Public Service, the federal government’s
greatest hiring need is in security enforcement and compliance assistance ca-
reers. With more than 8,000 miles of international land and water bound-
aries to protect, it is no surprise that the DHS is expected to extensively hire
in the areas of border control and airport security. The single largest in-
creases are in the occupational categories of criminal and noncritical investi-
gators, inspectors, police officers, security and prison guards, transportation
safety officers, customs and border patrol officers, immigration agents, and
intelligence analysts. We look further into these careers in Chapter 2.
In addition to the creation of new jobs within DHS, recent federal re-
ports estimate that 42% of today’s federal employees will be reaching retire-
ment age by the year 2010, and those vacancies will need to be filled.9

QUICK FACT
Forty-two percent of today’s federal employee workforce will be eligible to retire in
the year 2016.

IF YOU ARE JUST STARTING YOUR CAREER

The DHS offers recent college grads job security, excellent benefits, and,
most importantly, a future as an integral part of the protection and future of
our nation. The federal government offers attractive hiring incentives to re-
cent grads, such as recruitment bonuses and student loan repayments. The
student loan repayment program can help recent grads repay student loans,
paying up to $10,000 per year to a total of $60,000. This incentive can be

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Why Homeland Security?

important when you are considering loan repayment options; however,

there are some stipulations, such as minimum length of service require-
ments. Government incentive programs are discussed in further detail in
later chapters.
Just starting or not yet finished with college? The federal government of-
fers summer jobs, internships, and volunteer programs to college students.
These programs can help you discover your interests and build contacts
within the federal government, and provide valuable work experience re-
lated to your academic program. These available programs can help you
find the right federal career.

IF YOU ARE LOOKING FOR A MIDCAREER CHANGE

As we just learned, more than 40% of current full-time federal employees

will retire by 2016, which will leave a critical void in experienced leaders.
The federal government will look to the private sector to fill that need,
which creates an unprecedented opportunity for those looking for a mid-
career change. If you are currently employed in the private sector you may
be able to bring your experience and leadership, along with fresh ideas,
into DHS.
For those already employed by the federal government who are looking
for a less stressful or more challenging position in leadership, the DHS,
with its diverse responsibilities, can offer a large pool of new career-changing
opportunities. This book contains the tools necessary to help you discover
(or rediscover) your interests and guide you through the application
process. If you have been employed in the federal government for any
length of time, you may need to brush up on how to reapply, as the applica-
tion process may have changed. The federal application process is covered
in depth in Chapter 11.

QUICK FACT
DHS is in need of experienced professionals from the private sector, even retired or
semiretired individuals.

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Now that we have discussed a little of what the Department of Home-

land Security has to offer, it is time to explore in depth the actual job
opportunities available so you can discover your perfect homeland security
career match.

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CHAPTER two
MISSION SUPPORT CAREERS

IN THIS chapter we take a deeper look into careers that make up the
behind-the-scenes jobs at DHS—mission support. The careers found in
mission support make up the critical infrastructure of the organization, and
without these personnel, those on the front lines would not be able to per-
form their tasks. Careers in mission support can be found in management,
human resources, Internet technology, engineering, accounting, sciences,
research, communication, and much more.
Let us look at each department that has careers in mission support. While
reviewing what each department does, think about how your interests and
abilities may fit into a future career.

OFFICE OF THE SECRETARY

The Office of the Secretary is headed by the secretary of DHS and identi-
fies the goals and objectives of DHS. The Office of the Secretary oversees

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activities pertaining to DHS and coordinates, integrates, and centralizes

those activities through sound and cohesive management. It brings together
federal, state, and local governments with a unified mission to secure the
United States and preserve its freedoms without a duplication of efforts.
The focus of this office is to sharpen operational effectiveness in delivering
services in support of DHS.

QUICK FACT
Scientific professionals within DHS research and develop new technology utilized by
federal, state, and local governments, as well as the private sector.

DIRECTORATE FOR SCIENCE AND TECHNOLOGY

As the primary research and development arm of DHS, this office encour-
ages and sustains an integrated basic research enterprise to produce the fun-
damental scientific understanding and technology needed to meet current
and future requirements of DHS. The Directorate of Science and Technol-
ogy focuses on enabling its personnel to carry out the vital missions of
DHS. These personnel include the field agents, inspectors, members of the
Coast Guard, airport screeners and federal air marshals, as well as state, lo-
cal, and federal emergency responders, and many others.
The Directorate for Science and Technology maintains a portfolio of six
basic focus research areas:

1. Explosives Division
2. Chemical and Biological Division
3. Command and Control Interoperability Division
4. Infrastructure and Geophysical Division
5. Human Factors/Behavioral Sciences Division
6. Borders and Maritime Division

The mission of the Explosives Division is to provide, through research and

development, the detection and countermeasure techniques and technology
necessary to protect the nation against the malicious use of explosives. It ac-
complishes this mission through improved informatics and design for bio-

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logical and chemical analysis, highly accurate sampling, assays, instruments,

data analysis, storage interoperability, preservation, decision tools, and re-
sponse and recovery research, as well as through education programs to
support graduate student research in science, technology, engineering, and
mathematics disciplines.
The focus of the Chemical and Biological Division is to increase the na-
tion’s preparedness against chemical and biological threats through improved
threat awareness, advanced surveillance, detection and protective counter-
measures, response and restoration programs, and forensics. The Chemical
and Biological Division works closely with DHS’s Office of Health Affairs and
chief medical officer as well as the Office of Infrastructure, increasing aware-
ness of public and governmental security threats and their response to them.
The Command and Control Interoperability Division works with
other federal, state, and local governments as well as private business to cre-
ate and deploy information resources to strengthen communications inter-
operability, improve Internet security, and develop automated capabilities to
help identify potential national threats. This division also leads cybersecu-
rity research as well as the development, testing, and evaluation necessary to
secure the United States’ future critical cyber infrastructure. We look a lot
more closely at cybersecurity careers in the Chapter 6.

QUICK FACT
The Department of Homeland Security protects the United States from the hazards of
natural and manmade threats including terrorism, hurricanes, flooding, and tornados.

The mission of the Infrastructure and Geophysical Division is to im-

prove and increase the nation’s preparedness for and response to natural and
man-made threats through situational awareness, emergency response capa-
bilities, and critical infrastructure protection. This division’s primary areas
of concern are:

 critical infrastructure protection (banking, energy, water, healthcare,

nuclear materials, transportation systems, and national monuments
and icons)
 preparedness and response (saving lives, minimizing damage, and
restoring critical services)

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 geophysical concerns (natural catastrophes, hurricanes, floods, and

earthquakes)

In addition, this division develops technical solutions and modeling and

simulation tools to improve the hazard response of federal, state, and local
governmental agencies, and aids in private business preparation.
The Human Factors/Behavioral Sciences Division develops and ap-
plies social, behavioral, and physical sciences to better understand terrorist
motivation, intent, and behavior. This division’s major thrust areas are in:

 personal identification systems

 human technology integration
 social and behavioral threat analysis

The Human Factors/Behavioral Sciences Division works to improve the

identification and analysis of threats, but also to enhance societal resilience
and integrate human capabilities into the development of technologies.
They accomplish this through improved screening processes to identify de-
ceptive and suspicious behavior; the development and use of biometrics; and
through credentialing tools, building safety, and utilizing public input.

QUICK FACT
The Department of Homeland Security is the nation’s first line of defense for the
United States borders, including its maritime and aviation interests.

The mission of the Borders and Maritime Division is to protect the se-
curity of the United States borders and waterways without impeding the
flow of commerce and travelers. This is accomplished by developing tech-
nologies and methods to detect dangerous individuals and materials and
prevent them from entering the United States. This includes advanced
screening and targeting, risk assessment, analysis of the supply chain, auto-
mated imagery detection capabilities, and both intrusive and nonintrusive
search technologies. This division also increases officer safety through facial
recognition technologies, surveillance capabilities, gunfire location detec-
tion, less lethal countermeasures, and ballistics protection.

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Other Offices

The Directorate for Science and Technology also include:

 The Office of Business Operations, Services, and Human Capi-

tal, which serves to provide human capital resources, financial plan-
ning, management, monitoring, and logistical support for science and
technology operations and research.
 The Office of Corporate Communications, which serves to pro-
vide the necessary infrastructure and flow of communications
throughout the Directorate of Science and Technology.
 The Office of Homeland Security Institute, which serves to ad-
dress important homeland security issues, particularly those requir-
ing scientific, technical, and analytical expertise utilizing think tank
concepts.
 The Office of Interagency and First Responders Programs,
which serves to coordinate joint science and technology programs of
national scope and impact.
 The Office of International Cooperative Programs, which serves
to match DHS research, development, testing, and evaluation with
the international community through cooperative research activities.
 The Office of Operations Analysis Division, which serves to man-
age federally funded research and development centers, evaluating
and validating competing concepts of operations, new system con-
cepts, and ongoing projects.
 The Office of Policy and Budget Division, which serves to provide
fiscal management of appropriations under science and technology,
and the financial administration of all its programs.
 The Office of Special Programs, which serves to provide program-
matic leadership and direction in programs that are deemed espe-
cially sensitive, classified, or deserving of extraordinary security
protection in the areas of emerging threats, risk sciences, intelligence,
surveillance and reconnaissance, and special access.
 The Office of Test and Evaluation Standards, which serves to es-
tablish policies and programs to support the development, coordina-
tion, and operational management of test and evaluation standards.

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OFFICE OF INTELLIGENCE AND ANALYSIS

The Office of Intelligence and Analysis (I&A) provides intelligence and in-
formation to the secretary of DHS and federal officials, as well as to local
and private sector partners. Under DHS, I&A comprises the intelligence el-
ements of the following DHS components:

 Citizenship and Immigration Services

 United States Coast Guard
 Customs and Border Protection
 Immigration and Customs Enforcement
 Transportation Security Administration

The key areas of intelligence and analysis focus on threats relating to border
security; radicalization and extremism; suspect groups entering the United
States; critical infrastructure and key resources; and weapons of mass de-
struction as well as health threats. The I&A provides intelligence training to
DHS and many others. The I&A partners with state and local governments
as well as the private sector to gather information by creating state and local
fusion centers that provide officials with situational awareness. Its principles
are to change the intelligence culture from “need to know” to “responsibil-
ity to provide,” which enhances the core capabilities of requirements, analy-
sis, and dissemination. The I&A is committed to attracting a world-class
workforce in the future to ensure continued success in the business of pro-
viding homeland security.

QUICK FACT
The Department of Homeland Security coordinates efforts with other federal agen-
cies as well as state, local, and tribal governments.

OFFICE OF OPERATIONS COORDINATION

The Office of Operations Coordination works to deter, detect, and pre-

vent terrorist acts by coordinating federal, state, local, and private sector

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Mission Support Careers

partners. This office coordinates activities related to incident manage-

ment, and employs all the departmental resources to translate intelligence
and policy into action. The Office of Operations Coordination oversees
the National Operations Center, which collects and disseminates informa-
tion to more than 35 federal, state, territorial, tribal, local, and private sec-
tor agencies.

OFFICE FOR CIVIL RIGHTS AND CIVIL LIBERTIES

The Office for Civil Rights and Civil Liberties provides advice to the sec-
retary and senior officers of DHS on a full range of civil rights and civil
liberties issues. This office’s guidelines are designed to facilitate the in-
formation sharing of terrorist, weapons of mass destruction, and home-
land security information while ensuring that information privacy and
other legal rights of Americans are protected. Specific areas of focus
within the office include improving emergency preparedness for individ-
uals with disabilities and updating and strengthening racial profiling
training of law enforcement personnel. The office investigates and re-
solves complaints concerning abuses of civil rights, civil liberties, and
profiling on the basis of race, ethnicity, or religion by employees and offi-
cials of DHS. The office also develops and directs DHS’s equal employ-
ment opportunity programs.

OFFICE OF INSPECTOR GENERAL

The Office of Inspector General (OIG) ensures the integrity and efficiency
of DHS. It serves as an independent and objective body, conducting and su-
pervising inspections, audits, and investigations intended to promote effec-
tiveness, efficiency, and economy, as well as to prevent fraud, abuse,
mismanagement, and waste in programs, personnel, and operations. The
OIG reports assist the secretary of DHS in the development of efficient cost
savings, compliance with laws and regulations, and accountability through-
out DHS. The OIG also assists in future planning for the needs of DHS by
outlining its capabilities and shortfalls.

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DOMESTIC NUCLEAR DETECTION OFFICE

The Domestic Nuclear Detection Office (DNDO) is tasked with the re-
sponsibility of developing a global nuclear detection architecture, conduct-
ing research and development, and acquiring and supporting the
deployment of domestic nuclear detection systems.
The DNDO accomplishes this by further delegating responsibilities
within the department to eight different offices:

1. The Office of Architecture Directorate determines gaps and vul-

nerabilities in the existing global nuclear detection architecture. This
office then formulates recommendations and plans for developing an
enhanced architecture.
2. The Office of Mission Management Directorate manages
DNDO programs in key mission areas including: ports of entry, gen-
eral aviation, maritime, and domestic interior.
3. The Office of Product Acquisition and Development Direc-
torate carries out the engineering development, production, devel-
opmental logistics, procurement, and development of current and
next-generation nuclear detection systems.
4. The Office of Transformational and Applied Research Direc-
torate conducts, supports, coordinates, and encourages aggressive,
long-term research and developmental programs to address signifi-
cant architecture and technical challenges unresolved by research and
development efforts on the near horizon. This office sponsors re-
search with the national laboratories and private industry to explore
innovative detection materials and concepts.
5. The Office of Operations Support Directorate develops informa-
tion sharing and analytical tools necessary to create a fully integrated
operating environment. This is accomplished through a joint opera-
tions center staffed with employees from the Department of De-
fense, Department of Energy, Federal Bureau of Investigation, and
Nuclear Regulatory Commission. This office also conducts training
with federal, state, and local law enforcement and emergency re-
sponders and holds exercises to evaluate equipment and alarm adju-
dication processes.

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6. The Office of Systems Engineering and Evaluation Directorate

ensures that DNDO proposes sound technical solutions and thor-
oughly understands systems performance and vulnerabilities prior to
deploying those technologies. This office sets technical capability
standards and implements a test and evaluation program to provide
performance, suitability, and survivability information, and related
testing, for preventive radiological and nuclear detection equipment
in the United States.
7. The Office of Red Teaming and Net Assessments independently
assesses the operational performance of planned and deployed capa-
bilities, including technologies, procedures, and protocols. Red team-
ing is the practice of viewing a problem from a competitor’s
perspective.
8. The Office of National Technical Nuclear Forensics Center pro-
vides national-level stewardship, centralized planning, and integra-
tion to increase national technical nuclear forensics capabilities.

NATIONAL PROTECTION AND

PROGRAMS DIRECTORATE

The National Protection and Programs Directorate (NPPD) oversees the

safeguards of critical information systems and high-risk critical infrastruc-
ture such as telecommunications assets, and leads DHS cybersecurity pro-
grams for the federal government and the private sector. (Careers in
cybersecurity are discussed in depth in Chapter 6.) This office also facili-
tates DHS in identity management and biometrics services, and it coordi-
nates risk management methodologies across DHS. NPPD also works with
state, local, and private-sector partners to identify threats, determine vul-
nerabilities, and target resources toward the greatest risks.
The National Protection and Programs Directorate is divided into the
following five divisions:

1. The Office of Cybersecurity and Communications (CS&C) is re-

sponsible for enhancing the security, resiliency, and reliability of the
United States’ cyber and communications infrastructure. The CS&C

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actively engages the public and private sector, as well as international

partners, to prepare, prevent, and respond to catastrophic incidents
that could degrade or overwhelm these strategic assets.
2. The Office of Infrastructure Protection (IP) leads a coordinated
national program to reduce risks to the United States’ critical infra-
structure and key resources posed by acts of terrorism, and to
strengthen United States preparedness, timely response, and rapid
recovery in the event of an attack, natural disaster, or other emer-
gency. The IP’s mission is to identify and analyze threats and vul-
nerabilities; coordinate federal, state, local, territorial, and private
entities that share information and resources; and mitigate risks and
effects.
3. The Office of Intergovernmental Programs (IGP) facilitates
timely and meaningful consultation by DHS and its agencies with
state, local, tribal, and territorial partners. The IGP carries this out
by facilitating communication, acting as advocate, and coordinating
and advancing a liaison between DHS expert resources and the expert
resources of United States autonomous governments.
4. The Office of Risk Management and Analysis (RMA) is responsi-
ble for synchronizing, integrating, and coordinating risk manage-
ment and risk analysis approaches within DHS. The RMA serves as
DHS’s executive agent for national level risk management analysis,
standards, and metrics, developing a coordinated, collaborative effort
that will allow DHS to leverage and integrate risk expertise across its
components and external shareholders.
5. The Office of US-VISIT is charged with protecting the United
States from dangerous persons. To accomplish their mission, the
front line personnel in DHS must be able to accurately identify in-
dividuals they encounter and assess whether they pose a risk. This
office provides biometrics identification and analysis services (such
as digital fingerprinting and photographs) that enable enhanced se-
curity to citizens of the United States and its visitors, facilitates le-
gitimate travel and trade, ensures the integrity of the DHS
immigration system, and protects the privacy of visitors to the
United States.

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OFFICE OF COUNTERNARCOTICS ENFORCEMENT

The Office of Counternarcotics Enforcement (CNE) coordinates policy

and operations to stop the entry of illegal drugs into the United States. The
responsibilities of the director of the Office of Counternarcotics Enforce-
ment include:

 coordinating policy and operations within DHS, between DHS and

other federal departments and agencies, and between DHS and state
and local agencies with respect to stopping the entry of illegal drugs
into the United States
 ensuring the adequacy of resources within DHS for stopping the en-
try of illegal drugs into the United States
 recommending the appropriate financial and personnel resources
necessary to help DHS better fulfill its responsibility to stop the entry
of illegal drugs into the United States
 constructing, tracking, and severing connections between drug traf-
ficking and terrorism within the Joint Terrorism Task Force ( JTTF)
 representing DHS on all task forces, comities, or other entities whose
purpose is to coordinate the counternarcotics enforcement activities
of DHS and other federal, state, or local agencies

THE MANAGEMENT DIRECTORATE

The Management Directorate is responsible for the administration of the

budget, appropriations, fund expenditures, accounting and finance, pro-
curement, acquisitions, human resources, and enterprise-wide learning
and development. With 216,000 employees,1 they are tasked with person-
nel, facilities, property, equipment, and other material resources. The
Management Directorate is also responsible for the security of DHS per-
sonnel, information technology and communications systems, grants, and
other assistance programs. The office identifies and tracks performance
measures relating to DHS. The Management Directorate is divided into the
following: Office of Administrative Services, Office of Financial Management,

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Office of Human Capital, Office of Information, Office of Procurement,

and Office of Security.

OFFICE OF HEALTH AFFAIRS

The Office of Health Affairs (OHA) supports and advises DHS on medical
issues related to natural disasters, acts of terrorism, and other man-made
disasters. It oversees DHS biodefense activities; it also leads a coordinated
national architecture for biological and chemical weapons of mass destruc-
tion planning and catastrophic incident management. The Office of Health
Affairs also ensures DHS employees have an effective occupational health
and safety program. The OHA is comprised of the following four offices:

1. The Office of Mass Destruction and Biodefense leads DHS’s bio-

logical and chemical defense activities in coordination with other de-
partments and agencies across the federal government. This office
integrates the biomonitoring activities of executive branch depart-
ments that include: biosurveillance, aerosol detection, environmental
animal surveillance, clinical syndrome detection, mail room observa-
tion, and suspicious substance management. The Office of Mass De-
struction and Biodefense accomplishes this mission as follows:

 The National Biosurveillance Integration Center integrates

the biomonitoring activities to provide a biological common op-
erating picture to facilitate early detection of adverse events and
trends.
 Food, Agriculture, and Veterinary Defense ensures awareness,
readiness, and response to all disasters related to food, animals,
agriculture, and their impact on public health.
 Threats and Countermeasures utilizes material threat assess-
ments and population threat assessments to identify medical coun-
termeasures.
 Early Detection provides bioaerosol environmental monitoring
systems in the largest population centers of the United States for
early detection of biological agents.

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 Chemical Defense provides leadership and direction to assist the

United States in preparedness against a chemical attack and ensure
the execution of an effective response.
2. The Office of Medical Readiness develops policies and programs to
enhance all hazards planning, exercises, and training. This office
oversees the weapons of mass destruction incident support and man-
agement, and promotes the integration of state and local medical re-
sponse capabilities. The Office of Medical Readiness leads DHS in
contingency planning and consequence management health and
medical aspects of: biological, chemical, radiological, and nuclear
hazards.
The Office of Medical Readiness is comprised of the following
divisions:

 The Planning and Policy Division provides planning for scenar-

ios, identifies health and medical impacts, and develops courses of
action to mitigate those impacts. This Division builds integration,
synchronization, and coordination of strategic planning activities.
 The Medical First Responder Coordination Division leads
DHS in improving medical first responders’ readiness for cata-
strophic incidents and serves as the principle representative to the
medical first responders’ community. This division identifies first
responders’ best practices and provides guidance and support for
the implementation of those practices.
 The Incident Coordination Division provides incident manage-
ment and guidance through coordination of all DHS goals and
mandates for planning and responding to health-related issues dur-
ing disasters, mass casualty incidents, and national special security
events.
 The Grants Coordination Division leads interagency alignment
of health preparedness grants, by identifying and addressing gaps
in resources identified through DHS’s planning process. The Divi-
sion works to enhance training and exercise resources to meet
health and medical needs of federal, state, and local agencies.
 The Emergency Management and Medical Response Integra-
tion Division facilitates integration of emergency management

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and medical response capabilities at the regional, state, and local

levels as well as the private sector to leverage resources. This divi-
sion works to enhance emergency preparedness systems for effec-
tively responding to a public health crisis caused by, for example,
weapons of mass destruction, pandemic influenza, and biodefense
elements.

QUICK FACT
The Department of Homeland Security is the lead agency for the federal government in
the training and coordination of medical first responders for all levels of government.

3. The Office of Component Services leads the initiatives that sup-

port DHS’s employee health and workplace protection. It provides
medical oversight for health care delivery and operational medicine
to save lives when preparing for and responding to natural or man-
made incidents. This is accomplished by supporting DHS incident
response capabilities, protecting the workforce, and providing effec-
tive occupational medicine, health, and safety programs. The Office
of Component Services carries this out by creating and establishing
consistent standards for emergency medical care delivered, as well as
providing physician medical oversight, general and specific treatment
protocols, and education and training standards. The Office of Com-
ponent Services works to ensure that DHS employees are able to pro-
tect themselves from exposure to hazardous material and persons as
they interact with travelers, screen cargo, and patrol the nation’s wa-
terways and borders.
4. The Office of International Affairs and Global Health Security
(IAGHS) serves as the subject matter expert on all aspects of global
health security, natural and man-made global health threats, interna-
tional medical readiness, and all hazardous emergency public health
planning. This office coordinates DHS lessons learned and best prac-
tices in the areas of biodefense and health preparedness by collecting
and sharing international global health security-related activities with
key multinational, multilateral, bilateral, academic, and private sector

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Mission Support Careers

partners. The IAGHS provides international advice and coordina-

tion to three Office of Health Affairs offices as well as other federal
agencies.

PRIVACY OFFICE

The Privacy Office is the first statutory required office at any federal
agency. Its mission is to minimize the impact on the individual’s privacy, in
particular the individual’s personal information and dignity, while achieving
the missions of DHS. The office centralizes Freedom of Information Act
and Privacy Act operations, providing oversight and support.
The Privacy Office operates within the framework of the following pri-
vacy laws:

 The Privacy Act of 1974 embodies a code of fair information prin-

ciples that govern the collection, maintenance, use, and dissemination
of personally identifiable information by federal agencies.
 The E-Governmental Act of 2002 mandates privacy impact assess-
ments for all federal agencies when there are new collections or new
technologies applied to personally identifiable information.
 The Freedom of Information Act of 2002 implements the principles
that people have a fundamental right to know what their government
is doing.
 The Homeland Security Act of 2002 created the Chief Privacy
Officer at DHS, with responsibilities to ensure that privacy and
transparency in government are implemented throughout DHS.
 The 9/11 Commission Act of 2007 amends the Homeland Security
Act to give new authorities to the chief privacy officer.

OFFICE OF LEGISLATIVE AFFAIRS

The Office of Legislative Affairs serves as primary liaison to members of

Congress and their staffs, the White House and executive branch, and to

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other federal agencies and governmental entities that have roles in ensur-
ing national security. The office responds to inquires from Congress and
the White House, and notifies Congress about DHS initiatives, policies,
and programs. The Office of Legislative Affairs also keeps other govern-
mental bodies informed concerning homeland security measures that affect
their operations and DHS actions in jointly undertaken security endeavors.

OFFICE OF THE GENERAL COUNSEL

The Office of the General Counsel is the chief legal advisor to the Secretary
of DHS and chief legal officer for the Department of Homeland Security.
The general counsel and staff ensure that DHS activities comply with all le-
gal requirements, as well as integrate the attorneys and staff throughout
DHS into a cohesive full-service legal team.
Attorneys from the Office of General Counsel and its major components
play major roles in crafting, developing, and defending policies relating to
many of the most important issues facing the United States today including
counterterrorism, immigration, border security, emergency response, and
recovery, as well as countless other legal matters. The Office of General
Counsel is discussed in detail in Chapter 7.

OFFICE OF PUBLIC AFFAIRS

The Office of Public Affairs is responsible for ensuring that the public and
press are informed about the Department of Homeland Security’s activities
and about the priorities and policies of its components. The office advises
the secretary of DHS and the departments on all aspects of media relations
and communication issues. Primary responsibilities of the office include:
preparing communications strategies, media relations, publications review,
and photographic services. The Office of Public Affairs prepares and issues
DHS news releases and reviews and approves those issued by its compo-
nent departments. It serves reporters assigned to the DHS by responding
to inquiries, issuing news releases and statements, arranging interviews,
and conducting news conferences. The office ensures that information

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provided to the news media by DHS is current, complete, and accurate. It

also ensures that all applicable laws, regulations, and policies involving re-
lease of information to the public are followed so that the maximum disclo-
sure is made without jeopardizing investigations and prosecutions,
violating the rights of others, or compromising homeland security.

CITIZEN AND IMMIGRATION SERVICES OMBUDSMEN

The Citizen and Immigrations Services Ombudsmen, mandated by the

Homeland Security Act of 2002, provide recommendations for resolving is-
sues between the individual and the United States Citizenship and Immi-
gration Services department. This is an independent office that acts as an
intermediary between DHS and the rights of the individual in dealings with
the department. The division’s job is to investigate complaints of improper
governmental activities against an individual. Ombudsmen also serve to
identify areas in which individuals and employers have problems dealing
with the department, and propose changes. The Citizen and Immigrations
Services Ombudsmen also attempt to resolve any problems through recom-
mendations or mediation.

CAREERS IN MISSION SUPPORT

Now that you have seen just what the components are that make up mission
support careers in DHS, let us look at some typical careers in mission sup-
port. This listing is in no way meant to be all-inclusive—it would be prohib-
itive to list each and every career available in the missions support career
field. This sampling of available careers should stimulate your interests so
you will research what DHS has available, then assess your skills to see
where they might fit.
Careers in mission support are spread throughout the Department of
Homeland Security’s 22 agencies and departments. Higher educational ca-
reer specialties may be limited to those agencies that specialize in that par-
ticular field.

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CAREER SNAPSHOTS

Who: Information Technology Specialist

What: Is responsible for the coordination and implementation of Information
Technology security programs. Serves as project leader coordinating,
planning, analyzing, and developing solutions to problems related to
automated information system security. Administers system requirements
to ensure compliance as well as the technical aspects of integration and
configuration of systems in the enterprise architecture and compliance
enforcement activities associated with information technology security
policies and procedures.
Where: Information Technology Specialist careers are found throughout the
DHS’s agencies.

Who: Physical Scientist

What: Coordinates, analyzes, researches, and provides technical support for
continued development, acquisition, logistics, and fielding of high-tech
large and/or complex inspections, surveillance, and investigative systems
and equipment during the research, development, testing, and evaluation
acquisition or support phase.
Where: Physical Scientist careers are found primarily within the Directorate of
Science and Technology and the U.S. Coast Guard.

Who: Human Resources Specialist (Labor Relations)

What: Serves to apply expert knowledge and mastery of labor relations and
advanced human resource principles, concepts, regulations, practices,
analytical methods, and techniques to develop and implement a labor
relations program. Also facilitates communications with union representa-
tives and provides advice on matters relating to labor relations issues,
acting as the expert on subject matter and the principle point of contact.
Where: Human Resources careers are found throughout the DHS’s agencies.

Who: Administrative Assistant

What: Answers requests and provides advice to employees, supervisors, finan-
cial management specialists, and human resource specialists on rules,
regulations, and procedures; trains staff on time card issues; works with
human resources on pay impacting issues; maintains directories, lists,

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and other guidelines; sorts and files; transcribes data into documents;
and drafts letters and correspondence.
Where: Administrative Assistant careers are found throughout the DHS’s agencies.

Who: Engineering Technician

What: Monitors and inspects construction contracts, interpreting drawings, speci-
fications, and other contract documents. Investigates and recommend
changes in design, specifications, and schedules; reviews contractor’s
work; performs field inspections; and obtains information for future projects.
Where: Engineering Technician careers are found throughout the DHS’s agencies.

Who: General Attorney

What: Practices mediation, negotiation, facilitation, conflict coaching, training,
and team building; reviews settlements and organizational problems.
Where: General Attorneys are employed throughout the DHS’s agencies.

Who: Mission Support Specialist

What: Performs a wide variety of administrative and management services
essential to the operations of the office, including management and infor-
mation systems, telecommunications, budget, finance, procurement,
human resources, training, logistics, property space, records and files,
printing and graphics, mail, travel, and office equipment. Also conducts
evaluation of administrative programs, systems, and methods, and identi-
fies ways to improve efficiency and effectiveness.
Where: Mission Support Specialist careers are found throughout the DHS’s
agencies.

Who: Program Manager

What: Manages one or more agency programs determining goals and objec-
tives that need emphasis, develops measures that evaluate performance,
makes recommendations for program improvement, manages resources,
and assesses implementation by subordinate organizations and operat-
ing units. Also identifies and resolves issues where no policy exists, tak-
ing innovative actions to address new needs and or issues.
Where: Program Manager careers are found throughout the DHS’s agencies.

Who: Lead Program Analyst

What: Coordinates, coaches, facilitates, and consensus-builds with federal
and contractor analytical teams. Articulates and communicates group

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assignments, projects, actionable events, milestones, and program is-

sues under review. Monitors and reports status of work and conveys
findings and recommendations to management.
Where: Lead Program Analyst careers are found throughout the DHS’s agencies.

Who: General Biological Scientist

What: Participates in reviews of ongoing research and development projects to
assess potentially fruitful areas for new and additional research and
developmental capabilities. Also matches customer needs with research
and development capabilities of foreign universities, research institutes,
and other entities.
Where: General Biological Scientists are found primarily within the Directorate of
Science and Technology and the U.S. Coast Guard.

Who: Investigative Assistant

What: Performs administrative and technical assistance to criminal investigators in
the area of investigation, protection, counterfeit, asset forfeiture, and finan-
cial crimes. Conducts preliminary searches; inputs data into centralized
computerized databases to develop background information on subjects of
investigation; acts as liaison, shares information, and extends appropriate
assistance to local, state, and federal law enforcement agencies or officials.
Where: Investigative Assistant careers are found throughout the DHS’s agencies.

Who: Director of Intelligence

What: Is responsible for the collection, analysis, and sharing of information on
critical homeland security vulnerabilities that could be exploited by terror-
ists and criminal organizations. Processes information from a wide vari-
ety of sources to provide assessments of patterns, trends, and new
developments in a wide variety of law enforcement areas, including hu-
man smuggling and trafficking, fraud and document fraud, drug smug-
gling, terrorism, cyber crimes, security at critical federal facilities and
other critical infrastructure sites, airspace security, commercial fraud,
arms trafficking, technologies transfer, and air and marine smuggling.
Provides leadership and direction in the development, coordination, and
implementation of intelligence programs and operations.
Where: Director of Intelligence careers are found throughout the DHS’s agencies.

Who: Forensics Auditor

What: Plans, performs, and advises on a variety of external audit assignments
in connection with financial and/or site enforcement audits of suspected
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Mission Support Careers

criminal organizations and businesses. Provides technical assistance

and analysis to criminal investigators and others as required in the
course of an investigation utilizing a variety of audit procedures, statisti-
cal techniques, and data analysis to assemble and develop findings.
Where: Forensics Auditors are found throughout the DHS’s agencies.

Who: Accountant
What: Provides advice and guidance on accounting concepts and principles,
including financial reporting, internal audits, accounting operations,
budget procedures, formal reviews, systems relationship with financial
management, and generally accepted accounting principles. Performs
technical accounting assignments; establishes documents to coordinate
and execute the internal control activities, assessments, and assurances.
Where: Accountant careers are found throughout the DHS’s agencies.

Who: Safety and Occupational Health Manager

What: Serves as agency representative and technical resource for the develop-
ment and review of occupational safety and health programs. Serves as
a technical specialist in a wide variety of operations including disaster
response and recovery, materials handling, electrical systems, fire pre-
vention and emergency plans, job hazard analysis, employee training,
safety programs, facility inspections, ergonomics, and air quality. Also
investigates work-related injuries, and participates in disaster planning
and exercises and meetings.
Where: Safety and Occupational Health Manager careers are found throughout
the DHS’s agencies.

Who: Contract Specialist

What: Is responsible for the acquisition of equipment and services, including
solicitations, negotiation, administration, close-out and termination of
purchase orders and contracts. Responsible for commodities including
furniture, telecommunication equipment, ammunition, surveillance
equipment, information technology support services, and guard serv-
ices. Also responsible for providing technical advice, guidance, and legal
interpretation in all areas of contracting, including developing, imple-
menting, and reviewing contracts for pre-award and post-award
price/cost analysis.
Where: Contract Specialists are found throughout the DHS’s agencies.

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Who: Security Specialist

What: Coordinates national programs and develops national capabilities to
prevent improvised explosive device (IED) attacks against key resources
by performing vulnerability identification, risk analysis, assessment of
evolving threats, security evaluations, developing and coordinating vul-
nerability reduction measures, and performing preventive and protective
action planning and implementation.
Where: Security Specialists are found throughout the DHS’s agencies.

Who: Property Management Specialist

What: Applies experience and knowledge of property management, related
business principles, concepts, regulations, practices, and analytical
methods to perform large work projects. Oversees asset cataloging and
entry of data into property management systems, and recommends
solutions regarding systems and procedures.
Where: Property Management Specialists are found throughout the DHS’s
agencies.

Who: Communication Specialist

What: Assesses, develops, implements, and evaluates the effectiveness of
communication strategies, materials, and programs, including internal
and external websites; plans, researches, writes, and edits publications.
Also evaluates information flow issues relating to the Internet.
Where: Contract Specialists are found throughout the DHS’s agencies.

Who: Equal Employment Specialist

What: Use a comprehensive knowledge of the federal sector equal employment
opportunity principles, regulations, analytical methods, and techniques in
addressing and accomplishing strategic objectives related to workforce
representation and diversity management. Reviews policies and proce-
dures in order to make recommendations requiring modification and
adaptation in cases of law, policy, agency practice, and recent court
rulings.
Where: Equal Employment Specialists are found throughout the DHS’s agencies.

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FUTURE PROSPECTS IN MISSION SUPPORT CAREERS

The United States faces new and complex problems in our global economy.
As technology increases, the need for experts to lead the future direction of
DHS increases. Since September 11, 2001, we have seen a huge advance in
the development of scientific technologies in the application of homeland
security. This trend will continue, with a serious need for scientists and en-
gineers to develop the necessary tools to protect the United States from its
enemies.
The information technologies field in the United States is growing expo-
nentially. The need for career professionals with cybersecurity expertise,
program development ability, and research technologies capabilities is
found in DHS. The Department of Homeland Security leads the United
States in protecting the nation’s critical infrastructure and the trend will
continue to grow.
The field of safety and health has become the focus of a major push in the
United States to protect its citizens from terrorists, major accidents, and na-
tional disasters. The Department of Homeland Security needs people who
can lead in the planning, prevention, and treatment of problems that could
affect the nation as a whole, as well as during a time of crisis. The future of
the government’s role in safety and protection in the medical, scientific re-
search, and planning creates a great need in DHS.
Do not forget the role played by the support staff in each of the DHS de-
partments. Without a support staff maintaining records, processing the re-
search, and even answering the phones, the effectiveness of operations
within DHS would cease to exist.
In the next chapter, we will look at the careers in DHS that most people
know about, because, especially while traveling, they encounter people in
the law enforcement careers found in DHS.

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CHAPTER three
LAW ENFORCEMENT CAREERS

CAREERS IN law enforcement comprise one of the largest occupa-

tions in DHS. The careers themselves vary greatly, from patrolling the na-
tion’s borders and waterways, enforcing laws, to maintaining order and
investigating crimes. In this chapter we look at the four major law enforce-
ment departments in DHS and some of the exciting careers they offer:

 United States Secret Service

 United States Customs and Border Protection (CBP)
 United States Immigration and Customs Enforcement (ICE)
 Federal Law Enforcement Training Center (FLETC)

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Another major DHS law enforcement path not discussed in this chapter, the
Federal Air Marshal Service, is covered in detail in the following chapter.

UNITED STATES SECRET SERVICE

The United States Secret Service (USSS) is known as one of the most elite
law enforcement organizations in the world. The agency has over 4,500 law
enforcement career positions and has more than 140 years of service to the
United States. Their mission is as follows:

The mission of the United States Secret Service is to safeguard the

nation’s financial infrastructure and payment systems to preserve the
integrity of the economy, and to protect national leaders, visiting heads
of state and government, designated sites and national security events.

QUICK FACT
The United States Secret Service not only protects the president but also safeguards
the nation’s financial infrastructure.

Secret Service Uniformed Division

The Secret Service Uniformed Division (USSS-UD) was established in

1922 as the White House Police Force and was integrated into the Secret
Service in 1930. Today under the Uniformed Division, there are more than
1,300 officers.

CAREER SNAPSHOT

Who: Secret Service Uniformed Division Officer

What: Is responsible for security at the White House complex, the vice-
presidential residence, the Department of Treasury, and foreign
diplomatic missions.

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Law Enforcement Careers

Where: Fixed posts as well as foot, bicycle, vehicular, and motorcycle patrols in
the Washington, DC area.
Specializations:
Countersniper Support Unit (CS), Canine Explosives Detection Unit
(K-9), Emergency Response Team (ERT), Magnetometer Support Unit.

The Secret Service Special Agents Division

The job of a Secret Service Special Agent is to carry out the USSS’s twofold
mission—safeguard the integrity of the nation’s financial system and protect
the president and other important figures. Throughout the course of his or
her career, a special agent will have assignments in both areas—in the form
of field investigations and protection details—and must be willing to travel
anywhere in the world.

CAREER SNAPSHOT

Who: Secret Service Special Agent

What: Field Investigation—investigates counterfeiting crimes, protective intelli-
gence, financial institutions fraud, access-device fraud (such as credit
card and debit card fraud), computer crimes, fraudulent government and
commercial securities, fictitious financial instruments, telecommunication
fraud, false identification, and identity theft. Protection Detail—protects
the president and others in the line of succession to the office of the
president, visiting heads of foreign states or governments, their families,
and so forth.
Where: Field Investigation—over 150 field offices in the United States and
abroad; Protection Detail—anywhere in the world.
Specialized Training:
Criminal law, investigative techniques, combating counterfeiting, com-
bating access-device fraud and other financial criminal activities,
protective intelligence investigations, marksmanship, control tactics,
water survival skills, physical protection techniques, protective ad-
vances, and emergency medicine.

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QUICK FACT
The Secret Service employs over 3,200 special agents.

The USSS’s dedicated professionalism is observed on the sidelines of the

government’s most important events. If you think you possess the special
qualities needed for employment in the USSS, this elite law enforcement
service may hold the challenges you desire in a career.

UNITED STATES CUSTOMS AND BORDER PROTECTION

U.S. Customs and Border Protection (CBP) is the largest and most complex
component of the DHS, with a priority mission of protecting the nation
from terrorists, human and drug smuggling, contraband, interdiction of
agricultural pests and diseases, revenue and trade, and illegal immigration.
CBP law enforcement officers are responsible for guarding nearly 7,000
miles of land border the United States shares with Canada and Mexico and
2,000 miles of coastal waters surrounding the Florida peninsula and off the
coast of Southern California. The CBP also protects 95,000 miles of mar-
itime border in partnership with the United States Coast Guard.
The CBP has more than 17,000 CBP Border Patrol agents, 1,000 CBP Air
and Marine agents, and almost 22,000 CBP officers and agriculture special-
ists. The CBP also has the nation’s largest law enforcement canine program.1
Customs and Border Protection’s mission is as follows:

We are the guardians of our nation’s borders.

We are America’s frontline.
We safeguard the American homeland.
We protect the American public against terrorists and the instru-
ments of terror.
We steadfastly enforce the laws of the United States while foster-
ing our nation’s economic security through lawful international
trade and travel.
We serve the American public with vigilance, integrity, and
professionalism.2

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Law Enforcement Careers

Customs and Border Protection has three law enforcement divisions:

 CBP officers
 Border patrol agents
 Marine interdiction agents

Customs and Border Protection Officers

The primary responsibility of the CBP officer is the detection of terrorists

and weapons of mass destruction and preventing them from entering the
United States. He or she must do this while facilitating the orderly flow of
legitimate trade and travelers.

CAREER SNAPSHOT

Who: Customs and Border Protection Officer

What: Enforces a wide variety of laws relating to revenue and trade, seizure
of contraband, interdiction of agricultural pests and diseases, and the
admissibility of persons.
Where: Over 300 U.S. ports of entry located at seaports, international
airports, and land border crossings, focusing on ships, containers,
cruise ship passengers, commercial trucking and passenger
vehicles.
Specialized Training:
Is schooled in antiterrorism; detection of contraband; interviewing;
cross-cultural communications; firearms handling and qualification;
immigration and naturalization laws; U.S. Customs export and import
laws; defensive tactics; arrest techniques; baton techniques;
examination of cargo, bags, and merchandise; border search
exception; entry and control procedures; passenger processing;
officer safety and survival; and advanced technology-based inspec-
tion techniques.

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QUICK FACT
Customs and Border Protection officers selected for duty in Puerto Rico, Miami, or
along the Southwest border must pass a Spanish-language proficiency exam or suc-
cessfully complete an additional six weeks of Spanish-language training.

Border Patrol Agents

Border Patrol Agents are tasked to protect over 6,000 miles of land and
2,000 miles of the coastal United States boundaries from terrorists and ille-
gal entry. With over 11,000 agents, the border patrol is a mobile, uniformed
law enforcement division originally established in 1924 in response to illegal
immigration into the United States. Since September 11, 2001, however,
the focus changed to include the detection and apprehension of terrorists
and terrorists’ weapons of mass destruction.

CAREER SNAPSHOT

Who: Border Patrol Agent

What: Detects, prevents, and apprehends terrorists, undocumented aliens,
and smugglers of aliens by maintaining surveillance; following leads;
responding to electronic sensor television systems; aircraft sightings;
and interpreting and following tracks, marks, and other physical evidence.
Other major activities include farm and ranch checks; traffic checks and
observation; city patrol; transportation checks; administrative,
intelligence, and other antismuggling operations.
Where: At or near all U.S. borders; a majority of duties are in rural areas,
outdoors, often on foot.
Specialized Training:
Is schooled in the use of firearms, advanced physical and driving tech-
niques, nationality and immigration law, as well as applied authority
techniques.

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QUICK FACT
All border patrol agents not proficient in Spanish must attend a 40-day, task-based
Spanish language training.

If you like working outdoors and find the idea of protecting the nation’s
home front appealing, a career as a CBP border patrol agent may be right
up your alley. For more detailed information, please see Becoming a Border
Patrol Agent, published by Learning Express, LLC.

Marine Interdiction Agent

Customs and Border Protection Marine Interdiction Agents (MIA) are an

elite group that patrol the nation’s oceans, lakes, and rivers. An MIA’s mis-
sion is to protect the American people and the nation’s critical infrastructure
through the coordinated use of air and marine forces to detect, interdict,
and prevent acts of terrorism and the unlawful movement of people, illegal
drugs, and other contraband toward or across the borders of the United
States.

CAREER SNAPSHOT

Who: Marine Interdiction Agent

What: Command and operate agency vessels to detect, track, and interdict
unlawful vessels and personnel, as well as deploy to the scenes of
disaster to aid those in need. Agents collect and receive intelligence
information and evidence obtained in the marine environment, conduct
covert marine operations, prepare investigative reports, and coordinate
activities with local, state, and other federal agencies.
Where: Inland waters and coastal territories of the United States; frequently
operating at night.
Specialized Training:
Marine Law Enforcement Training and boat operators’ training.

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If you’re law-enforcement minded, enjoy being outdoors on the water op-

erating vessels, a career as a Marine Interdiction Agent may be right for you.

UNITED STATES IMMIGRATION

AND CUSTOMS ENFORCEMENT

With over 17,000 employees, United States Immigration and Customs En-
forcement (ICE) is the largest investigative arm of DHS. Immigration and
Customs Enforcement’s mission is to protect national security by enforcing
United States customs and immigration laws.
Immigration and Customs Enforcement is comprised of both uniformed
and nonuniformed law enforcement positions. Members of ICE conduct in-
vestigations into finance and trade, cyber crimes, and project analysis. They
litigate removal cases in immigration court and work with foreign authori-
ties conducting intelligence gathering. Immigration and Customs Enforce-
ment investigates arms and strategic technologies violations, human
trafficking, and child exploitation. Immigration and Customs Enforcement
provides security for federal buildings, crowd control, and surveillance. In
addition, ICE members perform the law enforcement duties that include
the apprehension, processing, detention, and deportation of illegal or crimi-
nal aliens.
The major ICE law enforcement careers available are:

 Inspector
 Immigration enforcement agent
 Technical enforcement/intelligence officer
 Federal protective service officers, investigators, and special agents

CAREER SNAPSHOTS

Who: ICE Inspector

What: Examines immigration applications, visas, and passports. Conducts
interviews to determine eligibility for admission, residence, and travel into
the United States. Detains people found to be in violation of customs

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Law Enforcement Careers

and immigration laws. Inspects cargo, baggage, and personal articles

entering and leaving the United States.
Where: All ports of entry into the United States and worldwide.

Who: Immigration Enforcement Agent

What: Processes, deports, or escorts aliens who have been ordered to be
removed from the United States back to their country of citizenship;
detects and exposes identity and benefit fraud; gathers intelligence,
evidence, and information to interrogate and debrief aliens in their care.
Where: All ports of entry into the United States and worldwide.

Who: Technical Enforcement/Intelligence Officer

What: Collects evidence by planning and executing court-ordered covert sur-
veillance and entries, search warrants, and phone traces for the elec-
tronic surveillance phase of major investigative and enforcement actions.
May serve on high-risk special operations teams.
Where: Wherever needed.
Specialized Training:
Is trained in the use, instruction, maintenance, troubleshooting, and
integration of the full range of electronic surveillance devices, includ-
ing but not limited to telephone, video, audio, tracking, radio frequency
technologies, and associated unique surveillance systems.

Federal Protective Service

The mission of the Federal Protective Service (FPS) is to protect federal

properties for federal employees, officials, and visitors in a professional and
cost-effective manner by deploying a highly trained and multidisciplined
police force comprised of security officers, criminal investigators, inspec-
tors, and police officers.

QUICK FACT
Federal Protective Services uniformed officers protect the federal properties of the
U.S. government, providing physical security for federal employees, government offi-
cials, and visitors.

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Federal Protective Service assists the Federal Emergency Management

Agency (FEMA) during natural disasters, maintaining control and commu-
nications. It also lends itself to special events like national terrorism trials,
antiwar protests, Free Trade Area of the Americas summit, World Trade
Organization meetings, and the G-8 Summit. They maintain response units
consisting of K-9 explosives detector teams, motorcycles, bikes, and hazard
and mobile command units. Federal Protective Service also utilizes over
15,000 contract security officers to help in the fight against threats to the
U.S. critical infrastructure and employees.

FEDERAL LAW ENFORCEMENT TRAINING CENTER

The Federal Law Enforcement Training Center (FLETC) is the largest

law enforcement training establishment in the country. It is headquartered
in Glynco, Georgia and has training facilities in Artesia, New Mexico;
Charleston, South Carolina; Cheltenham, Maryland; as well as interna-
tional facilities.
The center provides basic and specialized training for over 85 federal
agencies, as well as state, local, and international police organizations, and
assembles the finest professionals from diverse backgrounds to serve on its
faculty and staff. Its training programs include:

Basic Training Programs

 Criminal Investigators Training Program

 Uniformed Police Training Program

 Land Management Training Program

Advanced Training Programs

 Cyber Terrorism Training (Internet forensics and investigation, fi-

nancial forensics, international banking, and money laundering)

 Critical Infrastructure Protection (land transportation antiterrorism,

weapons of mass destruction, and seaport security)

 Antiterrorism Intelligence Awareness Training (provided for state

and local law enforcement agencies)

 Marine Law Enforcement Training (for agencies tasked with enforce-

ment on the waters)

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Law Enforcement Careers

In addition, FLETC teaches over 150 other basic and advanced agency-
specific training programs.

Careers at FLETC

The Federal Law Enforcement Training Center is looking for highly expe-
rienced instructors to lead the next generation of officers and investigators.
Classified as law enforcement specialists, instructors provide practical tacti-
cal and technical training in the classroom and field environments. Instruc-
tors prepare officers for a multitude of threats by providing training in
behavioral sciences, counterterrorism, legal fundamentals, forensic tech-
nologies, physical techniques, firearms, and much more. The instructors
provide high-quality training to law enforcement officers and investigators
from a wide variety of different participating organizations. An instructor
assists in the design and development of instructional course materials in the
field of law enforcement and uses diverse instructional methods in order to
present law enforcement subjects.
The center also looks for retirees from federal law enforcement to reen-
ter the workforce as instructors. If you have specialized law enforcement ex-
pertise and the ability and desire to share that knowledge with others, a
career as a FLETC law enforcement specialist can be a rewarding career
choice on many levels.

THE DHS LAW ENFORCEMENT PATH

The options discussed in this chapter just scratch the surface of all the law
enforcement positions available within DHS. If you’re serious about a ca-
reer in law enforcement, take the time to further investigate all the available
career options, and talk with those in the field about their jobs, as discussed
in Chapter 13.

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CHAPTER four
IMMIGRATION AND TRAVEL SECURITY CAREERS

WHETHER TRAVELING by airplane, boat, rail, or even sub-

way, you have probably encountered a DHS employee. The immigration
and travel careers found within DHS provide an integral service to all peo-
ple traveling into and out of the United States, as well as from state to state.
This chapter discusses careers in the following two departments:

 United States Citizenship and Immigration Services (USCIS)

 Transportation Security Administration (TSA)

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UNITED STATES CITIZENSHIP AND IMMIGRATION SERVICES

United States Citizenship and Immigration Services (USCIS) controls all

lawful immigration into the United States. As part of this mission, USCIS
decides on the visa petitions, naturalization petitions, and asylum and
refugee petitions of potential immigrants. It oversees citizenship, lawful per-
manent residency, family and employment related immigration, employ-
ment authorization, intercountry adoptions, asylums and refugee status,
replacement immigration documents, and foreign student authorization.
An employee of USCIS may process the applications of refugees, adop-
tions, fiancé(e)s wishing to enter the United States, and employers wishing
to bring workers into the country; he or she may swear in new citizens, con-
duct background checks on potential immigrants, investigate fraud, or fin-
gerprint and photograph applicants for immigration.

QUICK DEFINITION
Adjudicate (v.): To make a legal judgment upon.

In 2008 alone, USCIS hired an additional 1,700 new employees just to

handle the more than half-million immigration filings processed monthly.1
Let us look at individual jobs found within USCIS. With such a large vol-
ume of filings alone, it is not hard to imagine the number of different jobs
needed at the USCIS; here are some samples:

CAREER SNAPSHOTS

Who: Asylum Officer

What: Adjudicates asylum applications; conducts reasonable, credible fear
screenings; and adjudicates other benefit applications. Also reviews
applications and supporting evidence; conduct interviews; researches
information provided by the Office of Refugee, Asylum, and International
Operations, the Department of State, and other sources. Interprets and
applies appropriate policy, regulations, statutes, and precedent decisions
to make eligibility determinations, and produces written assessments
supporting decisions.

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Who: Immigration Services Officer

What: Acts as the focal point and primary contact for aliens and others
seeking information, assistance, and/or guidance in applying for benefits
and privileges under the immigration and nationality laws, rules, and
regulations. Provides technical and administrative advice to those who
examine applications and petitions for immigration benefits, supporting
documentation, and related files; and provides information and advisory
services to various members of the public, attorneys, and members of
Congress.

Who: Immigration Services Analyst

What: Works with adjudication personnel to resolve issues with applications.
Verifies data for accuracy, timeliness, and completeness and takes
appropriate corrective action; develops briefings and presentations;
formulates policy and guidelines; and conducts training and
standardization of procedures.

Who: CIS Clerk

What: Evaluates applications and related materials for completeness and
consistency in statements, determines whether supporting
documentation is sufficient, prepares replies to applicants requesting
additional information, and determines and annotates the most appropri-
ate section of the law under which the application of petition can be
processed. A CIS clerk must also be able to explain the basic eligibility
requirements and provisions of the law to the applicants and interested
parties.

Who: Management and Program Analyst

What: Implements, coordinates, and oversees a variety of complex
management programs that will impact agency activities. An analyst
also plans and conducts special in-depth studies, and develops or
makes changes to existing issuances and directives. In addition,
determines the applicability and effect of new or proposed legislation,
executive orders, agency and bureau directives, and other agency
decisions on organization, operations, managerial programs and
requirements.

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Who: Immigration Officer

What: Performs a variety of fraud detection and national security-related duties
consistent with the national effort. Works closely with Immigration and
Custom Enforcement, and local, state, and other federal agency person-
nel to ensure that background checks are conducted on all aliens seek-
ing benefits.

Who: Adjudications Officer

What: Oversees the planning and conduct of independent research concerning
eligibility entitlements of people seeking immigration benefits, employ-
ment, or legal status. Reviews and makes determinations on cases,
hears and adjudicates appeals, and decides on motions to reopen and
reconsider a case.

Who: Operations Support Specialist

What: Provides a variety of management services essential to the operations
of USCIS, such as support of human resources functions. Performs
management-employee labor relations, training, operations security,
procurement activities, and inventories and documents information.

Who: Records Manager

What: Coordinates the orderly flow of appropriate files and records between
headquarters, on-site managers, the National Records Center, and
operational programs, and ensures the appropriate and accurate release
of information. Provides technical and administrative supervision to the
records section.

Who: Business Operations Specialist

What: Provides expert advice and assistance on complex, high-dollar-value
contracts for services, systems, and equipment. Consults on identifying
program needs and resources, including staffing, funding, equipment,
facilities, and delivery of performance schedules for offices.

Who: Immigration Services Assistant

What: Manages correspondence, maintains customer support, processes
documents and fees, as well as performing analyses on files, reports,

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and information systems or databases. Also initiates security checks

and conducts file searches for aliases, dates of birth, and criminal
behavior. Prescreens various applications and submissions by cus-
tomers for accuracy, completeness of initial supporting documenta-
tion, and eligibility for benefits. Educates applicants as to the options
available to them and the appropriate applications to file.

Citizenship and Immigration Services is tasked with a vast undertaking of

processing all applications and petitions for immigration into the United
States, and these examples are by no means a complete listing of careers
available within USCIS. If you enjoy working directly with people from
diverse cultures and backgrounds and performing investigative searches,
or like the idea of managing an office dedicated to protecting the United
States from fraud and terrorism, then USCIS may have a position just
for you.

TRANSPORTATION SECURITY ADMINISTRATION

The Transportation Security Administration (TSA) was formed by the fed-

eral government immediately following the attacks of September 11, 2001,
to protect the nation’s transportation systems and ensure the freedom of
movement of people and commerce.
As a component of DHS, TSA is responsible for the security at over 450
airports, as well as the nation’s highways, railroads, buses, mass transport
systems, and ports. It employs over 50,000 as security officers, inspectors,
directors, air marshals, and managers.
Let’s look at some of largest TSA career opportunities.

Transportation Security Officers

At over 43,000 strong, transportation security officers (TSOs) make up the

largest group of careers available in TSA. A TSO performs a variety of du-
ties related to providing security and protection of air travelers, airports,

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and aircraft. In the course of a normal day on the job, a TSO may be re-
quired to:

 conduct security screenings of individuals by hand wand, pat-down,

and monitoring walk-through metal detectors
 perform property security screenings with X-ray machines to identify
dangerous objects in baggage and cargo, and on passengers
 monitor the flow of passengers through the screening process to fa-
cilitate their orderly and efficient processing
 control and monitor the entry and exit points of the facilities to which
they are deployed.

Once hired, a transportation security officer goes through an intensive 160-

hour training program on the latest technology, behavioral recognition, and
screening techniques utilized in the job. While employed, he or she is re-
quired to receive approximately 22 hours per quarter in ongoing training.

QUICK FACT
There are approximately 100 transportation security inspectors assigned to 18 field
offices across the United States.

CAREER SNAPSHOTS

Who: Transportation Security Inspector (TSI)

What: Is responsible for ensuring security compliance of people, freight, and
surface transportation systems by performing frequent inspections of key
facilities, including stations and terminals, for potential threats. Also eval-
uates the integration of new technology, traditional security measures,
and human factors to ensure the operational effectiveness and efficiency
of the overall security system and collects, records, and analyzes data
pertaining to the transportation industry.

Who: Behavioral Detection Officer (BDO)

What: Performs passive observation and engages in voluntary encounters with
travelers to determine whether elevated behaviors indicate that the indi-

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Immigration and Travel Security Careers

vidual may be involved in terrorist or criminal activity. Determines baseline

information, which includes identifying flight destinations, understanding
the anticipated composition of travelers associated with flights and behav-
iors expected, and assessing deviations from such behaviors.

Who: Bomb Appraisal Officer (BAO)

What: Is responsible for all issues involving explosives, improvised explosive
devices, and chemical, biological, radiological, and nuclear threats. Re-
sponds to and assesses all unresolved checkpoint alarms, contacts
appropriate authorities, clears and readies checkpoints for special opera-
tions, and determines whether alarms are negative or positive regarding
the presence of a potentially destructive device.

Who: Special Security Officer

What: Is involved in the internal security disciplines required for the daily opera-
tion of two to three sensitive compartmented information (SCI) facilities. A
special security officer is also responsible for one or more of the following
internal security disciplines—personnel security, communication security,
physical security, communication security (COMSEC) information security,
and information systems security. Conducts background checks, assists
with security education, and investigates facility violations.

Who: Coordination Center Officer (CCO)

What: Performs duties within an airport’s coordination center gathering, analyz-
ing, and evaluating data and making risk/threat assessments. Maintains
a relationship with all involved in security and airport operations and
plans, develops, and coordinates emergency operations during a time of
crisis. Also maintains security screening credentials and may be called to
fill-in positions.

Who: Aviation Regulatory Inspector

What: Conducts assessments and investigations of airports and air carriers
to determine security posture, identify potential problem areas or
deviations from prescribed standards, and provide technical guidance
to airports and air carriers on the development or modification of a
large number of security plans to ensure compliance with regulatory
requirements.

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Federal Air Marshal

Federal air marshals (FAMs) serve as the primary law enforcement entity
within TSA under the TSA Office of Law Enforcement. An air marshal de-
tects, deters, and defeats hostile acts targeting U.S. air carriers, airports,
passengers, and air crew. An FAM typically does this by operating independ-
ently, blending in as an air passenger—spending an average of 181 days a
year and approximately five hours of each of those days in flight.
Air marshals work closely with other law enforcement agencies and staff
positions with the National Counterterrorism Center and the National Tar-
geting Center, and on the Federal Bureau of Investigation’s Joint Terrorism
Task Force, and may also be distributed among other law enforcement and
DHS agencies during times of heightened alert or special national security.
An FAM is trained in investigative techniques, criminal terrorist behavior
recognition, firearms proficiency, aircraft-specific tactics, and close-quarters
defense. Training consists of a seven-week basic law enforcement course at
the Federal Law Enforcement Training Center, followed by additional
training at the Federal Aviation Administration’s William J. Hughes Techni-
cal Center in Atlantic City, New Jersey.

The immigration and travel security careers just listed provide only a
glimpse of the possibilities available in this area of the DHS. If any of these
careers piqued your interest, you should investigate further using the re-
sources found at the end of this book. You’ll discover a wide variety of man-
agerial, directorial, and specialist positions that may suit your skills,
aspirations, and personality perfectly.

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CHAPTER five
PREVENTION AND RESPONSE CAREERS

THE DHS defines prevention as the security measures taken in order to

discourage terrorist acts on the United States through activities, practices,
and law enforcement rules and regulations aimed at anticipating, avoiding,
and removing possible causes to preclude a hazardous incident. Response is
the reaction to an occurrence or situation aimed at controlling and contain-
ment in the wake of a disaster, whether it is natural or manmade.
In this chapter, we examine prevention and response careers within DHS
and specifically, the two agencies that deal with the prevention of and re-
sponse to issues that face the United States.

 United States Coast Guard

 Federal Emergency Management Agency

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THE UNITED STATES COAST GUARD

The United States Coast Guard (USCG) is a military organization that

serves under DHS with roles in maritime homeland security, maritime law
enforcement, search and rescue, marine environmental protection, and the
maintenance of river, intracoastal, and offshore aids to navigation. The
Coast Guard is comprised of approximately 42,000 active duty enlisted per-
sonnel and officers, 7,659 civilians, and 7,484 reserve personnel.1
The Coast Guard has 11 missions under DHS, listed here in order of
importance:

Mission 1: Ports, Waterways, and Coastal Security

Protect the United States, its transportation system, ports, waterways, and
coast from terrorist acts, sabotage, espionage, or subversive acts, and re-
spond to and assist in recovery from those that do occur.

Mission 2: Drug Interdiction

Reduce the supply of drugs from the source by denying smugglers the use of
air and maritime routes into the United States. The Coast Guard is the lead
federal agency for maritime drug interdiction and shares the lead responsi-
bility for air interdiction with the Customs and Border Protection’s air in-
terdiction units.

Mission 3: Maintain Aids to Navigation

Maintain the Aids to Navigation System to promote safe vessel navigation

on the waters of the United States and its territories.

Mission 4: Search and Rescue

Render aid to people in distress to minimize loss of life, injury, or property

damage. The USCG search and rescue response involves multimission

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stations, cutters, aircraft, and boats ready at a moment’s notice 24/7, 365
days a year, to rescue people in trouble on the water.

Mission 5: Living Marine Resources

Ensure the United States’ marine-protected species are provided the pro-
tection necessary to maintain sustainable, healthy levels by patrolling the
United States Exclusive Zone and enforcing domestic fisheries law and in-
ternational fisheries agreements.

Mission 6: Marine Safety

Develop and maintain policy, standards, training, and certification programs

to ensure the operators, boats, and ships on the waterways of the United
States are safe.

Mission 7: Defense Readiness

The Coast Guard is a United States armed force serving as a specialized

service under the Department of the Navy during a time of war or when
directed by the president. The Coast Guard is also responsible for coun-
tering threats to America’s coasts, ports, and inland waterways through
numerous port security, harbor defense, and coastal warfare operations
and exercises.

Mission 8: Migrant Interdiction

Enforce immigration laws at sea. The Coast Guard conducts patrols and co-
ordinates with other federal agencies and foreign countries to interdict un-
documented migrants at sea, denying them entry by maritime routes to the
United States, its territories, and possessions.

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Mission 9: Marine Environmental Protection

Develop and enforce regulations to stop unauthorized ocean dumping, pre-

venting oil and chemical spills, and avert the introduction of invasive species
into the maritime environment.

Mission 10: Ice Operations

Conduct ice-breaking services to assist vessels and communities in emer-

gency situations and facilitate essential commercial maritime activities on
the Great Lakes and Northeast regions. The Coast Guard facilitates scien-
tific research studies in cooperation with other federal agencies in the study
of the polar regions of the world and is capable of providing year-round ac-
cess to those regions. The Coast Guard also maintains the international ice
patrol, broadcasting the positions of icebergs to assist the safe navigation of
commercial vessels.

Mission 11: Other Law Enforcement

Protect the Exclusive Economic Zone—the area from land out 200 miles to
sea—from foreign encroachment and through international agreements.
The Coast Guard acts as the first line of defense in the detection of illegal
activities within the zone.

QUICK FACT
The United States Coast Guard is one of the five branches of the military, but falls
under the DHS umbrella because of its role in protection and response. However,
during wartime, the USCG may be transferred to the command of the United
States Navy.

The United States Coast Guard has a long history of stepping up in times
of crisis, always in an effort to protect the United States’ maritime interests.
The Coast Guard offers career opportunities both on the water and in the
air, in search and rescue, scientific research, law enforcement, and maritime

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safety. Personnel may serve as an officer, as enlisted, or as a civilian. Let us

look into specific careers found within the United States Coast Guard.

MILITARY CAREERS IN THE UNITED STATES COAST GUARD

There are two major military career paths in the USCG—enlisted per-
sonnel and officers. Both sign up for a required period of time called a
commission or enlistment period, which usually lasts from four to six
years. As with the other branches of the military, the Coast Guard offers a
retirement program after 20 years of service for both officers and enlisted
personnel.

Officer Career Fields

Although the Coast Guard is the smallest of the nation’s military services, it
gives big responsibilities to its officers. A commissioned officer can choose
career paths in the following career areas:

 law
 environmental
 aviation
 engineering
 command, control, and communications
 computer and information technologies
 intelligence

Becoming an Officer

The USCG offers officer candidates the following seven options to be-
come an officer depending on your current education, experience, and
training.

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The Coast Guard Academy

Located in New London, Connecticut, the United States Coast Guard
Academy is a four-year accredited college program that enrolls approxi-
mately 300 cadets annually. Graduates of the academy earn a four-year
Bachelor of Science degree and are commissioned in the United States
Coast Guard as ensigns. The academy education is free, and cadets earn a
modest paycheck during their education period. A graduate must serve for a
minimum of five years after graduation.

Officer Candidate School

Officer Candidate School (OCS) is a 17-week indoctrination into the mili-
tary lifestyle and the wide range of technical information necessary for per-
forming the duties of an officer in the USCG. Upon successful completion
of the training program, graduates receive a commission as ensigns and are
required to serve a minimum of three years of active duty. Graduates may be
assigned to a ship, flight training, a staff job, or an operations shore billet.

College Student Pre-Commissioning Initiative Program

This program provides full payment of tuition, fees, textbooks, salary, med-
ical insurance, and other benefits during a student’s junior and senior years
of college in exchange for three years of service as a commissioned officer.
Within 24 months of graduation from college, a student attends Officer
Candidate School (OCS) and is commissioned as an ensign.

Pre-Commissioning Program for Enlisted Personnel

This program allows selected enlisted personnel to attend a college full
time for one or two years to meet the commissioned officers degree re-
quirement; they pay for tuition, books, and lab fees, while still receiving
full pay and benefits at their enlisted grade. Upon college graduation, they
attend Officer Candidate School for 17 weeks and receive a commission as
an ensign, and will be required to serve for three years of service in the
Coast Guard.

Direct Commission Programs

These programs provide private-sector professionals a direct route to being
commissioned in the Coast Guard without attending Officer Candidate

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School. Attorneys, aviators, engineers, environmental specialists, maritime

academy graduates, and former military officers who meet the necessary re-
quirements can become an officer in the Coast Guard. Qualified enlistees
must attend a three- to five-week resident training program to indoctrinate
them into policies of the Coast Guard, and commit to a minimum of three
years of service.

Maritime Academy Graduate Program

This program is available to individuals who hold a degree from a qualify-
ing state or federal maritime academy and hold a third mate or third assis-
tant engineering license, or a degree in marine environmental protection
or a related field of study. Upon successful completion, graduates will be
commissioned as a lieutenant junior grade or ensign for three years of re-
quired service.

Blue 21 Flight Initiative

The Blue 21 Flight Initiative provides successful graduates of OCS the
guaranteed opportunity to attend flight training school in Pensacola,
Florida, to become a Coast Guard aviator. Upon completing the flight
training, the candidate will be required to serve as an officer for 11 years. If
a candidate is unable to complete that flight training, his or her obligation
would be the same as that of a graduate of Officer Candidate School—just
three years of service.

Enlisted Personnel Jobs

Enlisted personnel are the backbone of the Coast Guard, providing the
manpower to conduct the daily operations of the USCG’s multiple mis-
sions. Enlisted candidates attend military basic training—boot camp—at
the Coast Guard Training Center in Cape May, New Jersey, for a period
of eight weeks, where they learn about a variety of subjects including the
Uniform Code of Military Justice, Coast Guard history, firefighting,
weapons handling, survival equipment and training, as well as physical
fitness.

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QUICK FACT
Enlisted personnel with the United States Coast Guard attend eight weeks of basic
training before attending specialized training for their individual job classification.

Becoming an Enlisted
A career as enlisted personnel in the Coast Guard does not require ad-
vanced education or training. A candidate will learn on the job and/or at-
tend advanced training classes in the field of his or her choice. The available
careers are broken into four categories:

 deck and ordinance group

 hull and engineering group
 aviation group
 administrative and scientific group

The Coast Guard’s enlisted program provides an opportunity for the indi-
vidual who has not yet had the life experiences that may be required in other
careers. Following is a summary, by group, of job opportunities available for
enlisted personnel in the USCG.

CAREER SNAPSHOTS—DECK AND ORDINANCE GROUP

Who: Boatswain’s Mate (BM)

What: Performs tasks in connection with deck maintenance, small boat opera-
tions, navigation, and supervising all personnel assigned to a ship’s
deck force. Serves as officer-in-charge of many of the Coast Guard’s
patrol boats, tugs, small craft, and shore stations and also acts as law
enforcement officer in the marine environment, enforcing laws and
regulations.
Training: Twelve weeks of intensive training at the Coast Guard Training Center in
Yorktown, Virginia, or on the job through a striker program. A BM can go
on to advanced training as a coxswain, heavy weather coxswain, aids to
navigation basic and advanced, buoy deck supervisor, and law enforce-
ment training.

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Who: Gunner’s Mate (GM)

What: Is responsible for the training of personnel in the proper handling of
weapons, ammunition (everything from pistols, rifles, and machine guns
to 76mm weapon systems), and pyrotechnics. Involved with law enforce-
ment and security at marine safety offices and on marine safety teams.
Training: Ten weeks of formal instruction in electronics, mechanical systems and
hydraulics, and maintenance on all ordinance/gunnery equipment at the
Coast Guard Training Center in Yorktown, Virginia. Must also attend spe-
cialized equipment/system schools for a period of five to 14 weeks.

Who: Operations Specialist (OS)

What: Performs functions ranging from search and rescue and law enforcement
operations to combat information center operations. An operations spe-
cialist operates most of the advanced computer systems the Coast
Guard has, incorporating satellite communication, global positioning
navigation, electronic charting systems to real-time target acquisition,
tracking and identification of subjects.
Training: Extensive training in search and rescue planning system programs and
tools, navigation, and communication.

Who: Intelligence Specialist (IS)

What: Identifies and produces intelligence from raw information; assembles
and analyzes multisource operational intelligence, collects and ana-
lyzes communication signals using sophisticated computer technology.
Training: Ten weeks of specialized training at the Coast Guard Training Center
in Yorktown, Virginia.

CAREER SNAPSHOTS—HULL AND

ENGINEERING GROUP

Who: Damage Controlman (DC)

What: Is responsible for watertight integrity; the emergency equipment associ-
ated with firefighting and flooding; plumbing repairs; welding fabrication
and repairs; as well as chemical, biological, and nuclear detection; and
contamination in Coast Guard systems.

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Training: Thirteen weeks at the Coast Guard Training Center in Yorktown, Virginia,
to learn welding, oxy-fuel gas cutting, firefighting, carpentry, plumbing,
watertight closure maintenance, chemical, biological and nuclear
defense, and shipboard damage control.

Who: Electrician’s Mate (EM)

What: Is responsible for electrical power generation, fractional and integral
horsepower motors, cutter propulsion control, interior communication
systems, electronic navigation equipment, and gyrocompass equipment
and performing the installation, maintenance, repair, and management of
sophisticated electrical and electronic equipment.
Training: Intensive training at the Coast Guard Training Center in Yorktown,
Virginia, in mathematics, physics, electrical circuit analysis, test equip-
ment, motors, generators, and transformers theory. May also attend
courses in advanced analog electronics, digital electronics,
programmable logic controllers, and fiber optics.

Who: Electronics Technician (ET)

What: Is responsible for the installation, maintenance, repair, and management
of sophisticated electronics equipment, such as command and control
systems, shipboard weapons, and the guidance and fire-control systems.
ETs are also responsible for communications receivers and transmitters,
data and voice encryption equipment, navigation and search radar,
tactical and electronic detection systems, and electronic navigation
equipment and navigational computers.
Training: Attends a 28-week training program at the Coast Guard Training Center
in Petaluma, California, and may receive additional specialized training.

Who: Information Systems Technician (IT)

What: Is responsible for establishing and maintaining Coast Guard computer
systems, analog and digital voice systems, and installing and maintaining
the physical network infrastructure. Information systems technicians
also perform work on servers and workstations, install copper and
fiber-optic cable, and will learn adds, moves, branches, and changes
on private branch exchange and electronic key telephone
systems.

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Training: Twenty-five weeks of training at the Coast Guard Training Center in

Petaluma, California, and instruction on installing the standard computer
systems utilized by the Coast Guard.

Who: Machinery Technician (MT)

What: Is responsible for all areas of machinery operation and maintenance
from internal combustion engines to environmental support systems.
Machinery technicians are also called upon to act as law enforcement
officers in the Coast Guard.
Training: Twelve weeks of instruction in Yorktown, Virginia, or qualification
through on-the-job training.

CAREER SNAPSHOTS—AVIATION GROUP

Who: Avionics Electrical Technician (AET)

What: Inspects, maintains, troubleshoots, and repairs avionics systems that
perform communications, navigation, collision avoidance, target acquisi-
tion, and automatic flight control. Also inspects, maintains, troubleshoots,
and repairs aircraft batteries, AC and DC power generation, conversion,
and distribution systems servicing USCG aircraft. Serves as part of the
air crew in flight.
Training: Twenty weeks at the Aviation Training Center in Elizabeth City,
North Carolina, covering basic aviation and electrical maintenance
fundamentals.

Who: Aviation Maintenance Technician (AMT)

What: Ground handling and servicing of aircraft, conducting routine aircraft
inspections, and performing administrative duties. Also repairs aircraft
engines, auxiliary power units, props, rotor systems, power train
systems, and associated airframe, fuselage, wings, and moveable
flight control systems.
Training: Sixteen weeks of on-the-job training followed by a commanding officer’s
recommendation, then 20 weeks of specialized classroom training at the
Aviation Training Center in Elizabeth City, North Carolina.

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Who: Aviation Survival Technician (AST)

What: Serves as the air crew rescue swimmer, performing air-sea rescues and
lifesaving duties. Also inspects, services, maintains, repairs, and trou-
bleshoots cargo aerial delivery systems, drag parachute systems,
aircraft oxygen systems, dewatering pumps, and survival equipment.
Training: Sixteen weeks of physically demanding specialized training at the
Aviation Training Center in Elizabeth City, North Carolina, followed by
three weeks of emergency medical training (EMT) located at the Coast
Guard Training Center, Petaluma, California.

CAREER SNAPSHOTS—ADMINISTRATIVE AND

SCIENTIFIC GROUP

Who: Food Service Specialist (FS)

What: Is responsible for the food preparation, accounting, and management of
USCG galleys, both aboard ships and at shore stations. A food service
specialist may service a large kitchen serving thousands of meals, or
small galleys serving a small crew.
Training: Twelve weeks of specialized food preparation study at the Coast Guard
Training Center in Petaluma, California, or on-the-job training.

Who: Health Services Technician (HS)

What: Provides direct medical care and assists medical and dental officers with
X-rays, diagnostic testing, clinical lab testing, prescribing medications,
administering immunizations, and performing minor surgical procedures.
Training: Thirteen weeks at the Coast Guard Training Center in Petaluma, Califor-
nia, studying anatomy, physiology, patient examination, evaluation, treat-
ment, and pharmacology.

Who: Marine Science Technician (MST)

What: Conducts marine safety activities, investigates pollution incidents, moni-
tors cleanup efforts, protects the United States from aquatic nuisance
species, and examines cargo and passenger ships for compliance with
applicable laws and regulations.

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Training: Nine weeks of training at the Coast Guard Training Center in Yorktown,
Virginia, on pollution investigation, pollution response, occupational
safety and health, facility inspections, and vessel boarding.

Who: Public Affairs Specialist (PA)

What: Writes news releases and feature articles, shoots still and video imagery,
serves as a spokesperson, and maintains websites to raise public aware-
ness of important Coast Guard issues and news stories.
Training: Twelve weeks at the Defense Information School in Ft. Meade, Maryland,
learning media relations, journalism, web design, photography, videogra-
phy, public speaking, and editing and design.

Who: Storekeeper (SK)

What: Handles all logistic functions of procurement, storage, preservation,
packing, and issuance of clothing, spare parts, provisions, technical
items, and all other necessary supplies utilized by the Coast Guard.
Training: Seven weeks of specialized instruction at the Coast Guard Training
Center in Petaluma, California, in requisitioning of supplies and services,
property management, materials shipping and receiving, inventory
management, financial data entry, and maintenance of financial records.

Who: Yeoman (YN)

What: Is responsible for the administration of the Coast Guard’s units, serving
as a human resources personnel manager and administrative specialist.
Responsibilities include payroll, travel, scheduling, information source,
personnel issues, and the transferring in and out of personnel from a
unit.
Training: Six-week program in administration, computations, pay and personnel,
expiration of enlistment, travel and transportation, and reserves at the
Coast Guard Training Center, Petaluma, California, or on-the-job training.

CIVILIAN CAREERS IN THE UNITED STATES COAST GUARD

Civilians employed by the Coast Guard are just that—civilians—and do not

have to enlist for employment, or even know how to swim for that matter!

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There are over 200 civilian positions in the USCG, spread across five broad
occupational areas:

 professional
 administrative
 technical
 trades and labor
 administrative support

QUICK FACT
There are well over 7,000 civilian personnel employed by the United States Coast
Guard, and that number continues to grow.

The professional careers in the USCG typically require advanced de-

grees. These careers can be found in the areas of:

accounting educational training mechanical engineering

architecture vocational training family advocacy
civil engineering electronics engineering family child care
contracting law employee assistance
procurement general engineering wellness

Administrative careers in the USCG typically involve preparing, receiv-

ing, reviewing, and verifying documents; processing transactions; locating
and compiling data or other information from various sources; and using a
variety of computer products to prepare printed material or to store or ma-
nipulate information.

administrative marine inspector human resources

specialist commercial fishing safety and occupational
intelligence analyst industry vessel health
security specialist examiner search and rescue
paralegal specialist housing management controller
budget analyst specialist vessel traffic
criminal investigator information technology management
environmental specialist marine transportation
protection inventory management, specialist
specialist logistics management

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Technical careers in the USCG involve supporting personnel in their pro-

fessional and administrative occupations. Technicians apply a practical
knowledge of principles, concepts, and practices that drive the field of tech-
nology. Technical careers include but are not limited to:

engineering technician construction representative dental assistant

USCG civilian careers in trades and labor include, but are not limited to,
the following:
aircraft mechanic maintenance materials handler
electrician mechanic painter
electronics marine machinery sheet metal mechanic
mechanic mechanic welder
USCG civilian careers in administrative support involve supporting man-
agement; preparing, receiving, reviewing, and verifying documents; and
processing transactions. Administrative support careers include, but are not
limited to:

administrative assistant office automation clerk

human resources assistant procurement assistant
housing management assistant purchasing agent
legal assistant secretary
legal instruments examiner

Coast Guard civilian employees work in more than 100 locations through-
out the United States.

FEDERAL EMERGENCY MANAGEMENT AGENCY

The Federal Emergency Management Agency (FEMA) is the preeminent

emergency management and preparedness agency for the United States.
The agency’s mandate is to reduce the loss of life and property and protect
the United States from hazards, including natural disasters, acts of terror-
ism, and other man-made disasters by leading and supporting the nation in
a risk-based, comprehensive emergency management system of prepared-
ness, protection, response, recovery and mitigation. FEMA’s challenge and

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commitment is to achieve its vision and fully execute the mission to create a
safer and more secure America.

QUICK FACT
The Federal Emergency Management Agency currently has more than 3,700 em-
ployees at the ready throughout the United States.

The agency is headquartered in Washington, DC, with ten regional of-

fices throughout the United States, along with the Mount Weather Emer-
gency Operations Center located in Virginia, the national emergency
training center in Maryland, and National Processing Centers located in
Maryland, Texas, and Virginia. With added responsibilities and directives,
in 2007 FEMA began to strengthen its workforce with congressional ap-
proval of new full-time positions, a significant number of which were added
at the regional level. The agency is working to “develop a nationwide sys-
tem of trained and certified experts and planners, skilled in all-hazards
emergency management, to increase its readiness to meet the range of chal-
lenges posed by any disaster.”2
FEMA offers a wide range of opportunities for people from all walks of
life. But if you’re the type of person who thrives on being part of the action
or a planner who looks into the future to prepare for disasters, FEMA defi-
nitely has a place for you.
Though by no means a complete listing, the following is a good sample of
the types of careers available in FEMA.

CAREER SNAPSHOTS

Who: Emergency Management Program Specialist

What: Ensures that there are adequate operational facilities, staff, and commu-
nications for effective and efficient program delivery and support for as-
signed public assistance disaster declarations.

Who: Environmental Protection Specialist

What: Plans, coordinates, and evaluates a broad scope of studies and investi-
gations of complex problems related to scientific assessments and risk

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determinations. Assists with environmental and historic preservation

reviews, regulatory consultations, compliance, public outreach, and
technical assistance for the Hazard Mitigation Grant Program, Pre-
Disaster Mitigation, Flood Mitigation and Assistance, Repetitive Flood
Claims, Severe Repetitive Loss, and other program projects and
disaster declarations.

Who: Fire Program Specialist

What: Serves as a FEMA spokesperson on all fire programs and related
matters. Is responsible for a variety of program planning, implementation,
monitoring, and analysis activities to provide direct assistance to
organizations that lack the tools and resources necessary to more
effectively protect the health and safety of the public and their
emergency response personnel with respect to fire and all other
hazards.

Who: Contract Specialist

What: Coordinates and manages a variety of complex and typically long-term
contracts and interagency agreements, entailing the coordination
of efforts and the resolution of conflicting and controversial high-
profile issues with a number of parties both within and outside
DHS/FEMA.

Who: Procurement Analyst

What: Analyzes management techniques, processes, and styles for improving
FEMA’s effectiveness. A procurement analyst develops policy; imple-
ments regulations and standards on acquisition related programs,
activities, and functions; investigates and analyzes trends and
conditions; and initiates corrective action.

Who: Reports Specialist

What: Extracts, compiles, assembles, and classifies statistical data from
source materials; computes statistical data for the preparation of unique
ad-hoc reports for customers such as FEMA Regional Offices, other
governmental agencies, voluntary agencies, and FEMA Headquarters,
in support of federal and state disaster recovery programs.

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Who: Deployment Specialist

What: Deploys to disaster sites and field offices to perform liaison functions
on behalf of the Disaster Reserve Workforce Division, including the
preparation of onsite delivery, the initiation of the staffing station,
onsite training and mentoring of local staff, and the coordination of
reporting and staffing requirements for the supported theater.

If a career in prevention or response appeals to you, the Coast Guard or

FEMA may have the job you are looking for. Take the time investigate all
the available career options, and be sure to read Chapter 10 for valuable in-
formation on applying.

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CHAPTER six
CUTTING-EDGE CAREERS IN CYBER SECURITY

A NEW VULNERABILITY

When the United States first realized that it was vulnerable to aircraft and
missiles in the 1950s and 1960s, the federal government quickly responded
by creating a national system to monitor the airspace with radar to detect,
analyze, and warn of possible attacks; coordinate fighter aircraft defenses
during an attack; and restore the nation after an attack through civil defense
programs. Today, the United States’ critical assets are once again vulnerable
to attack, but in a vast, uncharted territory—cyberspace.

QUICK DEFINITION:
Cyberspace (n): The electronic medium of interconnected computer networks, in
which online communication takes place.

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The information technology revolution changed the way businesses and

governments operate. Today, the central nervous system of the nation’s crit-
ical infrastructure—agriculture, food and water supplies, public health,
emergency services, government, defense, industrial base, information and
communications, energy, transportation, banking and finance, chemicals
and hazardous materials, and postal and shipping—is based in cyberspace.
For example, the United States’ power grid is monitored and controlled
with the use of computer networks called supervisory control and data acqui-
sition (SCADA). Computer networks also control electrical transformers,
pipeline pumps, chemical vats, radar, and other critical systems. It is not hard
to imagine what the impact of a terrorist attack on this infrastructure would
cause, and though infiltrating our borders to coordinate a physical attack
upon these assets may be next to impossible, the medium of cyberspace pro-
vides a means for organized attacks on the United States’ infrastructure from
a distance.

QUICK FACT
Barack Obama has stated that cyber security is a top priority in his administration.
The Department of Homeland Security is the lead agency in the area of cyber secu-
rity for the United States.

DEFENDING CYBERSPACE

Countering cyber attacks requires the development of new, cutting-edge ca-

pabilities, and the Department of Homeland Security is tasked with the re-
sponsibility of securing cyberspace. This responsibility includes:

 developing a comprehensive national plan for securing the key re-

sources and critical infrastructure of the United States
 providing crisis management in response to an attack on critical in-
formation systems
 providing technical assistance to the private sector and other govern-
ment entities with respect to emergency recovery plans for failures of
critical information systems
 coordinating with other agencies of the federal government to provide
specific warning information and advice about appropriate protective

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measures and countermeasures to state, local, and nongovernmental

organizations including the private sector, academia, and the public
 performing and funding research and development along with other
agencies that will lead to new scientific understanding and technolo-
gies in support of homeland security
 becoming a federal center of excellence for cyber security and providing
a focal point for federal outreach to state, local, and nongovernmental
organizations including the private sector, academia, and the public

This new field has provided a unique opportunity for creative and innovative
individuals with an interest in creating the cyber technology of tomorrow,
while protecting vital infrastructure of the United States. Understanding the
various components that make up DHS’s cyber security responsibilities can
help you in your effort to ascertain where your skills and abilities would be
best utilized. Following are the major offices, divisions, and programs found
in cyber security within DHS.

Office of Cybersecurity and Communications

The Office of Cybersecurity and Communications works to prevent or min-

imize disruptions to the critical information infrastructure in order to pro-
tect the public, economy, government services, and the overall security of
the United States. It does this through continuous efforts designed to fur-
ther safeguard federal government systems by reducing potential vulnerabil-
ities, protecting against cyber intrusions, and anticipating future threats.
The Office of Cybersecurity and Communications actively engages the
public and private sectors, as well as international partners to prepare, pre-
vent, and respond to catastrophic cyber incidents.

National Cybersecurity Division

The National Cybersecurity Division (NCSD) works collectively with public,

private and international entities to secure cyberspace and American cyber as-
sets. The goal of the NCSD is to build and maintain an effective national cy-
berspace response system and implement a cyber risk management program

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for the protection of critical infrastructure. It is structured to function

through the following programs:

 The Cybersecurity Preparedness and National Cyber Alert

System provides both technical and nontechnical computer users
with current information on the latest threats to cyberspace.
 The United States Computer Emergency Readiness Team—
US-CERT Operations—is responsible for analyzing and reducing
cyber threats and vulnerabilities, disseminating cyber threat warning
information, and coordinating incident response activities.
 The Cyber Cop Portal coordinates with law enforcement agencies
to help capture and convict those responsible for cyber attacks. It is
an information sharing and collaboration tool accessed by over 5,300
investigators worldwide involved in electronic crimes cases.

Cyber Security Research and Development Center

The Cyber Security Research and Development Center (CSRDC) was estab-
lished by DHS to develop cyber security technology. The center conducts its
work through partnerships between government and private industry, the
venture capital community, and the research community. It conducts experi-
mental research, Internet route monitoring, experiments and exercises, and is
a research data repository. The end users of these research tools include cyber
security researchers, developers, and operators. The center is working on the
cutting edge of future technology for government as well as the private sector.

DO YOU HAVE WHAT IT TAKES TO

WORK IN DHS CYBER SECURITY?

In response to the need for well-trained, well-equipped information tech-

nology security specialists, the Office of Cybersecurity and Communica-
tions has developed a document called Information Technology Security
Essential Body of Knowledge (EBK) Competency and Functional Framework for
Informational Technology Security Workforce Development.1 This document

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outlines the essential knowledge and skills information technology security

practitioners should possess to perform in their field. It is updated every two
years and clarifies key information technology security terms and concepts
and identifies generic security roles for information technology security
specialists. This document provides an IT professional interested in work-
ing for DHS the opportunity to match his or her competencies with a role
as an information technology security professional with DHS. The Informa-
tion Technology Security Essential Body of Knowledge (EBK) Competency and
Functional Framework for Informational Technology Security Workforce Develop-
ment can be found online at http://www.us-cert.gov/ITSecurityEBK/.

Career Areas

The DHS is currently looking for individuals with the skills or competen-
cies to work in the following areas:

Data Security—the application of principles, policies, and procedures

necessary to ensure the confidentiality, integrity, availability, and privacy
of data in all forms of media
Digital Forensics—the knowledge and understanding of digital investi-
gations and analysis used for acquiring, validating, and analyzing elec-
tronic data to reconstruct events related to security incidents
Enterprise Continuity—the application of the principles, policies, and
procedures that ensure that an enterprise continues to perform essential
business functions after the occurrence of a catastrophic event
Incident Management—the knowledge and understanding of the
process to prepare and prevent, detect, contain, and recover, and the
ability to apply lessons learned from incidents impacting the mission of
an organization
Information Technology Training and Awareness—the principles,
practices, and methods required to raise employee awareness about basic
information security and train individuals with information security roles
to increase their knowledge, skills, and abilities
Information Technology Systems Operations and Maintenance—
the ongoing application of principles, policies, and procedures to

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maintain, monitor, control, and protect information technology infra-

structure and the information residing on it during the operations phase
of an information technology system or application in production
Network and Telecommunications Security—the application of the
principles, policies, and procedures involved with ensuring the security
of basic network and telecommunications services and data, and in main-
taining the hardware layer on which it resides. Examples include perime-
ter defense strategies, defense in depth strategies, and data encryption
techniques.
Personnel Security—the methods and controls used to ensure that in
an organization’s selection and application of human resources, both
employee and contractor are controlled to promote security. Personnel
security controls are used to prevent and detect employee-caused
security breaches such as, theft, fraud, misuse of information, and
noncompliance.
Physical and Environmental Security—the methods and controls used
to proactively protect an organization from natural or manmade threats
to physical facilities and buildings, as well as physical locations where
information technology is located or work is performed, as in computer
rooms and work locations. Physical and Environmental Security protects
an organization’s personnel, electronic equipment, and data/information.
Procurement—the application of principles, policies, and procedures
required to plan, apply, and evaluate the purchase of information tech-
nology products and services, including risk-based presolicitation, solici-
tation, sources selection award, and monitoring, disposal, and other
post-award activities
Regulatory and Standards Compliance—the application of the princi-
ples, policies, and procedures that enable an enterprise to meet applica-
ble information security laws, regulations, standards, and policies to
satisfy statutory requirements, perform industry-wide best practices, and
achieve information security program goals
Security Risk Management—the policies, processes, procedures, and
technologies used by an organization to create a balanced approach to
identifying and assessing risks to information assets, personnel, facilities,
and equipment, and to manage mitigation strategies that achieve the
security needed at an affordable cost

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Strategic Security Management—the principles, practices, and meth-

ods involved in making managerial decisions and actions that determine
the long-term performance of an organization. Strategic security man-
agement requires the practice of external business analyses such as
customer analyses, competitor analyses, market analyses, and industrial
environmental analyses. It also requires the performance of internal
business analyses that address financial performance measurement,
quality assurance, risk management, and organizational capabilities or
constraints. The goal of these analyses is to ensure that an organization’s
information technology security principles, practices, and system design
are in line with its mission statement.
System and Application Security—the principles, policies, and
procedures pertaining to integrating information security into an infor-
mation technology system or application during the system development
life cycle prior to the operations and maintenance phase. This approach
ensures that the operation of information technology systems and
software does not present undue risk to the enterprise and its
information assets. Supporting activities include risk assessment, risk
mitigation, security control selection, implementation and evaluation,
and software security standards compliance.

QUICK FACT
Cyber security is one of the fastest growing occupational areas in DHS—over 1,000
new positions will be added by 2012.

THE FUTURE OF CYBER SECURITY

The Department of Homeland Security has assembled an incredible team

of experts in the field of information technology. However, many more are
needed. DHS announced hiring authority to staff up to 1,000 positions
through 2012 across all DHS components to fulfill critical cyber security
roles, including analysis, cyber incident response, vulnerability detection
and assessment, intelligence and investigation, and network and systems
engineering.2

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The government is committed to equipping DHS with the critical tools

necessary to build a world-class cyber organization and compete with the
private sector for cyber security talent. Recently, DHS has made inroads in
recruiting from the private sector, but they have a long way to go to obtain
the future cyberspace leadership that DHS and the federal government has
envisioned. The information technology field plays an important function
in today’s economy and its future functions and security can begin with you.

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CHAPTER seven
LEGAL CAREERS WITH THE OFFICE
OF THE GENERAL COUNSEL

THE OFFICE of the General Counsel, comprised of over 1,750 at-

torneys, is the chief legal counsel for the Department of Homeland Security
and is responsible for the entire department’s legal determinations. The
general counsel is also the DHS regulatory policy officer, managing the
rule-making program and ensuring that all regulatory actions comply with
relevant statutes and executive orders.
The Office of the General Counsel’s central duties include:

 providing complete, accurate, and timely legal advice on possible

courses of action for DHS
 ensuring that DHS policies are implemented lawfully, quickly, and ef-
ficiently, to protect the rights and liberties of any Americans who
come in contact with DHS
 representing DHS in venues throughout the United States, including
immigration courts

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AREAS OF PRACTICE

Attorneys of the Office of the General Counsel work at DHS headquar-

ters and throughout all the major components of DHS. Let’s examine this
further.

The Office of the General Counsel Headquarters

The Office of the General Counsel is made up of lawyers at DHS headquar-

ters who serve on the general counsel’s immediate staff, as well as lawyers
working in operating components. The headquarters of the Office of the
General Counsel is divided into specialized areas of responsibility, with each
division headed by an associate general counsel. The specialized divisions
found within the headquarters of the Office of the General Counsel are:

 General Law
This division provides legal advice and support on acquisition and
procurement activities, labor and employment matters, appropria-
tions and fiscal law issues, general tort and related claims, as well as
oversight of the activities of the Board of Correction of Military
Records.
 Immigration Law
This division provides expertise in United States immigration laws,
including deportation and removal, arrest and detention, national
security, asylum applications and other remedies, refugee issues,
benefit processing and adjudications, inspection and admissibility
issues, visa adjudication and issuance, and immigration and federal
court litigation.
 Intelligence Law
This division provides expertise in authorities related to intelligence
collection, analysis, and dissemination; engagement with state, local,
tribal, and private sector entities; and information sharing.
 Legal Counsel Law
This division provides legal review, guidance, and support on signifi-
cant litigation matters, including coordinating with the Department

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of Justice, and serves as the DHS expert on statutory authorities, in-

cluding analyzing existing powers and assessing the impact of pend-
ing legislation. Legal Counsel also provides legal support on privacy
and civil rights and civil liberties issues, and responds to significant
inquiries from Congress and the General Accounting Office.
 National Protection and Programs Law
This division provides legal support to the National Protection and
Programs Directorate with specific sections devoted to chemical fa-
cility security, communications, cyber security, infrastructure protec-
tion, and the US-VISIT program.
 Operations and Enforcement Law
This division provides expertise in operations, law enforcement, and
emergency/incident management activities, including international
information exchange, screening and watch lists issues, international
agreements and arrangements, foreign investment, and national secu-
rity reviews.
 Regulatory Affairs Law
This division leads DHS rule-making activities, coordinates review of
proposed regulations, and ensures that all regulatory actions pre-
sented to the secretary of the DHS comply with constitutional and
statutory restrictions and mandates.
 Technology Programs Law
This division provides legal support for the Science and Technology
Directorate, Domestic Nuclear Detection Office, and Office of
Health Affairs.
 Ethics Law
This division administers the financial disclosure program, coordi-
nates and manages the DHS ethics program that includes providing
legal advice, and acts as a liaison to the Office of Government
Ethics in the role of Designated Agency Ethics Official, a secretarial
appointee.

QUICK FACT
The Department of Homeland Security offers students the opportunity to try out po-
sitions within the Office of General Counsel through the Honors Program and sum-
mer internship programs.

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The Office of the General Counsel Components

The Office of the General Counsel also has attorneys within individual
components of the DHS. Each of the Office of the General Counsel com-
ponents is headed by a chief counsel or its equivalent. These components
are found within each of the major offices of the DHS. Here is how those
components break down:

 Transportation Security Administration (TSA)

Responsibilities of the chief counsel and staff of attorneys include
providing legal advice to the commissioner and senior leadership of
TSA on legal issues associated with their mission. The chief counsel
maintains both headquarters and field office locations where TSA
missions are conducted. The TSA chief counsel oversees both crimi-
nal and civil enforcement of federal laws relating to transportation
security, and conducts or manages litigation before courts of adminis-
trative tribunals. The chief counsel and lawyers also assist in the
development of TSA legislative and regulatory programs, inter-
preting applicable statutory or regulatory authority, helping shape
TSA’s legal posture in international matters, and advising TSA on
implementing TSA security directives and necessary adjustments
to operating procedures.
 Customs and Border Protection (CBP)
Responsibilities of the CBP chief counsel include providing legal ad-
vice to the commissioner and senior CBP leaders on legal issues asso-
ciated with the CBP mission, as well as providing legal advice and
support to all components of CBP, representing CBP in administra-
tive hearings; providing litigation support to the Department of Jus-
tice, completing the administrative collection of civil fines and
penalties; providing comprehensive legal services to all components
of CBP. The CBP chief counsel reviews legislative and regulatory
proposals and provides legal training to operational staff. The CBP
chief counsel is also responsible for reviewing proposed actions to en-
sure compliance with legal requirements, preparing formal legal
opinions, preparing and reviewing all responses in all civil or criminal
court actions involving CBP; and developing nationwide programs,

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policies, and procedures within its functional area. The CBP chief
counsel has both a headquarters office and field structure. The head-
quarters is divided broadly into three functional areas: ethics, labor
and employment; enforcement; and trade and finance. Each of these
functional areas is under the supervision of associate chief counsels.
The field structure consists of associate and assistant chief counsels,
located in major cities across the United States, who advise field man-
agers in their geographical areas.
 United States Citizenship and Immigration Service (USCIS)
Responsibilities of the USCIS chief counsel include providing legal
advice to the director and senior leadership of USCIS on legal issues
associated with USCIS missions, as well as providing legal support to
USCIS components and the Department of Justice office in the area
of immigration litigation; providing legal advice on the adjudication
of applicants for temporary visa status, permanent residence, citizen-
ship, and asylum. The USCIS chief counsel also offers legal educa-
tion and training to USCIS personnel; reviews legislative and
regulatory proposals; and represents USCIS in visa petitions appeals
and in administrative proceedings. The USCIS chief counsel main-
tains a headquarters location as well as field offices supporting the
USCIS components throughout the United States.
 Immigration and Customs Enforcement (ICE)
ICE principle legal advisors oversee the largest legal component in
DHS with more than 900 attorneys from the Office of the General
Counsel. The principle legal advisors provide legal advice to the
assistant secretary and other senior ICE leaders on legal issues as-
sociated with the ICE mission. The ICE principle legal advisors
also represent ICE in all exclusion, deportation, and removal pro-
ceedings; prosecuting removal court cases and handling Board of
Immigration Appeal cases. The ICE advisors also provide litigation
support to United States Attorney offices, assisting with removal
order reinstatements, administrative removal orders, and expedited
removals. Legal advisors also review legislative and regulatory pro-
posals and provide training and ethics guidance to all ICE person-
nel. Legal advisors represent ICE in court and other administrative
proceedings.

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 United States Secret Service (USSS)

Responsibilities of the Secret Service chief counsel include providing
legal advice to the director and other senior Secret Service leaders on
legal issues associated with the Secret Service protective and inves-
tigative missions, and its administrative responsibilities. The Secret
Service chief counsel provides support to the Department of Justice
in their claims against the Secret Service and its employees. The Se-
cret Service chief counsel prepares comments on proposed legislative
and regulatory proposals; drafts testimony and policy; directs the
Secret Service ethics program; and reviews documents related to as-
sets forfeiture. The Secret Service chief counsel also makes deter-
minations concerning release of information under the Freedom of
Information Act, criminal and civil discovery, subpoenas and other
requests, as well as represents the Secret Service in administrative
hearings.
 Federal Emergency Management Agency (FEMA)
Responsibilities of FEMA chief counsel include providing legal ad-
vice to the administrator and senior leadership of FEMA on legal is-
sues associated with FEMA missions as well as interpreting applicable
statutory and regulatory authority with respect to disaster and emer-
gency assistance, national preparedness, National Continuity Pro-
grams, the National Flood Insurance Program, and the National
Response Framework. FEMA chief counsel conducts or manages liti-
gation before courts and administrative tribunals; provides legal ad-
vice on fiscal law issues, procurement actions, and the Freedom of
Information and Privacy Act. FEMA chief counsel also reviews leg-
islative and regulatory proposals, and provides training and counsel-
ing through the Alternative Dispute Resolution Program to reduce
complaints against FEMA and improve workplace communication
and coordination.
 United States Coast Guard (USCG)
Responsibilities of the USCG judge advocate general include provid-
ing legal advice to the commandant and other senior USCG leader-
ship in areas including international and maritime law, including drug
and alien interdiction; counterterrorism; defense operations, marine

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safety and facilitating maritime commerce, and protecting living

marine resources and the environment. The USCG judge advocate
general, with a staff of over 280 attorneys, develops legal services
throughout the Coast Guard to support mission execution; manages
the Coast Guard Legal Program, military justice, litigation and
claims; and handles legislation and rule-making, environmental law,
legal assistance, and major systems acquisitions.
 Federal Law Enforcement Training Center (FLETC)
Responsibilities of the FLETC chief counsel include providing legal
advice to the director and senior leadership of FLETC on legal issues
associated with FLETC missions, as well as representing FLETC
equal opportunity and employment disciplinary cases, and representing
FLETC in administrative hearings. The FLETC chief counsel pro-
vides legal advice and assistance in procurement-related matters. The
Federal Law Enforcement Training Center chief counsel represents
FLETC in bid protest and contract disputes, processing and adjudi-
cating claims under the Military and Civilian Employees Compensa-
tion Act and Federal Tort Claims Act. Federal Law Enforcement
Training Center chief counsel also provides legal advice and assis-
tance on fiscal law issues and legislative matters, information/intellec-
tual law matters to include copyright, the Freedom of Information
Act, and the Privacy Act. As well, the chief counsel provides legal
training for federal, state, local, and international law enforcement
officers attending basic and advanced training at the Federal Law En-
forcement Training Center’s four domestic and two international
training sites.

OPPORTUNITIES TO PRACTICE LAW

If you are an accomplished lawyer or currently studying law, the Office of

General Counsel with DHS may be a place to consider. You will have the
opportunity to practice law in an environment that shapes the future of the
government of the United States while protecting its citizens from terrorist
threats.

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The Office of the General Counsel has several programs in place to assist
entry-level hiring of up-and-coming legal students.

Honors Program

The Honors Program serves as a cornerstone for entry-level attorney hiring

by the DHS. It offers highly qualified third-year law students, graduates,
and judicial law clerks the opportunity to start their legal career with the
Office of the General Counsel. Honor Program attorneys are hired for a
two-year term, during which they have the opportunity to work in the head-
quarters of the Office of the General Counsel and other participating com-
ponent legal offices within the Office of the General Counsel.
The responsibilities offered the Honors Program attorneys include liti-
gation, administrative law, commercial law, procurement law, legislative
and regulatory drafting, maritime law, immigration law, and national secu-
rity law. The participants are given a significant amount of responsibility
early on in their careers and can expect to handle highly visible and legally
significant cases on an accelerated basis. All participants who achieve satis-
factory performance ratings during their two-year term become eligible
for full-time positions, depending on the needs of the department and
available funding. The selection process is highly competitive. Candidates
are selected on the basis of: academic achievement, writing ability, law re-
view or moot court experience, legal aid or clinical experience, and work
history.

Summer Law Intern Program

The Summer Law Intern Program is designed to introduce law interns to

the operating components of the Office of the General Counsel within the
DHS. Successful candidates will be given the opportunity to work in the
different legal divisions of the Office of the General Counsel including: im-
migration, regulatory affairs, operations and enforcement, legal counsel,
general law, technology programs, national protection programs, and intel-
ligence. The Department of Homeland Security selects the interns based

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on: academic achievement, writing ability, law review or moot court experi-
ence, legal aid, or clinical experience, and work history.

Volunteer Legal Intern/Extern Program

The Volunteer Legal Intern/Extern Program uses on the same application

criteria as the Summer Law Intern Program but accepts interns and externs
on a volunteer basis. Interns in this program are able to gather the same le-
gal experiences of the Office of the General Counsel, but as volunteers they
do not receive compensation.
Besides these programs, the Office of the General Counsel regularly
posts vacancy announcements at the headquarters level and throughout the
United States. We show you how to find job announcements in Chapter 9,
as well as how to network with employees within the Office of the General
Counsel in Chapter 13. The rewards and job satisfaction found working at
the highest levels of government for the Office of the General Counsel can
be immense; if you are a working or aspiring attorney who wants to really
make a difference, it may be the place for you.

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CHAPTER eight
CAREERS IN ACQUISITIONS

THE DEPARTMENT of Homeland Security acquisitions pro-

gram is the third-largest procurement budget in the federal government at
more than $20 billion annually. In addition, according to a report from the
Office of the Inspector General, the American Recovery and Reinvestment
Act of 2009 has provided the DHS with approximately $2.8 billion to ac-
quire goods and services to help stimulate the United States economy. Ac-
cording to this report, the DHS does not have enough trained and qualified
staff to fulfill the responsibilities of contracting officers, contracting officer
technical representatives, program project managers, and grant managers. It
goes on to say that competition with other departments in the federal gov-
ernment for acquisition personnel is intense, and may become more in-
tense with the additional requirements of the American Recovery and
Reinvestment Act of 2009 at multiple agencies. The existing shortage of
skilled, federal acquisition personnel adversely affects the capacity of the
DHS to manage mission critical programs and represents a risk to the Re-
covery Act investments.1

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The Department of Homeland Security is actively engaged in recruiting

professionals with contracting experience to manage their operational ac-
quisitions of supplies and services. In this chapter we discuss the options
available to you in the area of acquisitions or government contracting.

QUICK FACT
The Department of Homeland Security purchases over $20 billion worth of assets
every year.

WHAT IS ACQUISITIONS?

Let’s start out with a definition of acquisitions:

“Acquisition” means the acquiring by contract with appropriated funds

of supplies or services (including construction) by and for the use of
federal government through purchase or lease, whether the supplies or
services are already in existence or must be created, developed,
demonstrated, and evaluated. Acquisition begins at the point when
agency needs are established and includes the description of the
requirement to satisfy agency needs, solicitation and selection of sources,
award of contract, contract financing, contract performance, contract
administration, and those technical and management functions directly
related to the process of fulfilling agency need by contract.2

Acquisition or contracting responsibilities include the following: preparing

initial drafts of requests for proposals, contracts, and support documentation;
assisting the contract managers and program managers in developing re-
quirements and acquisition plans and strategies; drafting contracts, purchase
orders, delivery orders, and contract modifications for contract managers to
review. The acquisitions career field is also responsible for administering
contracts including processing invoices, monitoring contract provisions, and
ensuring contractor performance; preparing documentation for the contract
file; and compiling and analyzing contract data. Contract managers have sig-
nature authority for authorized contractual business and act as negotiators,
coordinating with agency and legal counsel, audit, and program offices.

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The Department of Homeland Security is looking for acquisition or con-

tract specialists with education in business management, engineering, law,
accounting, or related fields, and with experience in government contract-
ing, administration, commercial purchasing, or their related fields. It is also
looking for acquisition specialists with knowledge of acquisition policies,
and procedures, and other applicable regulations. Contract specialists and
managers in acquisitions are utilized within major components of the DHS,
including the Coast Guard, Customs and Border Protection, the Trans-
portation Security Administration, Immigration and Customs Enforce-
ment, the Secret Service, the Federal Emergency Management Agency, and
the Federal Law Enforcement Training Center.

ENTRANCE TO ACQUISITIONS CAREERS

The Department of Homeland Security has several programs available to

encourage hiring in the area of acquisitions. The following details these ac-
quisition career path programs:

ACQUISITION PROFESSIONAL CAREER PROGRAM

Applicants chosen for this program are appointed to three, one-year rotational
assignments in different DHS component organizations, providing them with
the opportunity to gain experience in a wide variety of work environments. In
Acquisition Professional Career Programs (APCPs) you may work in short-
notice disaster relief planning efforts at FEMA, long-term ship design projects
at the Coast Guard, ongoing screening and detection equipment development
testing and deployment for the TSA, or other vital projects and programs
throughout the DHS. The experience gained, combined with the training and
mentorship program that is discussed later, will enhance your understanding
and comprehension of an acquisition career field, preparing you for virtually
any situation you may encounter during your career. The APCP additionally
provides a broader perspective into the many missions going on simultane-
ously within the DHS. This allows you to see both the parts and the whole pic-
ture that work toward the larger DHS mission protecting against and

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responding to threats and hazards facing the United States. APCP partici-
pants will be required to choose the business track or the technical track.
In the Business Track, participants become 1102 series contract special-
ists, developing requirements and determining the best value among pro-
posals. After determining the best value, the contract specialists will sign the
contracts on behalf of the federal government.
In the Technical Track, participants train in one of several available oc-
cupational series:

 program manager (242 series)

 systems engineering (801 series)
 industrial engineering (896 series)
 information technology specialist (2210 series)

Each of these series manages the design, development, and deployment of

new technologies vital to the protection of the United States.

(Note: These series job descriptions have been previously discussed in

Chapter 2.)

New hire prospects are started at a GS-07 series grade level, appointed
for a three-year rotational period to learn the various operational missions
in the DHS. Upon successful completion of the program, a hire will be
placed into a permanent full-time position, with promotion up to a GS-13
series grade level.

TRAINING

The Acquisition Professional Career Program provides the skills and train-
ing necessary to become a sought-after expert in the field of acquisition.
Through the program, the DHS invests over 400 hours of technical train-
ing. As you progress through the program you will receive progressively
higher certifications within your acquisitions career field. These certifica-
tions are recognized throughout the federal government and will serve as
your professional credentials as a recognized expert in your field. Addition-
ally, you will receive more than 100 hours of leadership-specific training.

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Careers in Acquisitions

This leadership training will provide you with the skills to become a future
leader in tomorrow’s government.

QUICK FACT
New employees in the Acquisition Professional Career Program are given over 400
hours of technical training.

MENTORING

Within the first 90 days of the program you will be partnered with a senior
expert in your acquisition field who will provide you with positive guidance
on how to reach your full potential. Along with the experienced profession-
als you will have the opportunity to work with and learn from on a daily ba-
sis, you will be able to turn to your mentor for frank discussion, advice, and
career planning. Together, you will assess your professional strengths and
weaknesses to develop a mentoree action plan, laying out your long-term
career goals and aspirations. Your mentor will work with you over the
length of your participation in the APCP, helping you on the road to your
professional success.
The APCP hiring process is a lengthy one. The application can take sev-
eral months to process. Applicants are encouraged to apply at the earliest
date possible. The APCP applicants are required to be United States citi-
zens; they must be able to obtain a security clearance, as required by all
DHS procurement jobs. (The security clearance process is discussed in
Chapter 12.)
In an effort to develop a talented and diverse group of procurement spe-
cialists, DHS is utilizing active recruiters to find the kind of contracting
professionals they desire. Acquisition Professional Career Program repre-
sentatives will be attending recruiting events across the United States. The
Department of Homeland Security is participating in numerous college re-
cruitment events, national conferences, and career fairs. The Department of
Homeland Security has also partnered with minority servicing institutions
and veterans’ organizations to reach minority and military communities, as
well as people with disabilities.3 The recruiting events are the perfect oppor-
tunity to seek further information on the Acquisition Professional Career

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Program and your opportunities within the federal government as an Ac-

quisition Specialist.

CONTRACT SPECIALISTS POSITIONS FOR ANNUITANTS

Office of Personal Management projections indicate that disproportionate

numbers of current federal workers will become retirement-eligible through
2010, with the highest number of these being contract specialists.4 The De-
partment of Homeland Security is seeking to reemploy federal annuitants
with contracting experience. If you have retired from federal service as a Busi-
ness Track GS-1102 series in the grade range of GS-13 to GS-15, you may
qualify to join the Homeland Security procurement team without sacrificing
your existing retirement annuity. You will have the opportunity to serve in
limited-term appointments. You may also have the opportunity to serve as a
mentor to participants of the Acquisition Professional Career Program.

LATERAL TRANSFERS

If you are a current federal employee employed outside the Department of

Homeland Security and are currently engaged in federal contracting activi-
ties, the DHS is actively seeking you as well. Current federal employees
have the opportunity to apply directly with the DHS, bypassing the federal
vacancy announcements, and sending their resumes via e-mail to: acquisition
[email protected]. Due to the shortages previously discussed in this
chapter, your experience in federal contracting is greatly needed.
With DHS having the third-largest procurement budget in the federal
government and the continued importance of DHS missions in the protec-
tion of the United States, acquisition career professionals will continue to
be in increasing demand. If you are a specialist in the field of federal con-
tracting, you need to look seriously at the opportunities available with a ca-
reer in acquisitions.

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CHAPTER nine
WHAT ARE THE OPPORTUNITIES?

THE DEPARTMENT of Homeland Security offers more oppor-

tunities to match your job skills and interests than any other federal govern-
ment department or agency. But with so many choices, it’s a daunting task to
sort through the variety of career titles to locate jobs that interest you and
for which you are qualified. This chapter helps you sift through the oppor-
tunities and target the DHS career that’s a fit for you.

WHERE ARE THE OPPORTUNITIES?

The Department of Homeland Security is developing into an organization

that is leading the United States in a new area of security and innovation, and
its role in today’s world is ever evolving. With the constantly changing eco-
nomic climate, new challenges are added to the DHS’s missions and it has
initiated steps to meet those challenges by establishing career positions that
not only protect, but analyze, predict, and plan for future happenings. The

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DHS is on the cutting edge of technology, planning and developing the

future innovations that will be utilized by federal, state, and local govern-
ment agencies.

QUICK FACT
The Department of Homeland Security expects to fill 65,730 mission-critical jobs by
2012.

Having a team in place that can meet the security challenges for the fu-
ture is critical to the stability of the United States, and to meet those chal-
lenges the DHS expects to fill 65,730 mission-critical jobs by 2012, and that
number doesn’t include the additional non-mission-critical jobs that need to
be filled on a regular basis. The table breaks down, by occupational area, of
the expected DHS mission-critical hires for 2010–2012.

Department of Homeland Security 2010–2012

Hiring Projections

Occupational Area Projected Hires 2010–2012

Accounting and budget analysis 220

Adjudication officers 2,250

Asylum officers 155

Attorneys 745

Border patrol agents 9,800

Contract representatives 90

Contracting 875

Criminal investigation 1,410

Customs and border protection 4,950

Engineering 375

General biological sciences (agricultural sciences) 970

General investigation, investigation and compliance 3,000

Human resources 430

Immigration enforcement 1,150

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What Are the Opportunities?

Import specialists 125

Information technology 1,025

Intelligence analysis 390

Management/program analysis 1,850

Physical sciences 125

Police officers 470

Security administration 825

Transportation security officers 34,500

Total: 65,730
Source: Department of Homeland Security, “Where the Jobs Are 2009, Mission Critical Opportunities for America,”
http://data.wherethejobsare.org/wtja/agency/31, Sept 23, 2009.

The Department of Homeland Security’s workforce is influenced by a

number of factors, including technological advances, expanded mission re-
sponsibilities, and a continuing terror threat. Couple this with the projected
retirement of employees annually in the entire federal government reaching
a high of 61.3% by the year 2016,1 and one begins to see the career oppor-
tunities available within the DHS.
The hiring projections through 20122 indicate that the top five job cate-
gories in the federal government will be in:

1. Medical and public health

2. Security and protection
3. Compliance and enforcement
4. Legal
5. Administrative and program management

WHAT IS IN DHS’S FUTURE?

Homeland security is a new core component of our government. In the es-

tablishment of the DHS, government leaders set goals and parameters not
only in operational priorities, but in personnel and future governmental
leadership. This innovative policy agenda has set the DHS apart from other

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agencies and departments and has established new career opportunities for
you and your future.

QUICK FACT
The 2010 budget for the DHS was $42.7 billion.

The budget of the DHS has increased annually since 2001. With each
funding increase has come an increase in personnel to handle the workload.
The agency’s 2010 budget was $42.7 billion,3 and keeping with the trend,
will be even larger in the years to come.
There are countless career opportunities available because of the broad
nature of the DHS mission. As you have been reading this book and learn-
ing what each department and agency within DHS does, we hope that you
have also been thinking about how the various careers relate to your inter-
ests and skills. Undoubtedly, with the vast array of DHS careers available, at
least one career touched on in this book will pique your interest. Once you
have determined your area of interest and read everything we have provided
on that career choice, be sure to refer to the Appendixes at the back of the
book for more source material that will help you learn more about your spe-
cific career interest.

WHERE TO LOCATE JOB OPENINGS

It’s important to understand how the federal government determines eligi-

bilities for a specific position within the federal government. There are two
classes of jobs found in federal government—competitive and excepted
service.
Competitive Service jobs fall under the jurisdiction of the Office of Per-
sonnel Management. These jobs are subject to laws passed by Congress that
ensure that applicants and employees receive fair and equal treatment in the
hiring process. They give selecting officials broad authority to review more
than one applicant source before determining the best qualified candidate
based on job-related criteria. A basic principle is that all candidates must
meet the qualifications for the position to which they are appointed.

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What Are the Opportunities?

In filling competitive service jobs, agencies generally choose from three

groups of candidates.

1. A competitive list of eligible applicants. This record lists the appli-

cants, in rank order, who meet the qualification requirements for a
specific vacancy announcement.
2. A list of eligible applicants who have civil service status. This list
consists of applicants who are eligible for noncompetitive movement
within the competitive service. These individuals presently or previ-
ously served in career-type appointments in the competitive service.
They are selected under agency merit promotion procedures and
can receive an appointment by promotion, reassignment, transfer, or
reinstatement.
3. A list of eligible applicants who qualify for a special noncompet-
itive appointing authority established by law or executive order.
An example of special noncompetitive appointing authority would in-
clude: Veteran’s Readjustment Appointment, the special authority for
30% or more disabled veterans, or the Peace Corps.

Excepted Service jobs are found in federal agencies that set their own
qualification requirements. These agencies are not subject to the appoint-
ment, pay, and classification rules of laws established by Congress. They are,
however, subject to veteran’s preference rules. Some federal agencies (such
as the FBI and CIA) only have Excepted Service positions. Other agencies
may have some divisions or even specific jobs that may be excepted from
civil service procedures. Excepted Service allows the agency to fill positions
in unusual or special hiring needs. These positions may be excepted by law,
executive order, or by action of the Office of Personnel Management.
Agencies in the competitive service are required by law and the Office
of Personnel Management to post vacancies with the Office of Personnel
Management whenever they are seeking candidates from outside their
own workforce for positions lasting more than 120 days. These vacancies
are posted on the Office of Personnel Management’s USAJOBS and
STUDENTJOBS sites. Excepted agencies are not required to post their
job announcements with the Office of Personnel Management. To learn

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about their job opportunities in excepted service positions one must go to

the specific agency’s website.

UNDERSTANDING JOB CLASSIFICATIONS

The Office of Personnel Management has established job occupational

groups and series used to classify the work positions. The classification is
made in terms of the kind or subject matter of work, the level of difficulty
and responsibility, and the qualification requirements of the job. You need
to understand what the listing means when you are searching for careers
within the DHS; this will assist you in determining matches with your inter-
ests, training, and abilities. To better help you get a grasp on these classifica-
tions, the Office of Personnel Management has published a comprehensive
“Introduction to the Position Classification Standards” document, which is
free to download here:

www.opm.gov/fedclass/GSintro.pdf

WHERE TO FIND THE JOB ANNOUNCEMENTS

In an effort to streamline federal job announcements, the federal govern-

ment has established USAJOBS.GOV, a website dedicated to posting most
of the job openings found throughout the government. However, the word
most is key here—the listings are not all-inclusive and some agencies and de-
partments do not utilize it for specific jobs/classifications, especially for ex-
cepted agencies. If you are serious about getting a career in the DHS, it is in
your best interest to check both USAJOBS.GOV and the individual web-
sites for each agency or department.
These federal websites offer you the flexibility to search on your terms.
They are easily accessible, and are available 24 hours a day, seven days a
week; best of all, they are free of charge to use. Be leery of other websites
that offer for a fee to do what you can for free on an official government
website.

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What Are the Opportunities?

About USAJOBS.GOV and STUDENTJOBS.GOV

www.usajobs.gov is operated by the Office of Personnel Management

and is the federal government’s official portal for federal jobs and em-
ployment information. The website is described as your “one-stop source
for Federal jobs and employment information” and is continually updated
to provide the most comprehensive listing of federal job opportunities
available. USAJOBS also provides you with training tutorials and guides
on effectively utilizing the website to make your job searching more
effective.
www.studentjobs.gov is also operated by the Office of Personnel Man-
agement and is the official portal for students looking for federal jobs and
employment information. This website provides students with the essential
knowledge they need to search for and embark on a new federal career. The
website also offers students information on finding a specific interest in fed-
eral government employment by exploring summer internships, fellow-
ships, grants, and loan repayment programs.

SEARCHING FOR A JOB WITH USAJOBS.GOV

At any one time, tens of thousands of federal career opportunities can be

found on USAJOBS.GOV. Utilizing the search function, you can narrow
your searches to jobs within the DHS, jobs within a specific job classifica-
tion, title, location, salary or pay grade, or category listing interests.

Getting Started

Start by logging on to www.usajobs.gov. On the homepage, you will be

given the opportunity to research your interests and view the latest trends,
learn the federal hiring process, search for jobs listed, create an account
where you can save your searches, create automated job alerts, upload your
resume, and apply for position vacancies. Using this website to land the fed-
eral job you want is a three-step process.

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Step 1
If you are serious about a career with the federal government we suggest
that you create a free account. Your information is protected and backed by
federal law. With an account you can save your searches, save the jobs that
interest you, and have the ability to create and store your federal resume for
use when you apply for your future career with the DHS. The website will
walk you through creating an account.

Step 2
When you are ready to begin your search for a job with the DHS, simply
utilize the “Search Jobs” function found on the homepage. Here you can
enter keywords (such as investigator, engineer, attorney, etc.) to begin your
search. Try to be as specific as possible. If you type in a broad search term
such as Department of Homeland Security, you get a good idea of just how
many opportunities are to be found in the agency, but you’ll quickly see the
need to narrow your search to cover your interests and skill level.
Once you find an interesting job opportunity, click on the specific an-
nouncement to see an overview that contains all the basic information about
the job, such as the salary, open period, and who may apply, as well as a brief
summary of the agency, job, and key requirements. Important items to note
on this page are the opening and closing dates of the announcement.
Most online federal job announcements contain Overview, Duties, Qual-
ifications & Evaluations, Benefits & Other Info, and How to Apply cate-
gories. Take the time to explore each of these areas. You’ll learn about the
major job duties and get a detailed overview of the day-to-day job responsi-
bilities, as well as the qualifications and experience needed to apply. You’ll
learn how you will be evaluated for the position and learn what federal ben-
efits the job has to offer, as well as any other pertinent information the
agency wants you to know. In the How to Apply area, you will find direc-
tions on how to apply for that specific job, including agency contact infor-
mation and what to expect after you apply for the position. Pay close
attention to the information found here; you do not want to find out that
your application was rejected because you did not follow the instructions as
to the requirements of the announcement.
In reading the job announcement, consider how this job relates to your
interests, experience, and training. You will quickly be able to determine if

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What Are the Opportunities?

this announcement is one that you wish to pursue. If it is, be sure to save the
link; you will need to refer to it again and again while you create your fed-
eral resume, which is discussed in Chapter 11.

Step 3
In this final step you should utilize all the resources available on
USAJOBS.GOV to gather all the information and advice so you can be suc-
cessful in your searches and application process. The website offers you the
opportunity to explore your interests and assists you in narrowing your in-
terests. You’ll find links to tutorials and guides to help you understand
everything from searching techniques to creating a portfolio. You can re-
search the hot federal careers, look at trends in federal hiring, learn the fed-
eral hiring process, and discover secrets to getting your application noticed.

The process of locating a job and applying for a position within

the DHS may seem daunting. When you utilize USAJOBS.GOV and
STUDENTJOBS.GOV properly, they can go a long way toward taking
the fear out of the process.
Devote time to your job searches, and research all the tutorials and guides
available. You are making a decision of a lifetime. Spending time to under-
stand each step will make the process of applying for a federal position
much easier and, ultimately, successful.

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CHAPTER ten
FINDING YOUR CAREER FIT

THE OFFICE of Personnel Management publishes qualification

standards for each job within the DHS to help ensure that employees can
successfully and safely perform the work required for that position. Your
skills and training may qualify you to meet the minimum standards for many
different jobs. However, when applying for a position within the federal
government, keep in mind that the DHS is looking for the most highly
qualified personnel to fill the positions. There may be a thousand or more
applicants for one or two highly desired positions. The position description
states the minimum required education for the position. You must have
skills, knowledge, experience, and education that will set you apart from the
other applicants.

QUICK FACT
The Department of Homeland Security can receive over 1,000 job applications for
one or two openings in highly sought after career fields.

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QUALIFICATIONS

The Department of Homeland Security hires personnel with all levels of

education and experience. Employees range from students fresh out of high
school with little or no experience, to highly trained and educated personnel
with doctoral degrees and established careers. Each job announcement indi-
cates the qualifications for the position and the evaluations utilized to select
the best qualified candidate. The following table contains a breakdown of the
government’s General Schedule and related requirements to meet each level.

GRADE QUALIFYING EDUCATION

GS-1 None

GS-2 High school graduation or equivalent

GS-3 1 academic year above high school

GS-4 2 academic years above high school,

or
associate’s degree

GS-5 4 academic years above high school leading to a bachelor’s degree,

or
bachelor’s degree

GS-7 Bachelor’s degree with superior academic achievement for two-grade

interval positions,
or
1 academic year of graduate education (or law school, as specified in
qualification standards or individual occupational requirements)
GS-9 Master’s (or equivalent graduate degree such as LLB or JD as specified in
qualification standards or individual occupational requirements),
or
2 academic years of progressively higher level graduate education

GS-11 PhD or equivalent doctoral degree,

or
3 academic years of progressively higher level graduate education,
or
For research positions only, completion of all requirements for a master’s
or equivalent degree

GS-12 For research positions only, completion of all requirements for a doctoral
or equivalent degree

Source: http://www.opm.gov/qualifications/policy/ApplicationOfStds-04.asp.

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QUICK FACT
Careers in the DHS are not confined to college-educated individuals. You can qualify
for certain DHS positions with as little as a high school education and only three
months general work experience.

EXPERIENCE VERSUS EDUCATION

At the lower GS levels, college education may not be necessary. Your special-
ized experience may be acceptable in lieu of a formal degree. Starting at the
GS-5 level, positions generally require one year of specialized experience
equal to the next lower grade level. Your life experiences count in the federal
government in qualifying you for the job position. The Department of
Homeland Security will evaluate your experience as it relates to the position
qualifications and rank your work experiences, accomplishments, education,
training, and overall background against the qualification requirements for
the position.

QUICK FACT
Almost 90% of the jobs within the DHS require at least a bachelor’s degree.

SECONDARY EDUCATION LEVEL CAREERS

Due to the nature of the missions of the DHS, increasingly specialized skills
and education requirements are required for many positions. Jobs in some
occupations such as engineers, lawyers, contracting, and physical sciences
will require an advanced major field of study or completion of specific aca-
demic programs at the graduate level (such as JD, PhD, DBA, PsyD, MD).
These positions generally start at the GS-9 to GS-12 level.
There are many occupations where a baccalaureate degree in any field of
study is acceptable. Some requirements may call for a general baccalaureate
degree and specific work experience while others may call for specific de-
grees but will accept little or no work experience. These positions generally
start at the GS-7 to GS-9 levels. With some positions, job-related experi-
ence can be as good as a formal education. Your work experience may meet

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the requirements to increase your level on the GS scale. Your level of expe-
rience and/or specific baccalaureate degree should not deter you from pur-
suing a new career with the DHS.

EDUCATION IN HOMELAND SECURITY

Since September 11, 2001, significant advances have been made to increase
the level of competence in the Department of Homeland Security. The fed-
eral government has acknowledged that it needs to commit to long-term
training and education programs that will provide the expertise needed in
the field of homeland security. Thus, it has begun to initiate training and
certification programs to make the department more effective in the future
to respond to its critical missions.
Following September 11th and the creation of the DHS, educational in-
stitutions around the world saw a need to create a new degree program tai-
lored specifically to homeland security careers. Now, several institutions are
offering bachelor’s, master’s, and doctoral degrees with a concentration in
homeland security. These new degrees are a hybrid combination of political
science, military strategy, criminal justice, and emergency management.
Potential homeland security students should be cautioned that many pro-
grams have advertised themselves as “homeland security degrees,” but offer
very little actual knowledge in homeland security. Many of these programs
offer nothing more than business degrees or political science degrees with a
couple of classes added that discuss “hot topics” in homeland security.
These programs are usually classified as business degree with a concentra-
tion in homeland security, rather than a specific homeland security degree.
To date, several institutions offer bachelor’s and master’s degrees in
homeland security. However, only a handful of schools offer doctoral de-
grees in homeland security. Many of these programs are available online or
in the typical classroom format.

QUICK FACT
The Naval Postgraduate School’s Center for Homeland Defense and Security is the
only program that is officially endorsed by the Department of Homeland Security. Tu-
ition for this program is free, but admission is highly selective and limited only to peo-
ple who have executive roles in homeland security.

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The Naval Postgraduate School’s Center for Homeland Defense and

Security (CHDS) in Monterey, California, is the only program that is
officially endorsed by the Department of Homeland Security. It’s a coop-
erative program between the Department of Defense, the Department
of Homeland Security, and the Federal Emergency Management Agency.
CHDS was started in 2002 after there was found to be a need for a
program that would develop leadership centered around the war on
terrorism.
The mission of the CHDS program is “To strengthen the national secu-
rity of the United States by providing graduate level educational programs
and services that meet the immediate and long-term leadership needs of or-
ganizations responsible for homeland defense and security.”1 It has two spe-
cific program goals:

 strengthen national capacity for homeland security by advancing the

study of homeland security as a substantive field of research, scholar-
ship, and professional discipline
 create a “multiplier effect” to maximize federal investment—share
program content, research results, and educational resources with or-
ganizations across the nation to build national homeland security pre-
paredness through education

The CHDS offers two separate tracks. The first is the on-campus, post-
graduate degree program, and the other program is the noncredit track
that allows an eligible candidate to attend online courses. The CHDS of-
fers several degrees, including a Master of Arts in National Security Af-
fairs and a Master of Business Administration with a Defense Focus. The
selection process for this free program is very competitive, and is reserved
for people who are in executive positions in various local, state, and fed-
eral government agencies. Applicants must also commit to working in a
homeland security role for at least five years following completion of the
degree program.
Personnel who are not eligible for the degree program can still take non-
credit courses that are offered online. To be eligible to take these courses,
applicants must demonstrate that they are in a position that requires them
to have the knowledge offered in the courses. The noncredit courses are

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security-sensitive, and an application must be completed prior to approval.

These courses include:

 Research Process and Methods

 Technology for Homeland Security: Inspection and Detection Tech-
nologies
 Critical Infrastructure: Vulnerability Analysis and Protection
 The Global Jihadi Threat
 Homeland Security in Israel

To obtain more information about the courses offered at the Naval Post-
graduate School Center for Defense and Homeland Security visit
www.cdhs.us.

CERTIFICATIONS IN HOMELAND SECURITY

Secondary educational institutions in the United States have added certifi-

cate programs, associate’s, bachelor’s, and master’s degree programs special-
izing in homeland security. Since 2001, over 300 colleges and universities in
the United States have created degree programs in homeland security.2 Ed-
ucation programs have also developed in the homeland security technical
trades and analytical aspects of the careers found in the DHS. For the future
or current student who is thinking of pursuing a career with the DHS, there
is a new and emerging area of educational study—a degree in homeland se-
curity. These new education opportunities offer a challenging option. Nu-
merous accredited colleges and universities have been working with the
DHS to establish curriculum to provide the necessary education to train
professionals with the skills needed to lead the United States. The study in
homeland security will give individuals a broad overview of the operations
of the DHS, and prepare them for the specialties needed for the future.
A degree in homeland security is appropriate for applicants who will be
applying for positions that have a broad range of homeland security respon-
sibilities such as managerial positions, criminal investigators, or intelligence
analysts. Some positions accept a wide range of degrees in the area of spe-
cialty, while other positions may require a very specific degree. The position

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that you desire within the DHS will determine the most appropriate degree
for that position and if you are uncertain as to what degree would be most
appropriate for your desired position, study the job description or call a
DHS recruiter.

QUICK FACT
When choosing a college or university to attend, make sure that the school is ac-
credited. Schools that are not accredited are not recognized by the DHS.

Secondary education in homeland security should include a combination

of theory and practical application courses. The courses should include a va-
riety of disciplines, such as criminal justice, law, emergency management,
counterterrorism, intelligence, social science, security management, and
communications. Curriculum should also address the interagency skills
specifically designed to fulfill the responsibilities of DHS. The courses that
you attend should match your career goals. Educators should possess real-
world experience to provide you with the education and necessary skills to
complete the missions of the DHS.
The following is a list of specialized subjects that you could expect to
cover if you were pursuing a degree in homeland security:

 emergency planning
 introduction to terrorism
 aviation security
 maritime security
 cargo and shipping security
 cyber security
 cyber law
 computer crimes
 information warfare
 public policy
 criminal intelligence
 foreign intelligence
 counterintelligence
 psychology of terrorism
 economics of terrorism and disaster

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 weapons of mass destruction

 border and coastal security
 disaster preparedness and recovery
 security system evaluation
 risk analysis
 chemical and biological risk defense
 religion and terrorism
 Islamic fundamentalism

CHOOSING A SCHOOL

The Department of Homeland Security will not recognize degrees from

schools that lack accreditation. To date, the majority of accredited schools
that offer a specific homeland security degree do so using online training.
This allows the student to attend classes via the Internet, without having to
physically attend classes. Despite the lack of a formal classroom environ-
ment, the course work is just as rigorous and demanding as one would find
at a traditional school. Attending class online allows for greater flexibility
for the student. Many programs are set up to allow the students to work at
their own pace, going as fast or as slow as they want to through the pro-
gram. However, one of the greatest drawbacks to an online program is the
lack of networking that occurs with a traditional campus. Many online
schools are addressing this by requiring students to attend week-long func-
tions annually on campus to bring the students together.
As with any undergraduate degree program, be prepared to spend your
first two years completing your general education requirements such as
math, English, foreign language, and life sciences. Most students in a bache-
lor’s degree program do not begin taking their degree-specific classes until
their junior and senior year.
Another important consideration when choosing a school is to look at the
experience of the faculty. Ask to see the biographies of the instructors who
will be teaching your classes. Your instructors and professors should be well-
versed in homeland security. They should have experience working in actual
homeland security positions, and should have graduate-level or doctoral de-

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grees. A lot of college programs will assign the students a mentor to follow
their progress throughout their college education. Students may be allowed
to choose from a list mentors who best match their needs. Assigning a men-
tor to students can prove to be an invaluable resource as the students com-
plete their college degree.
Some experts argue that a degree in homeland security may not be the
best degree to obtain. They argue that the degree is too generic, and does
not give the student enough knowledge to be effective in any specific area of
homeland security. These experts argue that potential students should pur-
sue a specific degree in an area of expertise that is needed by the Depart-
ment of Homeland Security. These areas would include foreign language,
government policy, accounting, computer science, and so forth. By obtain-
ing a degree in a specific area of expertise, you will increase your chance of
success in obtaining a particular position. However, a specific degree can
also work to limit the number of positions to which you are eligible to apply.
If you have any questions regarding the most appropriate degree, review the
position descriptions, or contact a DHS recruiter.
Following is just an example of the types of degrees one could obtain that
would be beneficial for a career in homeland security:

 Criminal justice
 Fire protection
 Middle Eastern studies
 Disaster preparedness
 Emergency management
 Accounting
 Political science
 Computer science
 Life sciences (biology, chemistry, psychology, sociology)
 Financial security
 Counterterrorism
 Criminal intelligence/counterintelligence
 Military science
 Biosecurity
 Foreign language studies

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 Foreign policy
 Criminology
 Law
 Medicine

PAYING FOR SCHOOL

Consider scholarship, fellowships, and internships with the DHS to assist

you in paying for your college. Utilizing these basic steps will help you
when it comes to landing that future career in the DHS. The Department
of Homeland Security has budgeted $50 million a year for grants and schol-
arships. Most of these grants and scholarships are available through the col-
lege or university that is offering the degree. A lot of the money for this
program goes toward reducing the cost of tuition for students who enroll in
courses that would be beneficial to the DHS. In 2005, the following colleges
and universities received over $30 million from the DHS to develop new
programs of study in the field of homeland security.3

 University of Maryland, Baltimore

 University of Tennessee, Knoxville
 Eastern Michigan University
 Michigan State University
 Homeland Security Institute
 Florida State University
 George Washington University
 American College of Emergency Physicians
 Dartmouth College

For those students who cannot afford to attend college, an excellent option
is to join the military. The military offers exceptional educational benefits,
including repayment of student loans, and the G.I. Bill. The military also
has deals worked out with several colleges and universities throughout the
world to offer steeply discounted tuition rates to active and former military
personnel. For more information on the educational incentives offered with

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the Department of Defense, contact a military recruiter near you or visit

http://www.gibill.va.gov/.

QUICK FACT
The Department of Homeland Security has budgeted $50 million a year for grants and
scholarships for those students who are pursuing an education in homeland security.

CERTIFICATION PROGRAMS IN HOMELAND SECURITY

Certification programs are available for those applicants who already have at
least a bachelor’s degree, and would like to further their education in home-
land security without obtaining an additional degree. Numerous colleges
and universities offer programs designed to provide education from entry
level to advanced training in homeland security. A word of caution—the
federal government does not formally recognize any specific homeland se-
curity certification course. However, obtaining certification will demon-
strate that you have pursued additional knowledge in homeland security
issues.
The American College of Forensic Examiners has created the American
Board for Certification in Homeland Security (ABCHS). This program of-
fers certifications ranging from Level I (beginner) to Level IV (advanced ex-
pert). This program has been endorsed by the Department of Defense and
other agencies within the federal government. More information on this
program can be obtained by visiting www.abchs.com.
Other colleges and universities offer executive certification programs in
homeland security. These programs range in length from several days to a
semester in length. Some programs have extensive prerequisites and are de-
signed for those professionals who are already active in executive homeland
security roles and responsibilities. Here is a noninclusive list of some of the
colleges and universities that are offering graduate-level certification
courses in homeland security:

 Excelsior College
 Texas A&M University
 Michigan State University

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 Saint Joseph University

 University of Massachusetts
 Post University
 Penn State
 Long Island University
 Southwestern College
 Drexel University
 Canyon College Eastern Kentucky University
 Thomas Edison State College
 George Bush School of Government
 University of Illinois
 San Diego State University
 University of Denver
 Canyon College (online)

As the future of homeland security continues to evolve, more and more col-
leges and universities will be developing programs designed to prepare cur-
rent and future professionals for a career in homeland security. The vast
majority of positions within DHS require a college degree, and it is essential
that the applicant study the requirements for each position in which they
are interested, and make sure that they will have the education required for
the position.
With the increasing number of applicants for each position, it is critical
that you find different ways to obtain the knowledge and education needed
to make you stand out above all the other candidates. Always make sure that
the educational program that you are pursuing is accredited and will be rec-
ognized by the DHS. If you have any questions or doubts, contact a DHS
recruiter prior to starting any program. Do not simply take the college or
university’s word that their program is accepted by the federal government,
as many college recruiters may not be familiar with the educational require-
ments of the DHS.

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CHAPTER eleven
FEDERAL RESUMES AND KSAs

APPLYING FOR a position with the DHS requires the creation of

a federal resume, which is a much more involved process than creating a
typical private sector resume. A federal will ask you to go into much further
detail than a typical resume, and will also ask for personal information, such
as your Social Security number and date of birth.
This chapter highlights important details to help you in the preparation
and delivery of the federal resume, and provides you with an overview of the
application process, to help make your application for a position with the
DHS a little easier.

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GETTING YOUR RESUME STARTED

If you are serious about applying for a position within the DHS, the first
step is to familiarize yourself with the federal government’s official website,
USAJOBS.GOV, which we have already discussed in Chapter 9. Because it
is a government website, there is no charge to search for posted jobs, create
an account, create a federal resume, store your resume online, or submit to a
job announcement.

QUICK FACT
USAJOBS.GOV provides a free online resume builder that allows you to create up to
five different federal resumes, so that you can tailor them to different job applications.

My Jobs Account

To create a federal resume on USAJOBS.GOV, you must first create a

“My Jobs Account.” Once you have accomplished that, you can then
enter the online resume builder. In the builder you can create up to five
separate federal resumes, save your work online, and return to work on
it any time and from any place with Internet access. It also offers you
the opportunity to update information as needed. You can print a paper
copy of your federal resume to send to the DHS when directed by the
job announcement, or submit it electronically directly through a job
announcement.

USING THE USAJOBS RESUME BUILDER

The USAJOBS resume builder helps you create your resume by compil-
ing information in a step-by-step process, which can be speeded up
significantly by knowing the basics of what you’ll be asked for in each
step. Following, you’ll find a breakdown of the sections you’ll need to
complete in the USAJOBS resume builder and the information needed
for each.

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Federal Resumes and KSAs

Confidentiality

Here you can choose whether to hide your contact information, current em-
ployer name, and references from recruiters performing resume searches, or
display the information.

Candidate Information

You’ll be asked for a resume title, your name, Social Security number, ad-
dress, and contact information. There are also “yes” or “no” questions per-
taining to U.S. citizenship status, veteran’s preference, and Selective Service
registration.

Highest Career Level Achieved

In this portion of the builder, you must select the level that most clearly re-
flects where you are in your career. You’ll find a drop-down box with the
following choices: Student (High School); Student (College); Entry Level;
Experienced (Non-Manager, Manager/Supervisor of Staff); Executive (Se-
nior Vice President, Vice President, Department Head); or Senior Execu-
tive (President, Chief Financial Officer, etc.).

Federal Employee Information

This box asks if you currently are or were ever a federal civilian employee.

Work Experience

Here you’ll enter your relevant work experience. Start with the most recent
(including your current employer) and be sure to include the company
name of your employer, plus the city, state, ZIP, and country. You’ll be asked

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for titles held, start and end dates of employment, salary, and average hours
per week. You will also be asked if the DHS can contact your supervisor, and
if this position is a federal position. Following these questions is the box for
your Duties, Accomplishments, and Related Skills. Here is where you detail
your experience as it relates to the job requirements and standards. To save
your information once you complete the Work Experience section, be sure
to click “Add Work Experience.” You will have an opportunity to go back
and add additional work experience later. This section is covered in more
detail later in this chapter.

Education

Particular jobs require specific education requirements, so be sure to in-

clude all your schooling here. Add the details of each phase of schooling and
remember to click “Add Education” when you have completed the section.

Related Training

Here you should include seminars, training courses, continuing education,

and any other training that relates to the job for which you are applying.
Please note that this input box provides room for only 2,000 characters total.

References

This section is an optional one. Here you enter the contact information for
each reference and select whether the reference is professional or personal.
Make sure you save each of your references by clicking “Add Reference.”

Additional Language Skills

If you speak, write, or read any additional languages you should include that
here. You’ll find a drop-down box to select the language and proficiency lev-
els in speaking, writing, and reading. Do not forget to save each addition

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under “Add Language.” Remember, if you indicate that you can speak, read,
or write a foreign language, you will most likely be tested to determine your
proficiency, so be truthful.

Affiliations
This is an optional section in which to include relevant affiliations. Enter
the organization name, your role, or title. Do not forget to save under “Add
Affiliation.”

Professional Publications
This is an optional section in which to include relevant professional publica-
tions to which you have contributed.

Additional Information
In this section you would include any job-related honors, awards, leadership
activities, skills, public speaking engagements, or any other information re-
quested by the job announcement. This section is also utilized to enter the
KSA (Knowledge, Skills and Abilities) requirements for the particular job
announcement. (KSAs are further discussed later in this chapter.)

Availability
This is an optional section in which to include the types of work you are
willing to accept and is used by recruiters searching for candidates. The
choices here are: Permanent, Temporary, Term, Intermittent, Detail, Tem-
porary Promotion, Summer, Seasonal, Federal Career Intern, and Student
Career Experience. You are also asked here what type of work schedule you
would be willing to accept. Your choices are: Full Time, Part Time, Shift
Work, Intermittent, and Job Share.

Looking for a Specific Work Environment

This section, utilized by recruiters, covers where you are in your career. This
can range from being a graduating student starting a career with the federal
government to retirees from both the private sector and federal service.

Desired Locations
This section provides recruiters with more information on your desired work
location. You have the opportunity to choose a region or specific locations.

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Now that you have seen the basic steps needed to prepare a federal resume,
let us look at the most important sections you will be filling out while com-
pleting the resume builder—the Work Experience sections and KSAs.

WORK EXPERIENCE SECTION

QUICK TIP
Be as detailed as you can when describing your work experience. Try to show that your
work experience meets the requirements for the job for which you are applying.

The most important section on the USAJOBS.GOV resume builder is the

Work Experience section. Here, you have the opportunity to detail your work
experience in three different areas—duties, accomplishments, and related
skills. You do not have to create your work experience on the USAJOBS.GOV
resume builder; you can instead use your favorite writing software and then
copy and paste your information into your federal resume online. Just keep in
mind that each area has a 3,000 character limit.
The Office of Personnel Management publishes Qualification Stan-
dards for every job listed on USAJOBS.GOV on their website at www
.opm.gov. As you create your resume, you should refer to these standards
to find key words that describe the responsibilities and skills for the posi-
tion for which you are applying. By doing so you’ll be able to relate your
experience to the critical skills, specialized experience, and duties required
to perform the job at the grade level of the position requirements. Also,
study the job announcement for your selected position to relate the com-
petencies required for the job to your own experience. Describe your ex-
perience as it relates to the requirements by including your achievements
and contributions and make sure you offer examples that illustrate how
you meet the specified qualifications. Once you submit your federal re-
sume, a human resource specialist will review it to ensure that it meets the
requirements of the Qualification Standards for that position, as well as
the job announcement under Duties and Qualifications. Your description
in the work experience section must meet these requirements to be con-
sidered for the position.

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KNOWLEDGE, SKILLS, AND ABILITIES

Federal hiring laws require all hiring agencies to analyze each job within the
agency in order to determine its duties and responsibilities and then to state
the knowledge, skills, and abilities required to perform the job effectively.
Knowledge is defined as the body of information, usually factual or proce-
dural in nature, needed to perform a job function. Skills are defined as
measurable competencies to perform specific mental, manual, or verbal ma-
nipulations. Abilities are the competencies to perform observable activities
or behaviors that result in observable products, similar to those required in
the job.
Those statements of necessary qualifications are called KSAs. The state-
ments you must write in response to the agency KSAs are also called KSAs.
The two meanings of the term are used interchangeably.
For most federal jobs, you will be asked to write between three and six
KSAs. Some complex jobs may require as many as eight. The ability to write
effective KSAs is the single most important skill you need to become a suc-
cessful job applicant. If your KSAs do not demonstrate that you meet the
job requirements, it does not matter how much experience you have or how
well-suited you are for the position. You will not get the job. You will not
even clear the first hurdle toward getting the job.
Think of the KSAs as pre-interview questions. Analyze each question and
formulate the appropriate response as you would do in an interview. Illus-
trate your life experiences, education, and training as they relate to the
questions. Present your KSAs in specific or measurable terms, as in money
saved or sales increased. Demonstrate your ability to produce and show re-
sponsibility. Use action words or buzzwords to describe your experiences.
Use wording found in the job announcement under duties to determine that
you meet the requirements for the position. Include all your relevant work
experience, not just one job held. Try and limit KSAs to one or one and a
half pages in length.

HOW TO WRITE A KSA

To effectively answer the question found in the KSA, you must first care-
fully read and understand the KSA. The KSAs tend to be general in nature,

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so make sure you understand what they are looking for in the question.
Read the job description contained in the job announcement. Compare the
job description to the KSA question. This will help you relate your answer
to the job for which you are applying.
Here are five important components to remember when formulating
your KSA answer:

1. Describe specific situations.

2. Give an overview of your experience.
3. Give an example of relevant experience or training.
4. Describe an award for specific accomplishments.
5. Describe a specific experience from a previous job in history format.

Once you understand the question, review your education, training, awards,
school related activities, and job skills, including both paid and volunteer
experiences that relate to the KSA statement. Start from your earliest expe-
riences and work forward. Do not worry about reusing experiences. Expe-
rience may apply to more than one KSA statement. Take the time to review
your experiences as they relate to the KSA. Write down examples demon-
strating your knowledge, skills, and abilities to do the job for which you are
applying.
Once you have identified experiences that relate to the job question, you
must analyze each experience individually, asking yourself the following
questions.

What Kind of Knowledge or Skills Do I Use in the Experience?

• What are the steps, procedures, practices, rules, policies, theories,
principles, or concepts that my experiences possess?
• How do I apply the knowledge, principles, or concepts utilizing the
experience?
• How do I apply knowledge I possess to accomplish this experience?

What Kind of Supervision Do I Receive?

• How was my experience assigned?
• What was my responsibility to accomplish the task?
• How independent were my actions?
• How was my experience reviewed by superiors?

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What Guidelines Did I Use to Accomplish the Experience?

• Were the instructions utilized in written or oral form, or both?
• Did I use procedural manuals?
• What other written procedures did I use to perform the experience?
• What oral instructions did I use to perform the experience?
• How much judgment did I use to apply the guidelines?
• Were the guidelines easy to apply or did they require me to interpret
them?

How Complex Was the Experience?

• How difficult was the experience process to perform?
• How difficult was it to identify what needed to be accomplished?
• How difficult or original was my experience?

How Did My Experience Affect Other Processes or Individuals?

• Who did I have contact with on a daily basis?
• Why did I have contact with these individuals?
• What was my role in meetings or discussions?

QUICK FACT
When writing a KSA, do not use abbreviations or industry specific jargon. The people
who initially review your KSA might not have any experience in the field to which you
are applying.

Once you have answered these questions as they relate to your experi-
ences, you are ready to show how the facts you have gathered about your ex-
periences relate to the KSA. You must link your experiences and the KSA.
The links must be obvious to the person reading your KSA. Your answer is
rated on content, not the writing style you utilize, so use short, direct, sen-
tences that get right to the point. When writing, do not use abbreviations,
acronyms, or industry jargon. Chances are the person reviewing your KSA
would not understand what you are trying to say. The human resources spe-
cialist who reviews your application may not be familiar with the position or
even the career field. To help the screener, utilize some of the same words
that are found in the job announcement, especially words that describe job
duties or qualifications.

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The KSAs are a very important part of the application process. The abil-
ity to effectively communicate is a trait highly sought in the federal govern-
ment. Specialists and supervisors who review KSAs score your responses
based on the following factors: complexity of duties, circumstances, impact,
variety, duration, and people contacted.
Now the good news—the federal government is working to eliminate
KSAs. In 2008, the Office of Personnel Management called for the elimina-
tion of the cumbersome Knowledge, Skills, and Abilities (KSAs) narratives
typically required with the federal resume.1 However, this does not mean
that they are entirely gone from the job announcements. Some job an-
nouncements require specific knowledge, skills, and abilities, as the hiring
personnel need to know if you have what it takes to do the job. These spe-
cific questions as they pertain to the job may now be called questionnaires
or assessments.

FEDERAL RESUME COMPLETED?

Once you have completed your federal resume and KSAs, read, reread, and
then read them again. You are representing your personal best in this federal
resume and spelling errors, punctuation, and grammar could mean the dif-
ference between being selected for the position or not. Be critical; how will
the person reviewing perceive what you have written? Ask yourself, would I
hire me based on what is written here? Did the points I was trying to make
appear clear and concise? Have friends, teachers, or contacts that you de-
velop review what you have written. (Developing contacts is discussed in de-
tail in Chapter 13).

QUICK FACT
It is extremely important to spell check your federal resume and KSAs before you
submit them. Errors in spelling, punctuation, and grammar can quickly eliminate you
from the selection process.

Once you have reviewed your application, it is time to submit the federal
resume. The job announcement contains a tab marked, “How to Apply”; this
section provides specifics on what you need to do to apply for the position.
Here you will find the types of applications that will be accepted. It contains a

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description of the necessary information to be included with the application.

Pay close attention to the information requested here. You will also find what
specific documentation you will be required to include with the application,
such as DD-214 Record of Military Service. It also provides the address to
which to send your application to be considered as a candidate. It provides the
cutoff date of the announcement, and also contains the point of contact for
obtaining additional information regarding the vacancy announcement.

PROFESSIONAL FEDERAL RESUME WRITERS

If you are not confident in your ability to write clearly and eloquently, there
are companies that will write your federal resume for you—for a fee. A sim-
ple search on the Internet will give you a list of companies that provide this
service. Costs range from as little as $50 to hundreds of dollars, based on the
complexity of the federal resume and your experience. Word of caution—
search for a reputable federal resume writing company, not just price. In a
lot of cases, you get what you pay for. Remember, too, that the finished
product is only as good as the information you provide. A federal resume
writing company will take the information you provide and enhance your
experience using key federal buzzwords that job application reviewers or
computer search programs are searching for. The use of these buzzwords is
based on past successes with other federal resumes. This alternative solution
can make a difference in the selection process.

THE WAITING GAME

The federal resume is a document for starting or advancing your govern-

ment career. The application that you submit will go through many layers
of review before final selection. Upon receipt of your application, human
resource specialists will screen it to see if your application meets the basic
requirements for the position.

QUICK FACT
The federal selection process for a position can take months to process. Be prepared
to wait after submitting your application.

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If it is determined that your application meets the basic requirements,

specialists or a panel of experts in the field will rate your application accord-
ing to the additional qualification requirements listed in the job announce-
ment. If your application rates among the highest, it is forwarded to the
hiring manager, who will then choose the winning candidate. Unlike the
private sector, the federal application selection process can take months, so
be prepared to wait. You can contact the point of contact to determine re-
ceipt of your application, and inquire as to the state of the process, but be
patient—a future career with the DHS is worth the wait.

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CHAPTER twelve
OBTAINING A SECURITY CLEARANCE

MANY OF the positions within the Department of Homeland Secu-

rity will require security clearance approval prior to employment. If you
are like most other potential applicants, then you probably have several
questions about the different levels of security clearances, the security
clearance process, and the past actions that may disqualify you from ob-
taining a clearance.
Not all positions within the DHS will require a security clearance. The
scope of the job and the nature of the work will determine whether you will
have access to sensitive information during the course of your employment.
Let’s explore the purpose for security clearances, and the process that you
will experience if your particular position requires a security clearance.
The purpose of the security clearance is to determine whether a person is
willing and able to safeguard information relating to national security. This
determination is based on the person’s loyalty to the United States, charac-
ter, trustworthiness, and reliability.

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Obtaining a security clearance is not the same as a preemployment suit-

ability background investigation. A background investigation for security
clearance may be conducted by personnel who are not involved in the em-
ployment process. However, many positions require approval for appropri-
ate security clearance as a condition of employment.

QUICK FACT
A security clearance investigation costs the DHS approximately $3,500 to $8,000
per applicant.

Applicants frequently ask whether there is a way to obtain a security clear-

ance prior to applying for a job. Unless someone works for the federal gov-
ernment, or is an approved contractor for the federal government, he or she
cannot obtain a security clearance. Individuals cannot determine on their
own whether they will need to have a security clearance. Only authorized
agencies within the federal government can determine whether individuals
need to have access to sensitive information in the course of their duties. It is
costly and time-consuming for the federal government to issue security
clearances, so only individuals who have been offered employment with the
DHS can obtain security clearance. On average, the investigation costs DHS
between $3,500 and $8,000 per person depending on the time involved.
A number of agencies within the federal government issue security
clearances:

 The Department of Homeland Security

 The Department of State
 The Department of Justice
 The Department of Energy
 The Department of Defense
 The Central Intelligence Agency
 United States Agency for International Development
 National Nuclear Security Administration

QUICK FACT
The Department of Defense accounts for more than 80% of all issued security
clearances.

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Prospective DHS employees who already have a security clearance with

one of these federal agencies will find that they still have to go through an
abbreviated background investigation to determine whether there have
been any major changes in clearance eligibility. Currently, federal agencies
do not have a standard security clearance that is accepted across all branches
of government. The Department of Homeland Security may accept prior
background investigations done by other federal agencies, as long as the in-
vestigation was done within ten years for secret clearances, and within five
years for top secret clearances. The investigation must also have been con-
ducted using the 13 Adjudication Guidelines and there must be reciprocal
recognition of security clearances between the two agencies involved. For
example, a person who has a security clearance as a contractor with the De-
partment of Defense may not automatically be given a clearance with the
Department of Homeland Security, since no reciprocal recognition agree-
ment exists between the two agencies.
A security clearance will remain in effect for the duration of employment,
unless the employee’s job description changes and they no longer require
security access. The Department of Homeland Security is also responsible
for conducting routine investigations during employees’ employment with
the DHS to maintain the integrity of their security clearance.

QUICK FACT
There are technically only three levels of security clearance that are recognized by
DHS: Confidential, Secret, and Top Secret.

LEVELS OF SECURITY CLEARANCE

There are three primary levels of security clearance:

 Confidential
 Secret
 Top Secret

Confidential clearance is issued to personnel who have access to informa-

tion that reasonably could be expected to cause damage to national security

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if disclosed to unauthorized sources. Most members of the Department of De-

fense have this basic level of clearance. Confidential clearance is reinvestigated
every 15 years. An example of confidential information would be knowledge
that a new, classified intelligence agency called the National Reconnaissance
Office has been established. (The existence of the National Reconnaissance
Office was classified when it was established in 1961, and was not declassified
until 1997.1)
Secret clearance is issued to personnel who have access to information
that reasonably could be expected to cause serious damage to national secu-
rity if disclosed to unauthorized sources. A Secret clearance is reinvestigated
every 10 years. An example of secret information would be knowledge that
the mission of the National Reconnaissance Office is to build and operate
the United States’ spy satellites.
Top Secret clearance is issued to personnel who have access to informa-
tion that reasonably could be expected to cause exceptionally grave damage
to national security if disclosed to unauthorized sources. A Top Secret clear-
ance is reinvestigated every five years. An example of top secret information
would be photos taken by a satellite with the National Reconnaissance Of-
fice showing information that could jeopardize national security.
Top Secret Sensitive Compartmented Information (TS-SCI) and
Top Secret Special Access Program (TS-SAP) are technically not levels
of security clearance. Sensitive Compartmented Information and Special
Access Program are endorsements to a top secret clearance. These levels of
clearance do not allow individuals a wide range of access to various types of
classified information. Instead, they allow an individual access only to infor-
mation that is need-to-know. The determination for “need-to-know” and
the need for an SCI or SAP clearance are determined by the employer, not
the employee. In order to obtain an SCI or SAP clearance, an individual
must be nominated for an SCI/SAP billet and then approved following a
comprehensive investigation of suitability.
All SCI/SAP clearances are regulated by the Central Intelligence Agency
under the Director of Central Intelligence Directive (DCID) Number 6/4.
To obtain a TS-SCI or TS-SAP clearance, an individual must submit to an
extensive background investigation, which usually includes a comprehensive
polygraph examination to determine suitability for clearance. If an individ-
ual already has top secret clearance and is receiving an SCI/SAP clearance,

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it normally takes three to six months to complete the process. Individuals

with no prior security clearance who are being issued a TS-SCI or TS-SAP
clearance should expect at least one year for the approval process unless
there exists an unusual and emergent need for their skill or expertise.
Other branches of government may have specific levels of clearances
(such as the Department of Energy, which has an L level clearance that is
equivalent to a confidential or secret clearance, and a Q level clearance
which is equivalent to a top secret clearance). However, only the three basic
levels of clearance are recognized across the span of the federal government.
A security clearance does not automatically give an individual an “all ac-
cess pass” to information. For example, a person with top secret clearance
cannot access all information that is classified as top secret. The person
must have a bona fide need to know the information. There are multiple
safeguards throughout the federal government to prevent unauthorized ac-
cess to classified information. As a general rule of thumb, the Department
of Homeland Security will actively work to reduce the number of clearances
whenever possible to minimize the risk of accidental or intentional dissemi-
nation of information.

THE SECURITY CLEARANCE PROCESS

The security clearance investigation is extremely comprehensive and in-

volves checking the applicant’s name against a variety of agencies, including
the following.
The Defense Central Index of Investigations (DCII) is a compre-
hensive automated central index that identifies investigations conducted
by the Department of Defense and Department of Defense contractors.
The DCII will be checked to see whether the applicant has been the sub-
ject of a previous security clearance investigation, and the disposition of
the investigation.
The Federal Bureau of Investigation Headquarters (FBI-HQ) main-
tains a copy of all federal investigations conducted by the FBI. The FBI-HQ
database will be referenced to see whether the applicant has ever been the
subject of an investigation in which the FBI participated. The Federal Bu-
reau of Investigation Identification (FBI/ID) Unit will check to see whether

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the applicant has been the subject of a fingerprint search by a law enforce-
ment agency as part of a criminal investigation. The FBI also maintains a
comprehensive record of fingerprints that have been obtained by local,
state, and federal law enforcement agencies throughout the United States.
The Office of Personnel Management (OPM) contains the results
of any investigation that has been conducted by the OPM or the Depart-
ment of Energy (DOE) since 1952. OPM is the lead agency for issuing
security clearances for civilian employees of the United States govern-
ment, U.S. citizens who have been employed by the United Nations or
other public international organizations, and any individual who has been
granted a security clearance by the Nuclear Regulatory Commission
(NRC) or the DOE.
Immigration and Naturalization Services (INS) maintains a compre-
hensive file of the following: naturalization certificates, certificates of deriv-
ative citizenship, military certificates of naturalization, repatriation files,
petitions for naturalization and declaration of intention, visitor visas, and
records of aliens admitted into the United States. Immigration and Natural-
ization Services’ records will be checked if the applicant is an immigrant
alien or a United States citizen who receives derivative citizenship through
the naturalization of one or both parents. It is important to note that non-
residents of the United States are rarely granted a security clearance. Secu-
rity clearance is granted only to nonresidents who possess very specialized
skill, when there are no available United States citizens who possess the
same skill.
The State Department maintains a record of all individuals who have
been investigated for any violation of national security since 1950. The
Passport Division (P/D) of the State Department is also checked if the ap-
plicant has indicated United States citizenship due to birth in a foreign
country of American parents. This situation is frequently encountered dur-
ing security clearances if the applicant was born outside of the United States
to parents who were serving in the United States military. In cases such as
these, the Department of Defense will be contacted as well to corroborate
the parent’s tour of duty outside the country when the applicant was born.
The Central Intelligence Agency (CIA) Office of the Directorate of
Operations (CIA-DO/IMS) maintains a comprehensive database on for-
eign intelligence and counterintelligence. This database will be checked to

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see whether the individual has ever been listed as a counterintelligence risk
for the United States. The Central Intelligence Agency Office of Security
(CIA-SEC) maintains information on all present and former employees, in-
cluding members of the Office of Strategic Services (OSS) and all applicants
for employment. All records will be checked to see whether the CIA can of-
fer any pertinent information about the applicant.
The United States Military Personnel Record Center maintains all
files of current and former members of the U.S. Armed Forces. If the appli-
cant is retired, separated, active duty or reserve, the Military Personnel
Record Center will be contacted and information will be obtained on the
applicant.
The United States Treasury Department, including the Secret Service
(USSS), Internal Revenue Service (IRS), and the Bureau of Customs
will be checked for information about the applicant. The Department of
Treasury may be requested to search automated databases consisting of re-
ports of currency transactions by financial institutions to see whether there
is a history of the applicant receiving or transmitting large amounts of
money that could indicate criminal activity. Applicants will frequently have
to answer questions that arise from the IRS including failure to pay taxes,
current tax arrears, and any garnishment of wages. An applicant who has ex-
perienced any of these needs to be prepared to settle the matter with the
IRS, write an explanation, and have a letter from the IRS indicating that the
matter has been successfully resolved.
The International Criminal Police Organization (INTERPOL) will
be contacted if the applicant:

 has maintained non-military foreign residence in excess of six months

 has engaged in non-military employment overseas in excess of six
months
 has engaged in academic activities abroad in excess of six months
 admits to being the subject of a criminal investigation while outside
of the United States

And finally, the Bureau of Vital Statistics may be contacted if there are any
discrepancies regarding the applicant’s birth certificate, or to corroborate
the date and place of birth.

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THE STANDARD FORM 86 AND e-QIP

Candidates for security clearance must first fill out the Standard Form 86
(SF-86), which is an application for security clearance. The SF-86 is a 19-
page form that asks a variety of questions regarding a person’s background.
It is now located online, and the form is filled out electronically through the
Office of Personnel Management’s (OPM) website. A candidate who is
asked to fill out the form using the OPM website will be given a username
and password to access the electronic form using a program called e-QIP.
With their username and password, an applicant can work on the form and
save the work without having to submit the form. Once the SF-86 is com-
pleted, the candidate electronically locks the form, and then submits it
through e-QIP. The form will then be sent electronically to the authorized
representative with the Department of Homeland Security. The candidate
will also have to print several signature pages, and submit them via mail to
their employment recruiter at the DHS along with any requested support-
ing documentation.
If candidates realize that they omitted information after they have submit-
ted the form electronically, they will need to contact their individual re-
cruiters to have them unlock the form. It is not uncommon to have the form
unlocked one or two times to have candidates fill in additional information,
but candidates should strive to have the form filled out completely prior to
submission so that it does not have to be unlocked. If the form has to be re-
peatedly unlocked to allow the candidate to fill in information, it may lead to a
decision not to hire the candidate because he or she cannot follow directions.
Candidates should expect to spend several hours filling out the SF-86. A
secret clearance will require the candidate to go back seven years, while a
top secret clearance will require the candidate to go back ten years. There
are many positions within the DHS that will require the candidate to go
back to the age of 18, even if it is greater than ten years in the past. Prior to
starting the SF-86, a candidate will need to have a variety of information
available for the appropriate requested timeframe, including:

 all previous addresses where the candidate has lived

 all employers (this includes part-time, full-time and contract employers)

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 date of birth, Social Security number, place of birth, citizenship status

of immediate family members
 United States passport number
 citizenship or naturalization certificate number
 addresses of all schools since high school, including attendance dates
 military records, including units and position titles
 selective service number (for males)
 three personal references
 spousal/cohabitant information (place of birth, citizenship status, date
of birth, Social Security number)
 foreign contacts
 foreign activities
 foreign business or contact with foreign governments
 foreign countries visited
 mental and emotional heath
 criminal record
 illegal use of drugs or drug activity
 alcohol use
 previous security clearances and background investigations
 financial record
 use of information technology systems
 involvement in noncriminal court actions
 association with organizations against the United States government

The SF-86 requires a lot of information and it is not uncommon for the
form to exceed 50 or 60 pages. In order to expedite the time that it will take
to complete the application, candidates should download the form from the
Office of Personnel Management’s website and begin filling it out so that it
will be ready when it is requested.

POLYGRAPH

Not all security clearances will require a polygraph. However, a lot of posi-
tions within the DHS that require a secret or top secret clearance will require

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a polygraph during the preemployment phase. Depending on the nature of

the top secret clearance, a candidate may be required to submit to a poly-
graph. An example of this includes personnel who are obtaining a top secret
clearance for the purpose of working in counterterrorism or counterintelli-
gence. If candidates are required to submit to a polygraph, they will only be
questioned about information provided on the SF-86.

INVESTIGATION OF FAMILY
MEMBERS, SPOUSE, AND COHABITANT

Under certain circumstances, a limited background investigation may be con-

ducted on a spouse or cohabitant of individuals being processed for a top se-
cret clearance. A more detailed background investigation may be conducted if
the spouse or cohabitant is a foreign national. A cohabitant is defined as
someone with whom an applicant resides and the relationship involves the
mutual assumption of marital-type rights, duties, and obligations that would
normally be manifested by married people. The definition of cohabitation is
independent of sexual relations between the two individuals.
An ex-spouse will be contacted as part of the investigation as long as the
divorce has been less than ten years. If the divorce occurred because of do-
mestic violence or criminal activity, then the ex-spouse will be contacted re-
gardless of the timeframe.

THE ADJUDICATION PROCESS

The adjudication process is an examination of the candidate’s SF-86 and the

results of the background investigation. The process is designed to ensure
that the candidate will not be a security risk, and can be trusted with sensi-
tive information. The adjudication process uses the whole-person concept.
This means that the adjudicators look at all available information, deter-
mine reliability of the information, look at the source of the information,
and then weigh the favorable factors against the unfavorable factors in order
to reach a final determination. The adjudicators do not expect candidates to
be perfect and understand that people make mistakes.

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When the adjudicators review an applicant’s background, they will make

a determination of the applicant’s conduct based on several factors. First,
they will look at the nature, extent, and seriousness of the conduct. They
will also look at the circumstances surrounding the conduct. Applicants
must realize that participation in immoral, unethical, or illegal action will be
carefully scrutinized. Not only is participation reviewed, but if the applicant
had knowledge of immoral, unethical, or illegal actions and did not act ap-
propriately, he or she can be considered guilty by association. The adjudica-
tors will also look at the frequency of the conduct, including how recently it
was last conducted. Adjudicators understand that people make mistakes.
However, people who repeatedly make the same mistakes are showing a pat-
tern that will probably continue.
Adjudicators will also look at the applicant’s age and maturity at the time
of the conduct. Depending on the seriousness of the behavior, the adjudica-
tors may ask for a detailed explanation of the behavior, including the reasons
why the applicant will not make the same mistakes. Adjudicators will also
ask about the motivation for the conduct. Adjudicators may be more under-
standing of past behavior if there was a compelling reason for the conduct.
As the adjudicators look at all the information, they will also want to
know whether the applicant has engaged in any specific behavior modifica-
tions to prevent that type of behavior in the future. These behavior modifi-
cations may include counseling, support groups, or significant behavior
changes. For example, if an applicant had an arrest for driving while intoxi-
cated when in college, the adjudicators would want to know if the applicant
attended any type of alcohol treatment program. Court-ordered treatment
will not be viewed as favorably as applicant-initiated treatment.
Once the adjudicators analyze the behavioral information they must
make two very important determinations. First, they must determine
whether the applicant’s behavior will be continued after they are employed
and have a security clearance. If the adjudicators believe that the behavior
will be continued, they will be hesitant to authorize a security clearance.
Second, the adjudicators must look at the applicant’s potential for coercion,
exploitation, or duress if someone else were to come into possession of their
background information. For example, if an applicant has had an extramari-
tal affair and his or her spouse does not know about the affair, the applicant
could be pressured or blackmailed to give up information in exchange for

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not giving information about the affair to the spouse. Unfortunately, extra-
marital affairs are common, and frequently come up in background investi-
gations. The adjudicators may want proof that the spouse is aware of all the
details of the affair so that there is no potential for blackmail; this would in-
clude interviewing the spouse about the affair.
If the adjudicators find a pattern of questionable judgment and dishonest,
immoral, unethical or unstable behavior, there stands a good chance that the
applicant will be denied clearance. The adjudicators will forward their find-
ings to the Department of Homeland Security, which makes the final deci-
sion. If there is any doubt as to whether the applicant may pose a threat to
national security, the applicant will not be granted any form of security
clearances.

QUICK FACT
At any given time, there are over 350,000 current or prospective employees waiting
for a security clearance.

SECURITY CLEARANCE PROCESS TIMEFRAME

The typical secret security clearance takes an average of 120 days to com-
plete. A top secret security clearance takes an average of one year to com-
plete; however, applicants should expect it to take even longer based on the
security clearance case load. According to the Defense Industrial Security
Clearance Office, the average top secret application processing period is
111 days, the investigation period averages 286 days, and the adjudication
process averages 39 days.2 Applications that are filled out incompletely can
take up to two and a half years to complete.

QUICK FACT
The typical secret security clearance investigation takes an average of 120 days to
complete. A top secret security clearance investigation takes an average of one year
to complete.

If an applicant has a prior security clearance through another agency, a

small portion of the new investigation will not have to be repeated. How-

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ever, applicants should expect the usual wait time to obtain a security clear-
ance with DHS. Applicants who have other immediate family members who
have security clearances will not see expedited times with their security
clearance process.
There are several reasons why it takes a long time to obtain a security
clearance. For over a decade, the federal government has allotted insuffi-
cient resources to processing security clearances. Because of this, a large
number of applications have stacked up, causing a significant delay in pro-
cessing new requests. Currently, over three million employees in the federal
government require some form of security clearance. At any given time,
there are over 350,000 current or prospective employees waiting for secu-
rity clearance.
Secondary to the lack of federal resources, there are several factors that
can cause delays by the applicant. One of the most common causes of de-
lay occurs when an applicant does not accurately complete the SF-86.
The instructions on filling out the application must be followed exactly
as stated. Failure to complete the application will result in significant
processing delays, as it must be sent back to the applicant to be redone
correctly.
Some of the more common problems with the SF-86 include the follow-
ing: incorrect or out-of-date addresses or phone numbers, lapses of time in
the sections labeled “Where You Lived” and “Where You Worked,” and in-
consistencies between the “Where You Lived” and “Where You Worked”
sections. The path of least resistance concept is sometimes used when back-
ground investigators conduct security clearances. With the tremendous
backlog of security clearances pending, a background investigator may be
given multiple cases to work on at the same time. Naturally, the background
investigator will complete the easiest background investigations first. These
include applications that have been completely and accurately submitted,
and applicants who have not moved many times or held multiple jobs. The
background investigators do not know the applicants personally, so to them
each application is just a file to close. The easier the file is to close, the
quicker it will be done. Difficult files may continue to get pushed to the
back as easier files come in. It naturally makes sense that an investigator
would choose to complete three easy files in the time that it takes to do one
difficult file.

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Incorrect or out-of-date addresses or phone numbers will significantly

slow down the investigative process. Although it is the investigator’s respon-
sibility to conduct a background investigation, it is not his or her responsi-
bility to track down old addresses and phone numbers for the applicant.
Also, the applicant has a significantly more vested interest in having the
background completed on time then does the investigator.
The applicant needs to account for all time during the required back-
ground period. Failing to account for even one month of residency on the
application may place the complete file on hold. This frequently happens
when applicants forget to list residency during college. Applicants who at-
tended a college out of state while maintaining a residency at their parents’
house or held a job in one state while they resided in another state must
show that they were commuting the whole time. All the time in the investi-
gation has to be accounted for in the “Where You Lived” section and the
“Where You Worked” section. Any inconsistency between the two sections
is also a frequent cause for delays.
A second reason for delays in processing a security clearance occurs when
an applicant has spent an extended period of time outside the United States
for residency, business, or pleasure. Applicants who have traveled to coun-
tries that are not allies of the United States will face an even longer delay
while their purpose for travel is carefully scrutinized.
Another common reason that results in a delay in processing the clear-
ance is a failure of the candidate to obtain a proper set of fingerprints.
When the clearance investigation is initiated, the applicant will be given two
sets of fingerprint cards that must be completed. The cards are usually taken
to the local police department where the fingerprints can be obtained for a
minor fee. Both sets of fingerprint cards must be completely and accurately
filled out and submitted with the clearance application.

QUICK FACT
Lying on a federal employment application or security clearance application can have
grave consequences, including termination from employment, criminal charges, and
a lifetime ban on employment with the federal government.

Lastly, applicants who have serious security or suitability issues will expe-
rience a significant delay in the processing of their applications while their

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backgrounds are thoroughly investigated. Applicants who are believed to

have lied on any portion of their applications will have careful attention ac-
corded to the rest of their application, causing significant delays. Lying on
an employment application or security application is not only the quickest
way to be denied the job, but a way to also be labeled unsuitable for any sim-
ilar work within the federal government.

REASONS FOR DENIAL OF CLEARANCE

There are various reasons why an individual may be denied a security clear-
ance. The primary reason is because an individual has either deliberately
lied or failed to disclose the truth on the security clearance forms.
Individuals will be denied a clearance when they show evidence of a his-
tory of being unreliable or untrustworthy, or evidence of not being com-
pletely truthful on the security clearance application (either by acts of
commission or acts of omission—that is, deliberately lying or deliberately
leaving out important information).
One of the primary reasons for denial of a security clearance lies deep
within the disqualifiers discussed in the following pages. In the section of
the 13 Steps for Adjudication entitled Concern Regarding Emotional,
Mental and Personality Disorder, one of the disqualifiers occurs when the
security investigation provides information that suggests that the individ-
ual’s current behavior indicates a defect in his or her judgment or reliabil-
ity. This is a caveat catchall. If the adjudicators feel that the applicant has
not been completely forthright with information in the background in-
vestigation, the adjudicators may cite this as the primary disqualifier for a
security clearance.
The following are the 13 key areas that are investigated when determin-
ing security clearance suitability.3

CONCERN REGARDING ALLEGIANCE TO THE UNITED STATES

If an applicant is going to have access to information or material that

could pose a threat to national security, he or she must have an unwavering,

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indisputable allegiance to the United States. If there is any information that

may question this allegiance, then the applicant may be denied a clearance.
Behavior and actions that will pose a security risk, and will result in denial of
clearance are:

 Behavior that demonstrates a significant risk for security includes

any involvement in acts of sabotage, espionage, treason, terrorism,
sedition, or any other act whose aim was to overthrow the govern-
ment of the United States, or to coerce or alter the government
by any means other than those allowed in the United States
Constitution. Anyone who has a history of involvement in any of
those behaviors will not be considered for any type of security
clearance.
 Applicants who associate with, or demonstrate sympathy for, a person
or group attempting to commit sabotage, espionage, treason, terror-
ism, sedition, or any acts of violence against the government of the
United States (encompassing any division of the Government to in-
clude local and state agencies).

An applicant may be considered for a clearance if he or she was involved

with individuals or an organization that proposed to commit harm against
the government, but was unaware of the unlawful aims of those people or
that organization and immediately severed ties with them upon learning of
their purpose. However, the applicant will have to prove that the individ-
ual or organization’s desire to commit harm to the government was not
readily available knowledge. It would be very hard for individuals to say
that they worked in the office of the ecoterrorist group Earth Liberation
Front (ELF), but had no knowledge of the organization’s intent to commit
illegal activities. Applicants who can demonstrate that their involvement
occurred only for a short period of time, and was attributed to curiosity or
academic interest, may still be eligible for a security clearance. One of the
main deciding factors will be the length of time these individuals spent
with the organization, their activity within the organization, and the
length of time separating them from the involvement of association of
such activities.

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FOREIGN INFLUENCE

It is critical to determine whether an applicant will be a security risk because

of the potential for foreign influence. There exists a significant potential if
the applicant has immediate family members or cohabitants who are not cit-
izens of the United States. The adjudicators will attempt to determine
whether the family member/cohabitant relationship is influenced by affec-
tion, or any other type of obligation that may put the applicant in a position
where they could be vulnerable to compromise. Applicants who have signif-
icant contacts with foreign citizens will also be carefully scrutinized. Appli-
cants will also need to report any family members who had, or currently
have, any association with foreign governments. Applicants may pose a sig-
nificant security risk if their family members or any cohabitant with the ap-
plicant currently works for a foreign government, especially in military or
intelligence roles. If the applicant has financial interests (such as ownership
in a foreign business), they may be viewed as being especially vulnerable to
foreign influence.
Applicants can help to ease the security concerns if they can demonstrate
that their immediate family members, cohabitants, or other associates are
not agents of a foreign country and that they will not be put in any position
where they would be vulnerable to sharing information. Applicants would
also be able to minimize security concerns if they can prove that their con-
tact with foreign nationals is on behalf of official U.S. government business.
If the contact is not on behalf of the government, applicants may need to
prove that the contact is infrequent and casual in nature. Applicants who
have financial interests in a foreign country will need to demonstrate that
their financial interests are not significant enough to pose a security threat.
Cases such as these will be reviewed on an individual basis to determine the
extent of involvement and potential for risk.

FOREIGN PREFERENCE

An applicant’s allegiance to the United States is of paramount importance.

The adjudicators will want to make sure that the applicant does not have

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any known or potential allegiance to another nation. Potential issues that

could disqualify an applicant include maintaining dual citizenship, posses-
sion of a foreign passport, or serving with another nation’s military. If the
applicant has received significant benefits from another country including
tuition reimbursement, medical benefits, retirement income or welfare, he
or she might not qualify for a clearance. Applicants who have resided in a
foreign country (with exceptions for military, official U.S. government
business, missionary work, or education), will need to fully explain the pur-
pose of living outside the United States. Applicants who have ever held a
political office, voted in foreign elections, or assisted political parties outside
of the United States will most likely be denied a clearance. Applicants who
have attempted to perform any official government duties for nations out-
side of the United States will be suspected of having a significant foreign
preference.
Applicants can assist the adjudicators with addressing these concerns if
they can prove that they had dual citizenship because of a parent’s citizen-
ship or because of their birth in a foreign country. If they still maintain a
dual citizenship, they will need to be prepared to renounce their citizenship
status with any nation other than the United States. Applicants who have
foreign military service or worked for a foreign government will need to
prove that it occurred before they obtained United States citizenship.

SEXUAL BEHAVIOR

It is important to note that that federal government respects an individual’s

right to privacy. The government is not in the business of learning each in-
dividual’s sexual behavior, or sexual preferences. However, behaviors that
could put the applicant at risk for coercion, or that define a behavior of de-
viance or criminal sexual behavior, must be addressed. At no time may sex-
ual preference be used as a determining factor for a security clearance.

QUICK FACT
The federal government is prohibited from using a person’s sexual preference as a
factor for determining security clearance suitability.

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The adjudicators are looking to determine that the sexual behavior

does not indicate a pattern of a personality or emotional disorder. Any
behavior that appears to be consistent, ongoing, or compulsive in nature
will be addressed.
The following sexual behaviors raise significant security concerns and
may be a reason for denial of clearance.

 Any sexual behavior that is criminal in nature, whether or not the in-
dividual was prosecuted. For example, an applicant was 19 and having
sexual relations with a 16-year-old. If he was charged with statutory
rape, but the victim’s parents refused to press charges, he will still be
considered ineligible for a security clearance unless there are signifi-
cant extenuating circumstances that could explain the behavior.
 Any compulsive or addictive sexual behavior where the applicant is
unable to stop a pattern of self-destructive or high-risk behavior
could jeopardize the applicant’s ability to obtain a clearance. For ex-
ample, applicants may be asked whether they view pornographic
websites. If they answer yes, they may be asked the frequency of the
visits to the sites. Although viewing the sites may be completely legal,
repetitive viewing may indicate a compulsive personality disorder.
 Another reason for denial of clearance can be any sexual behavior that
may cause the individual to be vulnerable to coercion, exploitation, or
duress. For example, an applicant who had an extramarital affair that
their spouse does not know about could be at risk for coercion. The
adjudicators will want proof that the affair has ended, and that all par-
ties involved are aware of the affair. If the applicant had an affair with
another married individual, both of their spouses would have to be
made aware of the affair.
 Still another reason for denial of clearance is any sexual behavior that
is of a public nature and may reflect a lack of discretion or judgment.
For example, if any individual is a prominent member of a swinger’s
club, the behavior may be completely legal. However, it is of a public
nature, and may place the applicant at significant risk for coercion.
Someone may attempt to infiltrate the club to develop a sexual rela-
tionship with the applicant with the sole purpose of gaining access to
classified information.

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The applicant can take several steps to mitigate the concerns regarding
sexual behavior. The applicant needs to be up-front regarding any concerns
and be willing to address them completely. The applicant can also mitigate
concerns by showing that the behavior occurred during adolescence, and
that the behavior has not been continued in adulthood. The applicant can
also show that there has been no such recent behavior or similar conduct.
The applicant can also demonstrate to the adjudicators that the behavior did
not involve questionable judgment, emotional instability, or any irresponsi-
bility. It is important to note that the adjudicators may request a full psycho-
logical evaluation of the applicant by a licensed mental health practitioner to
address any concerns. The applicant will also have to satisfactorily demon-
strate that the behavior cannot be used for coercion or exploitation of the
applicant.

EMOTIONAL, MENTAL, AND PERSONALITY DISORDERS

The Department of Homeland Security does not discriminate against appli-

cants, including those with mental or psychological conditions. However,
the DHS has to take due diligence to make sure that the mental illness,
emotional illness, or psychological condition will not pose a threat to na-
tional security. The adjudicators have to ensure that the applicant will not
be predisposed to have a lack of judgment, reliability, or stability.
Applicants will be required to report any mental health counseling they
have had. This includes family and marital counseling. The applicant will be
required to provide copies of all medical records from any mental health
professional who has treated the applicant. The Department of Homeland
Security will also require that the applicant be evaluated by a credentialed
and licensed mental health professional who is approved by the govern-
ment. This is frequently paid for by the applicant.
Specific concerns regarding the applicant’s suitability for a security clear-
ance include any of the following.

 If, in the opinion of a licensed mental health professional, the applicant

has a condition that may indicate the potential for errors in judgment,

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reliability, or stability he or she will not be eligible for a clearance. It is

important to note that simply receiving treatment for a condition may
not be sufficient to obtain clearance. The concern lies with the poten-
tial for the applicant to stop receiving treatment and become a security
risk. An example would include a patient who has a severe obsessive-
compulsive disorder. The patient’s illness may be effectively managed
through daily medications, but if the patient were to stop taking the
medications, the disease would be debilitating. In cases like this, the
applicant may be denied a security clearance because of the potential
risk for the applicant to be significantly affected by the illness.
 Another significant security concern occurs when the patient has
failed to follow a recommended treatment regimen for a specific ill-
ness. This may include failure to take prescribed medications, or to
attend counseling as advised by a mental health professional.
 Applicants who display a pattern of high-risk, irresponsible, aggres-
sive, antisocial, or emotionally unstable behavior may pose a signifi-
cant risk to national security. For example, an applicant who has had to
repeatedly go to sexual harassment training at the workplace because
of his or her behavior will most likely be considered a security risk.
 If the background investigation, or the evaluation by a mental health
professional, provides information that suggests that the individual’s
current behavior indicates a defect in judgment or reliability, the ap-
plicant will not be considered for a security clearance. This is a caveat
catchall. If the adjudicators feel that the applicant has not been com-
pletely forthright with information in the background investigation,
the adjudicators will cite this as the primary disqualifier for a security
clearance.

Applicants can mitigate the concerns regarding their emotional, mental, or

personality disorders if they can show that there is no indication of a current
problem. They can also help to mitigate concerns if they can demonstrate
that the disorder was the result of a temporary condition such as a divorce,
death, illness, and such. For example, if a patient was treated for depression,
but showed that it occurred after the death of a spouse, the adjudicators will
recognize that there is little security risk.

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Lastly, the applicant can ease concerns if a licensed mental health profes-
sional states that in his or her opinion, the disorder is cured, is completely
under control, or has a low probability of recurrence.

PERSONAL CONDUCT

One of the most important aspects of the security clearance investigation is

the applicant’s ability to be forthright and honest about all concerns. The
applicant poses a significant security risk if there is evidence that the appli-
cant lacks candor, has questionable judgment, is dishonest, or is unwilling to
comply with rules and regulations.

QUICK FACT
One of the most important aspects of the security clearance investigation is the ap-
plicant’s honesty, candor, and forthrightness during the investigation.

The two following circumstances will result in denial of security clearance

and immediate termination of the clearance process. (1) If applicants refuse
to undergo any required security processing, they will be dismissed from the
clearance process. This can include any medical or psychological testing that
is required of the applicant. (2) Applicants will be denied clearance if they re-
fuse to complete required security forms, or fail to provide full, truthful an-
swers to questions by the security clearance investigators or other official
representatives of the DHS. It is very important to clarify a point here. The
background investigator is not looking for a full confession of all wrongdoing
by the applicant. Many a candidate has been dismissed for offering up infor-
mation that otherwise would have never been brought up in the investiga-
tion. However, if an applicant is deliberate about attempting to downplay
concerns, or hide additional information, they will be viewed as a security
risk because of their failure to be candid and frank with the answers.
If the security clearance investigation reveals consistent and reliable unfa-
vorable information about the applicant, there will be significant concerns
about the applicant’s suitability for a security clearance. This information
may come from associates, employers, coworkers, neighbors, and other ac-
quaintances. A frequent question asked by applicants concerns the informa-

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tion that an ex-spouse may provide the background investigator. The inves-
tigators know that they will be given information that is not favorable for
the applicant. The investigation would not be complete if the investigator
did not uncover at least some unfavorable information. However, the inves-
tigators and the adjudicators are very aware that some people may provide
information about the applicant that is not completely true, simply because
they do not like the applicant. If investigators uncover unfavorable informa-
tion, they will attempt to corroborate it. If they cannot corroborate the in-
formation, it will still be given to the adjudicators, but will either be
dismissed or regarded as being of little significance.

FINANCIAL CONSIDERATIONS

Applicants who have demonstrated that they have financial problems, or ex-
hibit behavior that could lead to financial problems (such as clearly living
beyond their means) can pose a security risk. The concern is that the indi-
vidual would be tempted to conduct illegal activities to generate money, or
will be subject to external influence to provide information in exchange for
money.

QUICK FACT
Individuals who have defaulted on a government-backed student loan are ineligible
for employment with the federal government.

The following are conditions that raise a significant concern for security
and are likely to lead to denial of clearance: The applicant who has a history
of being unable to meet financial obligations, such as a history of late pay-
ment on bills, will be carefully scrutinized. An applicant who has a history of
embezzlement, employee theft, check fraud, income tax evasion, expense ac-
count fraud, deceptive loan statements, or any other intentional breach of
trust will be considered a security risk. Applicants who have a history of
writing worthless checks will be required to provide explanations of the in-
cidents. The adjudicators understand that occasionally someone may
bounce a check, but if the applicant is frequently bouncing checks, it will be
seen as malicious writing of worthless checks.

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An applicant who is unable or unwilling to satisfy any outstanding debts

may not be issued a security clearance. This is why it is so important for ap-
plicants to get copies of their credit reports prior to applying for a security
clearance, so that they can clear up any outstanding credit issues.
If the applicant has demonstrated unexplained affluence—that is, signifi-
cant monetary support that is coming from a source outside of their imme-
diate family—he or she will be carefully investigated.
Any individual with a history of gambling, drug abuse, alcoholism, or
other issues that relate to their finances will be carefully investigated to de-
termine his or her security suitability.
Applicants can help to address the concerns regarding their financial suit-
ability by demonstrating that any questionable financial behavior has not
occurred recently, or was an isolated incident. Applicants can also mitigate
problems if they can demonstrate that their financial concerns resulted from
a situation that was largely beyond their control, such as death of family
member, divorce, separation, loss of employment, business downturn, or an
unexpected medical condition. Applicants who had outstanding debts on
their credit report can also demonstrate that they have made a good faith at-
tempt to resolve all outstanding credit issues. A common example occurs
when applicants have an outstanding balance to a creditor who has since
gone out of business. There is no way to successfully remove this outstand-
ing balance from a credit report, but they can demonstrate that they have
attempted unsuccessfully to resolve the debt.
Applicants who receive money that results in unexplained affluence will
need to demonstrate that the money was obtained legally. Applicants who
had a history of gambling will need to demonstrate that they have received
counseling for the problem, and that it is clearly under control.

ALCOHOL CONSUMPTION

Applicants who desire a security clearance cannot have a history of excessive

alcohol consumption. There are several concerns regarding alcohol use that
could make the applicant a security risk. People who have trouble control-
ling alcohol use are displaying an impulsive behavior that can put them at
risk for questionable judgment, lack of self-control, and unreliable behavior.

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People who cannot control their alcohol use are at risk for disclosing classi-
fied information, or other impulsive behavior.
The following are significant concerns regarding alcohol use, and may
result in the applicant’s denial of a security clearance: Applicants who have a
history of any work-related alcohol incidents, such as reporting for work under
the influence or drinking on the job. Applicants who have had any alcohol-
related incidents away from work including any of the following—driving
while intoxicated, domestic violence, assaults while under the influence,
public intoxication, or any other criminal offense related to alcohol. Appli-
cants may be a potential security risk if they have been diagnosed by a li-
censed medical professional for alcohol abuse or alcohol dependence, or
have been evaluated and/or received treatment in an alcohol abuse or alco-
hol dependence program. It is important to note that a significant disquali-
fier exists when individuals have consumed alcohol after completing an
alcohol rehabilitation program. Applicants may be a potential security risk if
they have any other history of habitual or binge consumption of alcohol that
would indicate an ongoing condition that could lead to impaired judgment.
The applicant can help to mitigate the concerns by proving that the alcohol-
related incidents were isolated, and that no pattern of abuse is present. The
applicant can also help to mitigate any concerns by proving that the alcohol-
related incidences occurred a number of years in the past and that there is
no indication to reflect a current problem. Applicants who have had a prob-
lem with alcohol will need to prove that they have made significant positive
changes in their behavior or that they have completed an approved inpatient
or outpatient alcohol rehabilitation program. In addition, the applicant will
need to prove that he or she has abstained from alcohol for a minimum of
12 months, and has received a favorable diagnosis or evaluation from a li-
censed medical professional indicating that the problem has been success-
fully resolved.

DRUG USE

It is obvious that illegal or improper drug use can raise significant concerns
about the applicant’s ability to maintain and protect classified information.
The Department of Homeland Security is well aware that individuals may

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have experimented with drugs during their adolescence and will attempt to
work with applicants to understand their purpose for using illegal drugs, or
using legal drugs in an improper manner.
For the purpose of clarification, the term drugs refers to any drug that is
listed in the Controlled Substance Act of 1970. There are numerous drugs
listed in this act, but some of the more commonly abused drugs are listed
here:

 gamma-hydroxybutyric acid (GHB)

 marijuana
 heroin
 opium and any opiates used for pain relief
 MDMA (Ecstasy)
 psilocybin (the active ingredient in psychedelic mushrooms)
 lysergic acid diethylamide (LSD)
 peyote
 mescaline
 methaqualone (quaalude)
 anabolic steroids
 benzylpiperazine (BZP, similar to MDMA)
 cocaine
 methylphenidate (Ritalin and Concerta)
 methadone
 oxycodone
 fentanyl
 morphine
 mixed amphetamine salts (Adderall)
 dextroamphetamine (Dexedrine)
 hydromorphine (Dilaudid)
 codeine
 hydrocodone with a dose more than 15 mg per dose unit
 pethidine (Meperidine or Demerol)
 phencyclidine (PCP)
 barbiturates
 amphetamines

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 ketamine
 benzodiazepines (such as Valium)
 modafinil (Provigil)
 inhalants
 amyl nitrate (“poppers”)

If applicants have any questions about whether they have used a drug that is
specified in the Controlled Substance Act of 1970, they need to relay their
concerns to their background investigators. Drugs that are classified as
cannabis, depressants, narcotics, stimulants, or hallucinogens are most likely
listed in the Controlled Substance Act of 1970.
The following will raise significant concerns regarding the applicant’s
suitability for a security clearance and will most likely result in denial of
clearance.

 any applicant with a conviction for illegal drug possession, including

cultivation, processing, manufacture, purchase, sale, or distribution
 any applicant who has been diagnosed by a licensed medical profes-
sional as having a drug abuse problem or drug dependence condition
 failure to successfully complete a drug treatment program ordered by
the judicial system or prescribed by a licensed health care professional
 any applicant with a history of drug use while maintaining a previous
security clearance will be denied clearance.

It is crucial to note that most applicants will not make it to the security
clearance process if they have significant drug issues in their past—they are
frequently weeded out by this point. The Federal Bureau of Investigation
lists several criteria that are disqualifications for employment that have also
been adopted by the Department of Homeland Security. These are:

 illegal drug (including anabolic steroids) use other than marijuana in

the past ten years, or applicants who have engaged in more than min-
imal experimentation in their lifetime
 use of marijuana within the past three years, or extensive use of mari-
juana over a substantial period of time

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 any history of selling drugs for profit, whether there was a criminal
investigation or conviction or not
 any use of illegal drugs while in a law enforcement position, prosecu-
torial position, or any position of public trust or public responsibility4

Applicants can mitigate concerns over their drug use if they can prove the
following: the drug involvement was not recent, it was an isolated event,
there is no intent to abuse drugs in the future, satisfactory completion of an
approved drug treatment program with no recurrence of abuse and a favor-
able diagnosis from a licensed medical professional.

CRIMINAL CONDUCT

Any crimes the applicant has committed will be evaluated to see if there is a
pattern of criminal activity that would lead to the suspicion that the appli-
cant has a lack of judgment, reliability, or trustworthiness. The applicant
will be asked about any criminal activities that he or she has committed, not
just activities that were investigated or criminal activities that lead to formal
charges.

QUICK FACT
Most applicants who have had a felony conviction are ineligible to obtain security
clearance.

Any applicant who has committed a single serious crime (such as a felony)
or multiple lesser crimes (such as misdemeanors) may be found unsuitable
for security clearance. To mitigate the concerns regarding their activities,
the applicant will need to prove any of the following: the criminal behavior
was not recent, the criminal behavior was an isolated event, they were pres-
sured or coerced to commit the crime and those pressures are no longer in
the applicant’s life, the person did not voluntarily commit the crime, the ap-
plicant was acquitted of the crime, or they have been successfully rehabili-
tated from the crime.

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SECURITY VIOLATIONS

Any applicant who has demonstrated noncompliance with security regula-

tions raises significant concern over his or her ability to safeguard classified
information. Any individual who has a history of any unauthorized disclo-
sure of classified information, or violations of security regulations that are
deliberate or multiple will be denied a security clearance. The applicants
can help to mitigate concerns if they can prove that the noncompliance with
security regulations were inadvertent or isolated, were due to improper or
inadequate training, and that they are committed to safeguarding classified
information.

OUTSIDE ACTIVITIES

Involvement in particular employment or activities may present security

concerns if it goes against the principle of the United States or if it would
place the applicant in a position of increased pressure to divulge classified
information. Examples of this would include any compensated employment
or volunteer work with countries other than the United States, with foreign
nationals, or with organizations that represent interests that may be detri-
mental to the United States. Any applicant who is involved in the analysis
and/or discussion of, or who authors material on intelligence, defense, for-
eign affairs, or protected technology would be suspected of having undue
external influences.
Applicants can mitigate these concerns by ceasing all activities or em-
ployment that would conflict with the United States, or by proving that no
conflict exists.

MISUSE OF INFORMATION TECHNOLOGY SYSTEMS

Any applicant who has demonstrated noncompliance with or blatant disre-

gard for rules, procedures, or guidelines for information technology systems
will pose a significant security risk to the United States. It is critical that

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applicants can be entrusted to take all precautions to safeguard electronic

information processing, transfer, and storage.
There will be significant security concerns if an applicant has any history
of illegal or unauthorized entry into any information technology system.
Applicants who illegally or inappropriately modified, destroyed, manipu-
lated, or denied access to any information technology system will also be
considered a grave security risk. Applicants will not be considered for secu-
rity clearance if they have illegally or inappropriately removed hardware,
software, or media, or introduced hardware, software, or media into an in-
formation technology system. The Department of Homeland Security
views misuse or illegal activities surrounding information technology to be a
very serious threat to national security. Applicants with any history of such
activities will have a difficult time proving that they will not be a security
threat.
Applicants can mitigate concerns by proving any of the following: the
misuse was not significant in nature, it was not recent, the conduct was un-
intentional or accidental, the introduction or removal of media was author-
ized, or that any misuse was immediately followed by rapid, good faith
efforts to correct the action.

APPEALING A DENIAL OF CLEARANCE

A potential employee who is denied clearance does not have much recourse.
Many positions within the DHS require a security clearance that must be
assured prior to the formal unconditional offer of employment. If the candi-
date is found unsuitable for any reason, he or she simply will not be ex-
tended an offer of employment with the DHS. It is much easier for the
DHS to withdraw the conditional offer of employment than it will be to deal
with the appeals process. A candidate can still appeal the decision; however,
it most likely will be a losing battle since the conditional offer of employ-
ment will be withdrawn.
Current employees who are denied clearance can appeal the decision. Ex-
ecutive Order 12968, “Access to Classified Information,” describes the
process for federal or government civilian personnel to appeal. An appeal is
filed, and heard before an administrative judge appointed by the authority

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authorizing the security clearance. Upon hearing all the information per-
taining to the denial, the judge will render a decision. The individual who
still disagrees with the decision can appeal it to the Appellate Board. The
judgment rendered by this board is final and concludes the appeal process.
Any candidate who is denied a security clearance will have to wait a mini-
mum of one year before applying for another job that will require a security
clearance. However, any individual who is denied a security clearance at any
time will certainly face a difficult time trying to gain employment with the
federal government in any job that requires a security clearance. With the
abundance of job applicants, it would be far easier for the DHS to hire
someone who can obtain a clearance without difficulty.

NATURALIZED CITIZENS AND NON–UNITED STATES CITIZENS

A naturalized citizen is eligible to obtain a security clearance; however, non–

United States citizens are not eligible. In the event that a non–United States
citizen possesses a very unique or unusual skill that is urgently needed to
support United States government operations, he or she may be issued a
Limited Access Authorization (LAA). A Limited Access Authorization only
allows the individual access to secret information and is revoked as soon as a
United States citizen who possesses the same skills can be employed.

QUICK FACT
Non–United States citizens are not eligible to obtain security clearance.

TIPS FOR SPEEDING UP THE PROCESS

Prior to being asked to submit a completed SF-86, download a paper copy

from the official government website at www.gsa.gov and fill it out prior to
submitting the form electronically. This will allow you to be prepared to
quickly and accurately fill out the form when it is requested by the DHS.
If you have consulted with a mental health professional for any reason,
have the name, address, and phone number of the doctor and the facility

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listed in the notes section. You also will need to list all dates that you were
seen.
Make sure that you list the Social Security numbers for all adults living
with you. This is frequently omitted on applications, and results in signifi-
cant delays.
Males born after December 31, 1959 must list their selective service
number. Applicants frequently list their Social Security number in place of
their selective service number. If you need your service number, call 1-847-
688-6888 or visit http://www.sss.gov.
Applicants can also speed up their security clearance by taking a summer
internship that requires a security clearance. It is much easier for DHS to
update a current security clearance than it is to initiate the process.
Applicants should also ensure that all addresses listed for previous resi-
dences and previous employment are correct. A simple mistake such as a
wrong zip code can delay the application by weeks to months as the back-
ground investigation is routed to an investigator in a different geographic
location.
With many security clearances, the primary background investigator
will contact you at the start of your investigation. He or she will want to
make sure that your contact information they have is current and accurate,
in case there are questions. The investigator will usually have some ques-
tions during the investigation, such as tracking down ex-employers who
have gone out of business, or locations for businesses that have changed
names or moved. The investigator will also usually let you know when he
or she is going to contact your current employer so that you can let the
employer know to be expecting the investigator. Out of courtesy, most in-
vestigators will wait to contact your current employer until the end of
your investigation.

WHAT WILL GENERATE A COMPREHENSIVE INVESTIGATION

 evidence that the subject is not a United States citizen, or has re-
nounced or lost United States citizenship
 a positive response to questions pertaining to illegal drug use
 evidence that the applicant has dual citizenship

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 evidence that the applicant has been employed as a consultant for a

foreign government, firm, or agency
 evidence that the applicant has been issued a foreign passport
 evidence that the applicant has undergone mental health treatment
with the exception of marital, family, or grief counseling with no his-
tory of violence by the applicant
 evidence that the applicant has been investigated for, charged with, or
convicted of any criminal offense excluding minor traffic violations
where the fine was less than $150
 evidence that the applicant has abused any alcohol or received any
alcohol-related treatment
 evidence that the applicant has had clearance to access denied, sus-
pended, or revoked, or if the subject has been banned from federal
employment
 evidence that the applicant has associated with individuals or groups
dedicated to the violent overthrow of the United States government

MATERIAL THAT WILL BE REQUESTED

 high school transcripts (may be waived if college has been completed)

 college transcripts
 birth certificate
 DD-214 for those who served in the military
 addresses, phone numbers, and point of contact for all places of em-
ployment during the investigation period
 a minimum of three personal references (people whom the applicant
has known for at least five years, are not family members, and were
not an employer)
 verification and disposition of divorces, bankruptcies, or any other
criminal or civil court actions
 criminal history records covering all locations where the applicant
has lived, worked, or attended school for the last ten years

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CHAPTER thirteen
DEVELOPING CONTACTS: THE SECRET WEAPON
FOR GETTING THE JOB YOU WANT

GETTING A position with the DHS can be a daunting task on your

own, and reaching out for help in the process is very often necessary. Devel-
oping contacts can make the task easier. You are on the path to an exciting
future and you need to use every possible advantage to assist you in securing
a career with the DHS.
Networking—the practice of developing contacts—can help you get your
foot in the door to the career of your dreams. It consists of establishing rela-
tionships with people whose acquaintance or friendship could provide you
with the opportunity to explore careers and develop your career goals, but is
not necessarily a way to get a particular DHS job. It is establishing relation-
ships where you can gather support and learn to be comfortable when ask-
ing for ideas, advice, and referrals. It is a tool to provide you with necessary
information. People are an important source of knowledge, and developing
contacts can help you get the inside scoop into a career field, gain valuable
career information, acquire knowledge about the DHS, and make future

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useful business contacts. Most of all, developing contacts can help you build
a federal resume that will get you noticed.
Developing contacts gives you the ability to gain a perspective about the
job beyond limited information found in a job announcement. What are
their daily or weekly work schedules? Do they work independently or are
they teamed with a partner? These are some of the questions that only
someone actually performing the job will be able to answer.

QUICK FACT
Developing contacts in the DHS prior to applying for a position can provide you with crit-
ical information about the knowledge, skills, and abilities needed to perform the job.

Developing contacts in the DHS can also provide you with information
regarding the skills, training, and abilities needed to perform the job func-
tion. It will help you identify your strengths and weaknesses. Talking with
people who do the job will provide you with the details that cannot be found
anywhere else. You may discover that your dream job is not what you ex-
pected. For example, if the job entailed sitting for long periods of time
watching a computer monitor and that does not appeal to you, then you can
rethink your career choices. However, the information learned in talking to
someone in the job you’re interested in can also solidify your occupational
choice as being the right job for you.
Developing contacts can be as simple as striking up a conversation with
contacts about their careers. Talking to people in the career of your choice
can give you information as to the management styles and culture. You may
prefer a regimented or military style (often referred to as a paramilitary
structure) of management that dictates your activities. Several departments,
agencies, and divisions within the DHS utilize this management style. Or
on the flip side, you could be a person who enjoys the opportunity to be cre-
ative in your approach to your job, or likes to be outdoors, or prefers an of-
fice environment. Regardless, there is a job within the DHS just for you.
Taking time to learn about the job can vastly increase your job satisfaction.
Developing contacts enables you to get referrals to potential mentors to
assist you in reaching your career goals. Knowledge obtained from someone
within the DHS provides you with the ability to understand the inner work-
ings of the department, its goals, and its expectations. It can give you leads

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on future hirings within that specific department, agency, or division of the

DHS or other openings that may be related to your interests, skills, and
abilities.

START WITH WHAT YOU KNOW

Take the time to create a list of people you already know, whether they be
family members, friends, former classmates, teachers, college professors, or
even local, state, or national politicians. With more than 193,000 employees
in the DHS, chances are that someone you already know has an acquain-
tance or knows someone who can put you in touch with the right contact
who can help you forward your career. Referrals from friends can provide
you with a higher success rate of connecting with someone than simply cold
calling. When you are referred, people tend to take more time to respond to
your needs. The same holds true when developing contacts with the DHS.
When discussing this with the people you already know, be specific with the
type of contact you need, or the type of questions you have. By being spe-
cific, you may be directed to the best person or people who can answer your
questions. Always be sure you ask their permission to use them as a refer-
ence when making the contact.

CONTACT DHS DIRECTLY

If you do not know anyone, start with DHS directly. Contact your local
DHS office, an office you are interested in, or DHS headquarters in
Washington, DC. Start by asking for a human resource specialist or re-
cruiter. The human resource specialists or recruiters may be able to refer
you to personnel in the field you are interested in. Do not be disheart-
ened if your first attempt is a failure. Remember, the person you contact
may be busy and unable to talk at that time. Sometimes, the recruiter for
a specific area may have other full-time non-recruiting duties assigned to
him or her. For example, a special agent recruiter at a large field office
may be a special agent with an active caseload who also handles recruiting
duties.

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Reaching out to DHS will help you understand the inner workings of the
organization, ultimately making you better prepared. Ask your contact if he
or she would take time to meet with you for an informational interview
(more on informational interviews later in this chapter), or has time to an-
swer a few questions. Ask when would be a good time to ask questions you
have, or if the person could refer you to someone else. You may be surprised
to learn that employees of the federal government do enjoy talking about
their jobs. This may also provide you with the opportunity to introduce
yourself to the local office. Many times, the local office has the final approval
on who gets the job, and if they already know who you are, they might be
looking for your application when it comes in for final selection.

QUICK FACT
A word of caution: many of the jobs in DHS may contain Operation Security sensitive
material (OPSEC) that prevents the employees from discussing certain aspects of
their job.

BE PREPARED

Before you begin the process of developing your new contacts, research the
occupations in DHS that interest you to find out as much as you can about
the job. Take time to make a list of what you know about the career field.
Get on the Internet and research the federal government. You need to be
able to understand how the government functions to understand just what
DHS does. Read what is going on in the government to be up on current
events. Search DHS, its history, operations, and future. Pull information
from the library on DHS. Research your particular career interest. Being
prepared will help you understand DHS and your career field to make you
more effective in your future.

INFORMATIONAL INTERVIEWS

An informational interview involves talking with people who are currently

working in the field to get a better understanding of an occupation in

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which you are interested. Informal interviews also can help you develop
contacts and gain valuable information you can use when filling out your
federal resume.

QUICK FACT
Before contacting someone in the DHS with questions about a position, do every-
thing you can to research the information yourself. The Internet is full of information
and can provide you with the answers to many of your questions.

Listening is the key to an informational interview. Whether formally or

informally, you can use informational interviews in your search for informa-
tion. Take the time to write out specific questions defining things you want
to know more about with a particular job. Always be considerate of your
contact’s time and use it wisely. Be prepared to meet resistance. People you
contact may feel that you are calling them for a job—reassure them that you
are only exploring their career field. Don’t spend time asking questions you
could look up yourself in this book or on the Internet.
If the opportunity presents itself, ask them if you can contact them in the
future with further questions. Ask them if they are willing to look at your
federal resume. They may be able to provide valuable tips to make your ap-
plication get noticed. Do not be afraid to ask them if they know someone
else to contact regarding the position. Developing a network of people in
the DHS could very well be an important step in understanding the career
field you have chosen, and assist you in getting the job you want.

Questions to Ask in an Informational Interview

The following is a list of sample questions that you may wish to ask during
your informational interviews while developing your new contacts:

 How did you choose this career field?

 What has been your career path?
 What was your major in college?
 What made you choose DHS?
 What do you do on a typical day?

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 What are your major job responsibilities?

 What are the special requirements (i.e., training, education, certifi-
cates) for the job?
 What kinds of experiences are absolutely essential to the job?
 What is the toughest part of your job?
 What is the most rewarding part of your job?
 Describe the toughest situation you have been faced with in the job.
 Does the work get more interesting as you stay longer?
 Is there a demand for people in this field?
 What part of the country provides the best opportunities in this field?
 What is the job satisfaction in this field?
 What entry level positions provide the most ability to learn a great
deal?
 What specific characteristics or personnel traits are needed for the job?
 What is the average length of time a person stays with the organization?
 What is the potential for advancement?
 If you were starting over again, what would you do differently?
 How do you see this field changing in the future?
 What other positions are available in the same career field?
 What is the most important aspect in a federal resume?
 What are important key words, or buzzwords, to include in the fed-
eral resume?
 Who do you know who might be willing to speak with me as well?
 How are duty positions determined, and how frequently are you re-
quired to move?
 Do you have to serve time overseas?
 May I use your name when contacting recruiters at DHS?

You probably will have other, specific questions in mind. Take the time to be
prepared with questions that address what you want to know and be atten-
tive when listening to the answers. Talking to someone will provide you
with valuable information to use not only in your quest for a position with
the DHS, but with other jobs you may pursue in the future. You may also
discover ways you may be able to help the person in the future through the
contacts that you develop in this process.

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EVALUATING INFORMATION LEARNED

Hopefully, you are able to gather new insights about the career you want uti-
lizing an informational interview approach. Evaluate your thoughts and feel-
ings about the occupation, workplace, and people you interviewed. Ask
yourself questions like: What did I learn from the interview? What aspects of
the job did I like? What aspects of the job didn’t I like? Did the interview re-
veal any new advantages or concerns about the job? What career advice did I
receive about the job? Did I discover any other occupations in the DHS that
I might want to pursue? How would I fit in this type of work environment?
And finally, do I think I would be happy in this type of job or organization?
Be careful that you do not allow your impressions of just one person or
one visit to an organization cloud your judgment. It may have been a day
when people were engaged in the “fun” tasks of the job. Or, it may have
been a bad day at the office. Talk with several people in the field and con-
firm the information you have learned using other sources.

SAYING THANK YOU

Taking the time to say thank you for helping demonstrates to the person
that you care. It is imperative to follow up with a note or e-mail thanking
your new contact for his or her assistance. Your note may be brief, just a
paragraph or two expressing appreciation for the time spent. Thank the
contact for the advice given, and perhaps recall a particularly helpful piece
of information. Let contacts know that if you can ever be of any assistance
to them, all they have to do is call. As you move toward your new career, let
people know how their information proved helpful to you. A new contact
you have developed may become a lifelong friend to whom you can turn
with future questions or problems.

OTHER WAYS TO NETWORK

There are other areas in which you can develop contacts in your attempt to
locate more information on your career choice.

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Career Fairs

In its effort to hire the best and brightest talent, the federal government
participates in local career and job fairs. A career fair is an excellent way to
learn about opportunities that may be available within the DHS. The fed-
eral government has partnered with colleges and universities to provide in-
formation to make potential job candidates aware of what the federal
government has to offer. Human resource specialists and recruiters who at-
tend these job fairs provide an opportunity to ask those questions you can-
not get answered reading a book or looking at a website. Bring copies of
your federal resume and do not be afraid to ask them their opinion of it.
Please remember when attending a job fair to be dressed in appropriate
business attire. You are selling yourself at all times.

Professional Organizations, Associations, Forums, and Blogs

Professional organizations, associations, forums, and blogs exist for just

about every career and field imaginable. A simple search of the Internet uti-
lizing words like “professional federal organizations,” “federal associations,”
or “federal forums” will provide lists of organizations, forums, topics, and
conversations covering most, if not all of the jobs found within the DHS.
These professional organizations, associations, and forums serve to main-
tain professional standards, liaison with others in the field, and provide sup-
port. Reach out to these people with the knowledge, skills, abilities, and
even the same jobs you are interested in. You can utilize their experience
and skills to assist you in furthering your career with the DHS. They can
provide you with a wealth of knowledge about working for a particular
agency, tips to help you get the job of your dreams, or even the inside scoop
about a particular job or office in the DHS.

Seminars, Workshops, and Professional Courses

Attending government seminars, workshops, and even professional courses

can put you in a position to advance your knowledge and provide you with

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the opportunity to introduce yourself to the leaders and other attendees.

Lectures are performed by professionals in their field. For them to have
achieved that status they must have developed numerous contacts them-
selves. Look for federal government programs found in every major city
that reach out to the public. There are also state and local programs to con-
sider. Remember, you are attempting to develop contacts. Government pro-
fessionals at all levels come in contact with someone else. They may know
just the person you are looking for in the DHS.

Internships

Don’t forget about the possibilities provided by internships with the DHS.
An internship provides an excellent way to learn how the agency operates
and gives you the opportunity to “try on” a career job position. There are
both paid and unpaid intern positions available in the DHS. As an intern,
you work among various departments in your field of study, effectively giv-
ing you an overview of just where you and your skills fit. A mentor provided
during an internship can assist you in making critical career choices and
gives you a valued contact. A large number of former interns go on in the
federal government by being offered permanent positions. Specific pro-
grams also allow for noncompetitive conversion to term, career, or career-
conditional appointments.

IT’S YOUR FUTURE

Whatever your career field, developing contacts today can help you
throughout your career. Learning everything that your career has to offer
gives you an overview of the potential you have in shaping the future of the
federal government. Having a network of contacts will give you resources
that you can utilize to advance your career, and provide you with the expertise
to become successful in the field. It can give you a mentor to help you
throughout your career, or even have a contact within an organization to
whom you can hopefully return a favor one day.

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CHAPTER fourteen
WHAT HAPPENS IF I CHANGE MY MIND?

FAST FORWARD into your future. You’ve done your research,

developed your contacts, and successfully applied for and landed that great
job at the DHS. You have gotten your foot in the door, but what happens if
you discover that the job you hoped for is not the job of your dreams?
First of all, don’t fear, surely you have heard the term, “don’t throw the
baby out with the bathwater.” Just because you are not happy with your
present situation doesn’t mean that you should give up on the DHS. The
good news is so many agencies fall under the DHS umbrella that you can al-
ways look to other career possibilities within the department that may be
more suited to your experience and temperament. The Bureau of Labor and
Statistics indicates that people change jobs fairly often, about once every
five years.1 Most people who change occupations do so because of the
prospect of better working conditions, greater status, job satisfaction, or re-
sponsibility. Since there are always opportunities to develop and change, no
experience is a bad experience. The really good news is that because so
many agencies fall under the DHS umbrella, you can always look to other

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career possibilities that may be more suited to your experience and tempera-
ment. This chapter discusses making moves within the DHS once you have
started to find your best niche and to help you grow in your new career.
The federal government is full of very talented, professional, and dedi-
cated people who work incredibly hard to make sure the nation’s govern-
mental infrastructure can function efficiently. The DHS needs more
professionals to continue their mission, and can provide you with unique
opportunities to challenge you mentally and physically in your job each day.

QUICK FACT
Ninety percent of employees decide whether they will stay in an organization, or
begin looking for a new job, during their first six months on the job.

The DHS is a vast organization. Sometimes new federal employees can

have a negative experience at the beginning of their careers. This first im-
pression can have a lasting effect on their view of the federal government.
Your actions as an employee are especially critical during the first year as
your actions will directly affect your future productivity and job satisfaction.
Research conducted by the Aberdeen Group in 2006 found that 90% of em-
ployees decide whether they will stay in an organization, or begin looking
for a new job, during their first six months on the job. Between 2003 and
2007 new federal employees voluntarily left their agencies at rates ranging
from 10 to 18%.2 This is an alarming rate.
New employees who received effective integration or orientation into a
new job were found to be much more satisfied with their job within the first
year. The orientation transition during your first year will help you focus
you on the mission, vision, and culture of the organization. The Depart-
ment of Homeland Security is actively taking steps to address effective inte-
gration and orientation for new employees during their first year with the
federal government. If you feel that you are not matching well with your
agency, you may possibly need to look elsewhere in the DHS. There are al-
ways opportunities to develop and change, and you have already learned the
process of finding a job within the DHS.
Every day people enter the federal government workforce with a wide
range of expectations and illusions. Some of their expectations are met, but
other new employees feel left out. This disillusionment often leaves em-

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ployees feeling betrayed by their employer, which in turn causes them to

terminate their employment. Before you ever decide to leave the DHS, con-
duct research among coworkers, including asking people in the field how
they make the job work for them. There has to be a reason they are still
there. If you are seriously considering leaving your current agency because
you are not satisfied, talk with your supervisors. Let them know how you
feel. There are several programs within the federal government that can en-
able supervisors to assist you with job satisfaction at your current position.
The book The 7 Hidden Reasons Employees Leave, by Leigh Branham, lists
the main reasons employees leave a job:

 the job or workplace was not as expected

 the mismatch between job and person
 too little coaching and feedback
 too few growth and advancement opportunities
 feeling devalued and unrecognized
 stress from overwork and work-life imbalance
 loss of trust and confidence in senior leaders3

QUICK FACT
Pay is frequently not one of the top reasons why people are not satisfied with
their jobs.

When asked, most employers indicate that money is by far the biggest
reason for employees leaving an organization. However, that is not true.
The seven reasons previously listed are a more accurate representation of
the reasons employees leave federal employment. This is why it is important
to research your interests before you pursue a career in the DHS.

TRANSITIONING

If you find yourself feeling frustrated, unchallenged, or unfulfilled in your

job it may be time to begin a change. Ask yourself why it is that you do not
like the job. Perhaps you are not challenged in the position anymore. Per-
haps your interests lie with a different type of career position. It might be

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that you are not satisfied with a particular agency within the DHS, but would
still like to work for the federal government. Give some thought to just what
would make you happy and satisfied. Faced with increasing competition
from the private sector for talented professionals, the federal government has
taken steps to retain a hold on their investment, and you are that investment.
The Department of Homeland Security wants to keep you in the federal
government and will help you locate positions that may be better suited to
you. Develop a career plan for yourself. Reevaluate your goals and where
you wish to succeed. Discover how you can attain those goals and dreams
through your current job. Perhaps you need additional skills, or perhaps you
need to change jobs to fulfill your new career plan. Whatever you decide,
seek guidance from someone who can give you the insight into how the
DHS can help you reach those goals.
Using the contacts you developed in the DHS, you can launch yourself
into other positions in the DHS. You might be able to locate a position that
is better suited to your knowledge, skills, and abilities. You may find a posi-
tion that makes you feel that you contribute to the future of the agency.

WHAT THE DHS HAS TO OFFER

Instead of focusing on the negatives of the job, take time to look at the op-
portunities that you can find within the DHS. Here are a few of the positive
things that a career with the DHS can provide.

Stability

You need to analyze what employment with the federal government has to
offer. The first thing that may come to mind is that the federal government
is thought to be a more stable employer than employment in the private
sector. In today’s economy, job security is highly desired but infrequently
found. Layoffs in the federal government are very infrequent. Staffing re-
ductions are generally carried out through attrition, which is simply not re-
placing workers who retire or leave the federal government for other
reasons. This stability of employment leads to a happier lifestyle all around.

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QUICK FACT
Layoffs in the federal government are very infrequent.

Pay and Benefits

Pay is an important factor when stating reasons for employment with the
DHS. Contrary to popular belief, the federal government pays at levels equal
to the private sector. The benefit of employment with the federal government
comes with federally adjusted annual cost of living allowances and locality pay,
both of which increase take-home pay. A federal employee under the general
schedule can receive step increases in pay for time-in-grade as well as bonuses
for performance. The average annual salary for full-time workers under the
general schedule in the federal government is more than $65,000. There are a
wide variety of health insurance and disability options available with the fed-
eral government at a reasonable cost to you. The insurance options offered by
the federal government rival any found within the largest corporations in the
private sector. The federal government offers group term life insurance.
There is also a three-tiered retirement plan called the Federal Employees Re-
tirement System (FERS). The FERS plan consists of Social Security, a pen-
sion plan, and an optional thrift savings plan. The Thrift Savings Plan is the
government’s version of a 401(k). Most private sector companies only include
a type of 401(k) program for retirement. The federal government also offers
an annuity in its pension plan. Another great benefit that the federal govern-
ment offers is 13 sick days a year, as well as offering 13, 20, or up to 26 days of
vacation per year based on the number of years of service. Not only do you
accrue many vacation days but you will also receive 10 paid holidays a year.

QUICK FACT
The average annual salary of full-time workers in the federal government is more
than $65,000.

Service to Your Country

When people think of serving their country, most think of the military.
Working for the federal government is much more. You can perform a valu-

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able service to the United States in the effort to protect the country from
terrorism, secure our borders, and lead rescue efforts in natural and man-
made disasters. Your contribution as an employee with the federal govern-
ment can help shape the future.

Opportunity for Advancement

The federal government can give you opportunities to advance throughout

your career. The process starts with your basic agency training and contin-
ues throughout the life of your career. Training increases your scientific,
professional, technical, and future management skills. The federal govern-
ment recognizes that training and development is essential for improving
the performance of an employee. Functional training helps you grow in
your future advancement and leadership possibilities. The DHS will provide
you with necessary skills needed to grow in an effort to retain you through-
out your career. You can use this training to assist you in further advance-
ment or new career possibilities. You also have a greater opportunity in the
DHS for advancement than in the private sector. Once in the federal sys-
tem, you receive priority over others applying from outside the federal gov-
ernment. The competitive edge will give you the opportunity to change jobs
or even careers within the DHS. We discussed in an earlier chapter the fact
that the federal government is offering tuition reimbursement. The federal
government offers up to $10,000 per year in an effort to help pay off student
loans and some DHS agencies offer tuition assistance to help you pursue a
graduate degree.

Travel

Employment with the DHS can give you challenging assignments offering
you the opportunity for growth. The majority of DHS positions are located
outside of Washington, DC. You could find yourself working in almost any
location in the United States, or even anywhere in the world. If you like the
desert, DHS is there. You may like living by the ocean, DHS is there as well.
How about living in Alaska, or even Hawaii? Have you always wanted to live

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in a foreign land? There are positions within the DHS located globally, pro-
viding you with real possibilities for travel that you should explore.
The positive things about the DHS that have been listed here are just the
personal benefits. When you work for the federal government you are giv-
ing of yourself for others. You are an important part of the function of the
government of the United States.

Midlife Career Change

There is no company in the private sector that can provide you with the op-
portunity to change your career as easily as you can do within the DHS. If
you are a seasoned professional with years of experience you can use your
knowledge, skills, and abilities to begin a new chapter in your life. Perhaps
you are looking for new challenges, or even the possibility of living in a new
area. You start by looking at what you have learned about the DHS and its
jobs throughout your career. You will begin to see where the training and ex-
periences gained can lead you to something totally new. Having worked with
the DHS, you have hopefully developed contacts with others who can give
you the insight on particular careers within the agency that interest you.
As an employee with the federal government you should continually up-
date your federal resume to reflect your abilities. With the federal prefer-
ence offered to employees of the federal government, you can apply to any
and all jobs that meet your qualifications when the need arises. The really
good news is many agencies fall under the DHS umbrella, and you can al-
ways look to other career possibilities that may be more suited to your expe-
rience and temperament.

IF YOU CHANGE JOBS

So you find a new job. What should you do now? Moving from your old job
to your new job should be conducted with grace. You never want to alienate
those you leave behind. You never know, but your previous employer may
be contacted in the future for a recommendation on your updated security
clearance. Someone you may have worked with previously may come to

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work in your new office in the future. Be sure you provide your old supervi-
sor adequate notice. Two weeks is the industry standard. If you need more
time than two weeks, negotiate delaying the start of your new job with your
new boss. Your new employer will recognize that you are trying to be cour-
teous to your old employer, and will usually work with you. When leaving,
always emphasize the positive. Make the fact known that leaving was a diffi-
cult decision. Explain why you are drawn to the new position. Help smooth
the transition—let your old boss know you can finish a project or help train
your replacement.
Make sure you complete all the necessary checkout procedures for the of-
fice and agency. Remember to stay in touch with your former coworkers af-
ter you leave. Make an effort to call or write them. They are still an
important contact that you may be able to utilize in the future.

WHATEVER YOU DECIDE

Whatever you decide to do, remember you have worked hard to secure a fu-
ture with the Department of Homeland Security, an organization that is on
the cutting edge. With the vital responsibilities found throughout the DHS
you can be confident that you have a significant part in shaping the future of
the United States government. Be proud of your accomplishment.

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Appendix A

Colleges and Universities That

Offer Certificates or Degrees
in Homeland Security

At the time of publication there are almost 300 different programs in

homeland security that are offered at colleges and universities in the
United States. These programs include certifications, associate degrees,
bachelor degrees, master degrees, post-master certifications, and doc-
toral degrees. These programs are being offered in the traditional brick
and mortar setting as well as online using a distance-learning format.
More colleges and universities will be introducing new Homeland Se-
curity programs starting in the fall of 2010 and the spring of 2011. The
Department of Homeland Security currently maintains a list of Home-
land Security programs offered in the United States at www.dhs.gov. If
you do not see the school of your choice, you should contact the enroll-
ment office of the school to see if they will be offering a program in
Homeland Security.
Listed alphabetically by state then by college or university

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Alabama Emergency Management

No programs currently available. Certificate—Public Safety
Master of Science in Executive Fire
Alaska Service Leadership
No programs currently available. Master of Science in Leadership
with an emphasis in Disaster
Arizona Preparedness and Crisis
Arizona State University Management
Phoenix, AZ www.my.gcu.edu
Bachelor’s in Applied Studies in
Emergency Management Northcentral University
www.asu.edu Prescott Valley, AZ
Doctor of Philosophy in Business
Embry Riddle Aeronautical Administration with Homeland
University at Prescott Security Specialization
Prescott, AZ Master of Business Administration
Bachelor of Science in Global with Homeland Security
Security and Intelligence Studies Specialization
www.erau.edu www.ncu.edu

Everest Online Arkansas

Phoenix, AZ Arkansas Tech University
Associate of Science in Homeland Russellville, AR
Security Master of Science Degree in
Bachelor of Science in Homeland Emergency Management and
Security Homeland Security
http://www.everestonline.edu Bachelor of Science in Emergency
Administration & Management
Grand Canyon University www.atu.edu
Phoenix, AZ
Bachelor of Science in Emergency California
Management California State University
Bachelor of Science in Public Safety Long Beach, CA
Administration Master of Science in Emergency
Emergency Management Service Administration
Certificate—Health Care www.csulb.edu

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Certificates or Degrees in Homeland Security

Casa Loma College Naval Postgraduate School

Hawthorne, CA Monterey, CA
Emergency Management Studies Homeland Security Master of Arts
www.casalomacollege.edu Program
www.chds.us
Henley-Putnam University
San Jose, CA San Diego State University

Bachelor of Science in Intelligence San Diego, CA

Management Master of Science in Public Health—

Bachelor of Science in Terrorism Specialization in Global Emergency

and Counterterrorism Studies Preparedness and Response

Bachelor of Science in Management Interdisciplinary Master’s Degree in

of Personal Protection Homeland Security

Master of Science in Intelligence www.sdsu.edu

Management
Touro University International
Master of Science in Terrorism and
Cypress, CA
Counterterrorism Studies
Graduate Certificate in Emergency
Master of Science in Management
Management
of Personal Protection
www.tuiu.edu
Doctorate of Strategic Security
www.henley-putnam.edu
University of Southern California
Los Angeles, CA
Loma Linda University
Master of Science in System Safety
Loma Linda, CA
and Security
Post Bachelor of Science Certificate in
Graduate Certificate in System
Emergency Preparedness and
Safety and Security
Response
www.usc.edu
www.llu.edu

National University Colorado

La Jolla, CA Colorado Technical University

Master of Science in Homeland Colorado Springs, CO

Security and Safety Engineering Master of Science in Management with a

www.nu.edu concentration in Homeland Security

Doctor of Management with a
concentration in Homeland Security
www.coloradotech.edu

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Community College of Denver Bachelor of Arts in Criminal Justice

Denver, CO with an emphasis in Homeland
Public Security Management Security
Certificate Program Master of Public Administration with
www.ccd.edu an emphasis in Homeland
Security
Pikes Peak Community College www.uccs.edu
Colorado Springs, CO
Homeland Security/Emergency University of Denver
Management Associate of Denver, CO
Applied Science Degree and Master of Arts in Homeland Security
Certificate Programs www.du.edu
www2.ppcc.edu
Connecticut
Red Rocks Community College Capital Community College
Lakewood, CO Hartford, CT
Associate of Applied Science in Emergency Management Response
Emergency Management & Certificate
Planning www.ccc.edu
Associate of Applied Science
Certificate in Emergency Goodwin College
Management & Planning East Hartford, CT
www.rrcc.edu Associate Degree in Science in
Homeland Security
University of Colorado—Colorado www.goodwincollege.edu
Springs
Colorado Springs, CO University of Connecticut
Undergraduate Certificate in Storrs, CT
Homeland Security Online Master of Professional
Graduate Certificate in Homeland Studies Degree in Homeland
Defense Security Leadership
Undergraduate Certificate in www.uconn.edu
Disaster Public Health
Graduate Certificate in Disaster
Public Health

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Certificates or Degrees in Homeland Security

University of New Haven Graduate Certificate in Homeland

New Haven, CT Security Emergency Preparedness
Graduate Certificate in National and Response
Security Graduate Certificate in Emergency
www.newhaven.edu Management and Public Health
www.gwu.edu
Delaware
Wilmington College Florida
New Castle, DE Embry-Riddle Aeronautical University
Master of Science Administration of Daytona Beach, FL
Justice with a concentration in Bachelor of Science in Homeland
Homeland Security Security (Daytona campus)
Post Master’s Certificate in Homeland Certificate in Security and Intelligence
Security (Worldwide campus)
www.wilmu.edu www.erau.edu

District of Columbia Everest College, Pompano Beach

Georgetown University Pompano Beach, FL
Washington, DC Associate of Science in Homeland
Graduate Certificate in Biodefense and Security
Public Safety Bachelor of Science in Homeland
Certificate in Homeland Security Security
www.georgetown.edu www.everest.edu

The George Washington University Jacksonville State University

Washington, DC Jacksonville, FL
Doctor of Science: Engineering Master of Public Administration in
Management and Systems Emergency Management
Engineering with a concentration in Master of Science in Emergency
Crisis, Emergency, and Risk Management
Management Graduate Certificate in Emergency
Master of Science: Engineering Management
Management with a concentration in Bachelor of Science Minor in Homeland
Crisis, Emergency, and Risk Security
Management www.jsu.edu

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Kaplan College (Online) St. Petersburg College

Ft. Lauderdale, FL St. Petersburg, FL
Terrorism and National Security Certificate in Homeland Security
Management Certificate Associate of Science Degree in
www.cj.kaplan.edu Criminal Justice Technology with a
concentration in Homeland Security
Keiser University Certificate in Emergency Administration
Ft. Lauderdale, FL and Management
Associate of Arts Degree in Homeland Associate of Science in Emergency
Security Administration and Management
Bachelor of Arts Degree in Homeland www.spcollege.edu
Security
www.keiseruniversity.edu University of Central Florida
Orlando, FL
Lynn University Minor in Emergency Management and
Boca Raton, FL Homeland Security
Minor and Certificate Program in www.ucf.edu
Emergency and Disaster
Management University of Southern Florida
Master of Science and Certificate Tampa, FL
Program in Administration Graduate Certificate in Homeland
Emergency Planning and Security
Administration www.usf.edu
www.lynn.edu
Georgia
Northwest Florida State College Central Georgia Technical College
Niceville, FL Macon, GA
Associate of Applied Science in Associate’s Degree in Emergency
Emergency Administration Management
Management www.cgtcollege.org
www.owcc.cc.fl.us

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Certificates or Degrees in Homeland Security

Chattahoochee Technical College Idaho

Marietta, GA Canyon College
Associate’s Degree in Fire Science Caldwell, ID
Associate of Applied Science in Bachelor of Arts in Homeland Security
Homeland Security www.canyoncolleg.edu
Associate Degree in Emergency
Management Illinois
www.chattcollege.com Adler School of Professional
Psychology
Georgia State University Chicago, IL
Atlanta, GA Master of Arts in Police Psychology
Graduate Certificate in Disaster www.adler.edu
Management
www.gsu.edu Benedictine University
Lisle, IL
Gwinnett Technical College Master’s in Public Health with a
Lawrenceville, GA Concentration in Disaster
Emergency Services Education Management
Programs Certificate in Disaster Management
www.gwinnetttechnicalcollege.com www.ben.edu

Hawaii College of Lake County

Chaminade University of Honolulu Grayslake, IL
Honolulu, HI Certificate in Emergency and Disaster
Homeland Security Master of Criminal Management
Justice Administration Track www.clcillinois.edu
www.chaminade.edu
Frontier Community College
University of Hawaii—West O’ahu Fairfield, IL
Pearl City, HI Associate’s Degree in Emergency
Certificate in Disaster Preparedness Preparedness & Emergency
and Emergency Management Disaster Services
www.uhwo.hawaii.edu Certificate in Emergency Preparedness
& Emergency Disaster Services
www.iecc.edu

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University of Illinois at Chicago Iowa

Chicago, IL Iowa Central Community College
Certificate in Emergency Management Homeland Security Training Center
and Continuity Planning Fort Dodge, IA
www.uic.edu Basic Homeland Security Training
www.iowacentral.edu
Indiana
Indiana University—Kokomo Upper Iowa University
Kokomo, IN Fayette, IA
Certificate in Homeland Master of Public Administration with
Security/Emergency Management Homeland Security Emphasis
www.iuk.edu Bachelor of Science in Emergency and
Disaster Management
Indiana University—Purdue www.manchester.uiu.edu
University Fort Wayne
Fort Wayne, IN Western Iowa Tech Community
Certificate in Risk and Emergency College
Management Sioux City, IA
www.ipfw.edu Associate of Applied Science in
Emergency and Disaster
Purdue University, Homeland Management
Security Institute www.witcc.com
West Lafayette, IN
Graduate-Level Area of Specialization Kansas
in Homeland Security Barton County Community College
www.purdue.edu Great Bend, KS
Associate in Applied Science,
Vincennes University Hazardous Materials Environmental
Vincennes, IN Compliance
Bachelor of Science in Homeland Certificate in Hazardous Materials
Security and Public Safety www.barton.cc.ks.us
www.vinu.edu

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Certificates or Degrees in Homeland Security

Hesston College Delgado Community College

Hesston, KS New Orleans, LA
Associate in Arts Degree in Disaster Certificate of Technical Studies in
Management Homeland Security and Emergency
www.hesston.edu Management
www.dcc.edu
Southwestern College
Wichita, KS Louisiana State University
Bachelor of Science Degree in Security Baton Rouge, LA
Management Master of Science (or Arts) with a Minor
Certificate in Homeland Security in Disaster Science and
Master of Science in Security Management
Administration Bachelor of Science—Minor in Disaster
www.southwesterncollege.org Science and Management
www.lsu.edu
Kentucky
Eastern Kentucky University Justice Tulane University
and Safety Center New Orleans, LA
Richmond, KY Bachelor of Arts in Security Studies—
Bachelor of Science in Homeland Minor in Homeland Security Studies
Security Post-Baccalaureate Certificate in
Master of Science in Safety, Security Homeland Security Studies
and Emergency Management www.tulane.edu
www.eku.edu
Maine
Louisiana No programs currently available.
Baton Rouge Community College
Baton Rouge, LA Maryland
Certificate in Emergency Management Anne Arundel Community College
www.mybrcc.edu Arnold, MD
Associate of Applied Science in
Homeland Security Management
www.aacc.edu

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Frederick Community College Homeland Security Management

Frederick, MD Graduate Certificate
Associate of Applied Science in Security Management Undergraduate
Emergency Management Certificate
www.frederick.edu Bio-Security Undergraduate Certificate
Bachelor of Science in Emergency
Johns Hopkins University Management
Baltimore, MD www.umuc.edu
Master of Arts in Government with a
concentration in Securities Studies Massachusetts
Certificate in National Security Anna Maria College
www.jhu.edu Paxton, MA
Master of Science in Emergency
National Consortium for the Study of Management
Terrorism and Responses to Certificate in Emergency Management
Terrorism www.annamaria.edu
College Park, MD
Graduate Fellowship Program Curry College
Undergraduate Research Program Certificate in Homeland Defense
www.start.umd.edu www.curry.edu

Towson University Massachusetts Maritime Academy

Towson, MD Buzzards Bay, MA
Master of Science in Homeland Bachelor of Science in Emergency
Security Management Management
Post-Baccalaureate Certificate in Master of Science in Emergency
Security Assessment and Management
Management www.maritime.edu
www.towson.edu
National Graduate School (Online)
University of Maryland—University Master of Science in Homeland
College Security
Adelphi, MD Homeland Security Certificate
Bachelor of Science in Homeland www.ngs.edu
Security
Minor in Terrorism Studies

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Certificates or Degrees in Homeland Security

UMassOnline (University of St. Clair County Community College

Massachusetts) Port Huron, MI
Bachelor of Science in Emergency Understanding and Combating
Management Terrorism Certificate
Certificate Program in Security Investigating, Preventing & Surviving
Management and Homeland Terrorism Certificate (police officers
Security only)
www.umassonline.net Preventing, Identifying and Investigating
Terrorism Certificate
University of Massachusetts—Lowell www.sc4.edu
Lowell, MA
Certificate Program in Security Minnesota
Management and Homeland Cappella University
Security Minneapolis, MN
Graduate Certificate in Security Studies Bachelor of Science in Public Safety
www.uml.edu with Homeland Security or
Emergency Management
Michigan Specialization
Michigan State University Master of Science in Public Safety with
East Lansing, MI Emergency Management
Certificate in Homeland Security Specialization
Studies Doctor of Philosophy in Public Safety
Online Certificate in Homeland Security with Emergency Management
Studies Specialization
www.msu.edu www.capella.edu

Siena Heights University Hennepin Technical College

Adrian, MI Brooklyn Park, MN
Master of Arts in Homeland Security Emergency Medical Services Specialist
Master of Arts in Emergency Certificate
Management Advanced Technical Certificate in
Master of Arts in Nuclear Power Emergency Management
www.sienaheight.edu www.hennepintech.edu

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Minneapolis Community & Technical Park University

College Parkville, MO
Minneapolis, MN Master in Public Administration with a
Associate of Applied Science in concentration in Disaster &
Homeland Security Emergency Management
Certificate in Homeland Security or Certificate in Public Administration,
Homeland Security Planning Disaster and Emergency
Certificate in Homeland Security Management
Emergency Management www.park.edu
www.minneapolis.edu
University of Central Missouri
Mississippi Warrensburg, MO
Meridian Community College Bachelor of Science in Crisis and
Meridian, MS Disaster Management
Associate of Applied Science in Fire www.ucmo.edu
Protection Technology
Associate of Applied Science in University of Missouri Extension,
Emergency Management Columbia
Associate of Applied Science in Columbia, MO
Communications Technology Certificate in Community Emergency
www.mcc.cc.ms.us Management
www.missouri.edu
Missouri
Grantham University Webster University
Kansas City, MO St. Louis, MO
Online Bachelor of Science Degree in Master of Arts in Business and
Criminal Justice with Homeland Organizational Security
Security Specialty Management
www.grantham.edu www.webster.edu

Montana
No programs currently available.

Nebraska
No programs currently available.

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Certificates or Degrees in Homeland Security

Nevada Fairleigh Dickinson University

College of Southern Nevada Madison, NJ
Las Vegas, NV Undergraduate Security & Terrorism
Associate of Arts in Emergency Studies Certificate
Management Administration Graduate Certificate in Global Security
www.csn.edu and Terrorism Studies
Master of Science in Homeland
University of Nevada—Las Vegas Security
Las Vegas, NV www.fdu.edu
Master of Science in Crisis and
Emergency Management New Jersey City University
Certificate in Homeland Defense and Jersey City, NJ
Security Master of Science in Professional
www.unlv.edu Securities Studies
Executive Doctor of Professional
New Hampshire Studies in Professional Security
Daniel Webster College Leadership, Management and Policy
Nashua, NH Bachelor of Science in Professional
Bachelor of Science in Homeland Security Studies
Security www.njcu.edu
www.dwc.edu
New Jersey Institute of Technology
Rivier College Newark, NJ
Nashau, NH Graduate Certificate in Emergency
Online Certificate in Homeland Security Management
Online Certificate in Emergency and Graduate Certificate in Network
Disaster Management Security and Information Assurance
www.rivier.edu www.njit.edu

New Jersey The Richard Stockton College of

Cumberland County Community New Jersey
College Pomona, NJ
Vineland, NJ Master of Arts in Criminal Justice:
Homeland Security Certificate Homeland Security Track
www.cccnj.net www.stockton.edu

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Thomas Edison State College John Jay College of Criminal Justice

Trenton, NJ New York, NY
Bachelor of Science in Health Science Bachelor of Arts in Fire and Emergency
in Emergency Disaster Services Service
Associate of Science in Public and Certificate in Security Management
Social Services in Emergency Studies
Disaster Services Master of Arts Certificate in Terrorism
Graduate Certificate in Homeland Studies
Security www.jjay.cuny.edu
www.tesc.edu
Long Island University
New Mexico Brookville, NY
No programs currently available. Master of Science in Homeland
Security Management (online)
New York Graduate-Level Advanced Certificate in
Adelphi University Homeland Security Management
Garden City, NY (online)
Graduate Certificate in Emergency www.southhampton.liu.edu
Management
www.adelphi.edu Long Island University—Riverhead
Riverhead, NY
Erie Community College—South Master of Science in Homeland
Campus Security Management
Orchard Park, NY Certificate in Homeland Security
Associate of Applied Science in Management
Emergency Management www.southhampton.liu.edu
www.ecc.edu
Metropolitan College of New York
Excelsior College New York, NY
Albany, NY Master in Public Administration in
Bachelor of Science in Criminal Justice Emergency and Disaster
with Homeland Security Emphasis Management
Homeland Security Certificate www.metropolitan.edu
www.excelsior.edu

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Certificates or Degrees in Homeland Security

New York University State University of New York—

New York, NY Canton College of Technology
Graduate Certificate in Enterprise Risk Canton, NY
Management Bachelor of Technology in Emergency
www.nyu.edu Management
www.canton.edu
Niagara County Community College
Sanborn, NY State University of New York—
Associate of Applied Science in Empire State College
Emergency Management Saratoga Springs, NY
www.niagaracc.suny.edu Bachelor of Science in Emergency
Management
Onondaga Community College Bachelor of Science in Fire Services
Syracuse, NY Administration
Associate of Applied Science in Bachelor of Science in Homeland
Emergency Management Security
www.sunyocc.edu Bachelor of Professional Studies in
Emergency Management
Pace University Bachelor of Professional Studies in Fire
New York, NY Services Administration
Master of Arts in Management for Bachelor of Professional Studies in
Public Safety and Homeland Homeland Security
Security Professionals www.esc.edu
www.pace.edu
State University of New York—Ulster
Rochester Institute of Technology Ulster, NY
Rochester, NY Associate in Applied Science in
Master of Science in Cross Disciplinary Emergency Management
Professional Studies with www.sunyulster.edu
concentrations in Counterterrorism,
Weapons of Mass Destruction Syracuse University
Threat Assessment and Defense, Syracuse, NY
and Cybersecurity Graduate Certificate in National
Certificate in Disaster & Emergency Security and Counterterrorism Law
Management Graduate Certificate in Security Studies
www.rit.edu www.syr.edu

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North Carolina University of North Carolina—

Caldwell Community College and Chapel Hill
Technical Institute Chapel Hill, NC
Hudson, NC Certificate in Community Preparedness
Associate of Science in Emergency and Disaster Management
Preparedness Technology www.unc.edu
Certificate with Emergency
Management Concentration Western Carolina University
www.cccti.edu Cullowhee, NC
Bachelor of Science in Emergency
Durham Technical Community Management
College www.wcu.edu
Durham, NC
Associate of Science in Emergency North Dakota
Preparedness Technology North Dakota State University—
www.durhamtech.edu Fargo, ND
Master of Arts in Emergency
East Carolina University Management and Criminal Justice
Greenville, NC www.ndsu.edu
Undergraduate Minor in Security
Studies Ohio
Online Graduate Certificate in Security Columbus State Community College
Studies Columbus, OH
www.ecu.edu Associate’s Degrees in Emergency
Medical Services and Fire Science
Nash Community College www.cscc.edu
Rocky Mount, NC
Associate of Science in Emergency Lakeland Community College
Preparedness Technology Kirtland, OH
www.nashcc.edu Associate Degree in Emergency
Management Planning and
Administration
Certificate in Emergency Management
Planning and Administration
www.lakelandcc.edu

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Certificates or Degrees in Homeland Security

Notre Dame College University of Akron

South Euclid, OH Akron, OH
Certificate in Intelligence Analysis Bachelor of Science in Emergency
Bachelor of Science in Intelligence Management with a Minor in Politics
Analysis of Homeland Security
www.notredamecollege.edu Certificate Degree in Emergency
Management
Ohio Dominican University www.uakron.edu
Columbus, OH
Certificate in Homeland Security University of Cincinnati/Clermont
www.ohiodominican.edu College
Cincinnati, OH
Ohio State University Certificate in Homeland Security
Columbus, OH www.polisci.uc.edu
International Studies Major with
Security and Intelligence University of Findlay
Specialization with a Minor in Findlay, OH
Security and Intelligence Masters in Environmental, Safety and
www.osu.edu Health Management
Bachelor of Science in Environmental,
Owens Community College Safety and Occupation Health
Toledo, OH Management
Associate of Applied Science Degree— Graduate Certificate in Emergency
School of Public Safety and Management and Safety and Health
Emergency Preparedness Management
www.owens.edu Terrorism Preparedness Training
Courses
Tiffin University www.findlay.edu
Tiffin, OH
Bachelor of Science in Criminal Justice
with a Homeland Security Major
www.tiffin.edu

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Oklahoma Portland Community College

Oklahoma State University—Oklahoma Portland, OR
City Associate’s in Applied Science in Fire
Oklahoma City, OK Protection Technology
Bachelor of Science in Technology in www.pcc.edu
Emergency Responder
Administration Pennsylvania
Associate’s in Applied Science in Bucks County Community College
Emergency Management Newtown, PA
www.osuokc.edu Associate’s in Emergency Management
and Public Safety
University of Oklahoma Health Certificate in Emergency Management
Sciences Center and Public Safety
Norman, OK www.bucks.edu
Master’s in Public Health in Public
Health Preparedness and Terrorism California University of Pennsylvania
Response California, PA
www.ouhsc.edu Master’s in Legal Studies: Homeland
Security
University of Tulsa Certificate in Homeland Security
Tulsa, OK www.cup.edu
Information Security Certificate
Program Central Pennsylvania College
www.utulsa.edu Summerdale, PA
Bachelor of Science in Information
Oregon Technology with Cyber Security
Clackamas Community College Minor
Oregon City, OR www.centralpenn.edu
Associate’s in Applied Science in
Emergency Management Delaware County Community
www.clackamas.edu College
Philadelphia, PA
Emergency Management and Planning,
Associate in Applied Science
www.dccc.edu

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Certificates or Degrees in Homeland Security

Indiana University of Pennsylvania Penn State Hershey College of

Indiana, PA Medicine
Master of Science in Science for Hershey, PA
Disaster Response Master of Homeland Security in Public
Bachelor of Science Degree in Science Health Preparedness
of Disaster Response www.psu.edu
www.iup.edu
Penn State University
Mercyhurst College, Institute for University Park, PA
Intelligence Studies Certificate in Homeland Security and
Erie, PA Defense
Online certificate in Intelligence Studies Master of Homeland Security in Public
www.mercyhurst.edu Health Preparedness
Graduate Certificate in Bioterrorism
Millersville University: Center for Preparedness
Disaster Research & Education www.psu.edu
Millersville, PA
Master of Science Degree in Penn State University, Fayette’s
Emergency Management Center for Community and Public
www.millersville.edu Safety
Uniontown, PA
Montgomery County Community Non-Credit Certificate in Homeland
College Security
Pottstown, PA www.psu.edu
Associate’s in Applied Science in
Emergency Management and Philadelphia University
Planning Philadelphia, PA
Certification in Emergency Master of Science Disaster Medicine
Management and Planning and Management
www.mc3.edu www.philau.edu

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Saint Joseph’s University Tennessee

Philadelphia, PA Austin Peay State University
Master of Science in Public Safety Clarksville, TN
Management Bachelor of Science in Criminal Justice
Master of Science in Public Safety with a Homeland Security
Management with a concentration in Concentration
Law Enforcement Administration www.apsu.edu
Master of Science in Environmental
Protection and Safety Management Southwest Tennessee Community
Post Bachelor’s and Post Master’s College
Certificate in Public Safety and Memphis, TN
Environmental Protection, and Technical Certificate of Credit for
Safety Management Homeland Security
www.sju.edu www.southwest.tn.edu

Rhode Island University of Tennessee—Knoxville

Salve Regina University Knoxville, TN
Newport, RI Homeland Security Concentration for
Master of Science in Administration of PhD in Nursing and Master of
Justice with a concentration in Science in Nursing
Justice and Homeland Security Interdisciplinary Certificate in
Certificate of Graduate Studies in Homeland Security Studies
Homeland Security (non-nurses)
www.salve.edu www.utk.edu

South Carolina Texas

No programs currently available. Lamar Institute of Technology
Beaumont, TX
South Dakota Associate of Applied Science in
No programs currently available. Homeland Security
Certificate of Completion in Homeland
Security
Six Certificates in Homeland Security
www.lit.edu

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Certificates or Degrees in Homeland Security

San Antonio College Utah Valley University

San Antonio, TX Orem, UT
Associate of Science in Emergency Bachelor of Science in Public
Management Emergency Services Management
www.accd.edu www.uvsc.edu

Texas A&M University Vermont

College Station, TX Norwich University
Online Graduate Certificate in Northfield, VT
Homeland Security Master of Science in Business
Master’s Degree Program in Homeland Continuity Management
Security www.norwich.edu
www.tamu.edu
Virginia
University of North Texas George Mason University
Denton, TX Fairfax, VA
Bachelor of Science in Emergency Doctor of Philosophy in Biodefense
Administration and Planning Master of Public Administration with a
www.unt.edu concentration in Emergency
Management and Homeland
West Texas A&M University Security
Canyon, TX Master of Science in Biodefense
Bachelor of Science in Emergency Graduate Certificate in Emergency
Management Administration Management and Homeland
www.wtamu.edu Security
www.gmu.edu
Utah
University of Utah—The Rocky Northern Virginia Community
Mountain Center College—Manassas Campus
Salt Lake City, UT Manassas, VA
Certificate in Safety. Short Courses, Associate’s in Applied Science
Non-Degreed Emergency Medical Services
www.rocky.utah.edu www.nvcc.edu

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Tidewater Community College Washington

Norfolk, VA University of Washington
Associate’s in Applied Science Degree Seattle, WA
in Technical Studies: Homeland Master’s in Strategic Planning for
Security with Homeland Security Critical Infrastructures—Leadership
and Emergency Management Tracks Program for Homeland Security
www.tcc.edu www.washington.edu

University of Richmond (VA) West Virginia

Richmond, VA American Military University
Master of Disaster Science Charles Town, WV
Bachelor of Applied Studies with Minors Bachelor of Arts in Emergency and
in Emergency Management, Disaster Management
Business Continuity, Homeland Master of Arts in Emergency and
Defense Disaster Management
Associate’s in Applied Science in Bachelor of Arts in Homeland Security
Emergency Management Master of Arts in Homeland Security
Undergraduate and Post-Baccalaureate www.amu.edu
Certificates in Emergency
Management, Business Continuity American Public University
or Homeland Defense Charles Town, WV
www.richmond.edu Master of Arts in Homeland Security
Bachelor of Arts in Homeland Security
Virginia Commonwealth University Bachelor of Arts in Emergency and
Richmond, VA Disaster Management
Bachelor of Arts in Homeland Security Master of Arts in Emergency and
and Emergency Preparedness Disaster Management
Graduate Certificate in Homeland www.apu.edu
Security and Emergency
Preparedness Fairmont State Community and
Master of Arts in Homeland Security Technical College
and Emergency Preparedness Fairmont, WV
www.vcu.edu Associate’s in Applied Science Degree
in Homeland Security
www.fairmontstate.edu

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Certificates or Degrees in Homeland Security

Mountain State University Marian University

Beckley, WV Fond du Lac, WI
Bachelor of Science Degree in Criminal Homeland Security Leadership
Justice with Homeland Security Certificate
Concentration Bachelor of Science in Homeland
www.mountainstate.edu Security and Minor in Homeland
Security
New River Community & Technical www.marionuniversity.edu
College
Beckley, WV Wyoming
Associate’s in Applied Science in Casper Community College
Emergency Management Casper, WY
www.newriver.edu Associate’s in Applied Science in
Emergency Management
Pierpont Community & Technical www.caspercollege.edu
College of Fairmont State
University Laramie County Community College
Fairmont, WV Cheyenne, WY
Associate of Science in Homeland Associate of Science Degree in
Security Homeland Security
www.fairmontstate.edu Certificate in Homeland Security
www.lccc.wy.edu
Wisconsin
Lakeshore Technical College
Cleveland, WI
Associate’s in Applied Science in
Emergency Management
www.gotoltc.com

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Appendix B

Colleges and Universities That Offer

Four-Year Bachelor’s Degrees in
Criminal Justice and
Law Enforcement

Listed alphabetically by state and then by college or university

Alabama Alaska
Columbia Southern University None that offer BA degrees
Orange Beach, AL
www.columbiasouthern.edu Arizona
Arizona State University West
Judson College
Phoenix, AZ
Marion, AL
www.west.asu.edu
www.judson.edu

Samford University Northcentral University

Birmingham, AL Prescott Valley, AZ

www.samford.edu www.ncu.edu

Virginia College at Huntsville Northern Arizona University

Huntsville, AL Flagstaff, AZ

www.vc.edu www.nau.edu

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University of Arizona San Diego State University

Tucson, AZ San Diego, CA
www.arizona.edu www.sdsu.edu

University of Phoenix Sonoma State University

Phoenix, AZ Rohnert Park, CA

www.phoenix.edu www.sonoma.edu

Westwood College of Technology

Arkansas
Los Angeles, CA
University of Arkansas, Fort Smith
www.westwood.edu
Fort Smith, AR
www.uafortsmith.edu
Colorado
Johnson & Wales University
California
Denver, CO
California Baptist University
www.jwu.edu
Riverside, CA
www.calbaptist.edu Metropolitan State College of
Denver
California State University
Denver, CO
www.calstate.edu
www.mscd.edu

Dominguez Hills Campus

University of Colorado, Colorado
Carson, CA
Springs
www.csudh.edu
Colorado Springs, CO

East Bay Campus www.uccs.edu

Hayward, CA
Westwood College of Technology,
www.csueastbay.edu
Denver South

Los Angeles Campus Denver, CO

Los Angeles, CA www.westwood.edu

www.calstatela.edu
Connecticut
San Bernardino Campus Sacred Heart University
San Bernardino, CA Fairfield, CT
www.csusb.edu www.sacredheart.edu

National University University of New Haven

San Diego, CA West Haven, CT

www.nu.edu www.newhaven.edu

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Bachelor’s Degrees in Criminal Justice and Law Enforcement

Delaware Southeastern University

None that offer BA degrees Lakeland, FL
www.seuniversity.edu
District of Columbia
Trinity Washington University Georgia
Washington, DC Bauder College
www.trinitydc.edu Atlanta, GA
www.bauder.edu
Florida
Bethune-Cookman University Georgia College and State
Daytona Beach, CA University
www.cookman.edu Milledgeville, GA
www.gcsu.edu
Edward Waters College
Jacksonville, FL Hawaii
www.ewc.edu Hawaii Pacific University
Honolulu, HI
Everest University, Brandon
www.hpu.edu
Tampa, FL
www.everest.edu
University of Hawaii, West Oahu

Johnson & Wales University, North Pearl City, HI

Miami www.uhwo.edu

North Miami, FL
www.jwu.edu Idaho
Boise State University
Keiser University Boise, ID
Fort Lauderdale, FL (Main Campus) www.boisestate.edu
www.keiseruniversity.edu
Illinois
Lynn University Bradley University
Boca Raton, FL Peoria, IL
www.lynn.edu www.bradley.edu

Remington College, Tampa

Concordia University
Tampa, FL
Chicago, IL
www.remingtoncollege.edu/tampa
www.cuchicago.edu

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Eureka College Indiana

Eureka, IL Indiana Business College
www.eureka.edu
Fort Wayne Campus
Fort Wayne, IN
Greenville College
www.ibcshools.edu
Greenville, IL
www.greenville.edu Indianapolis Campus
Indianapolis, IN
Lewis University www.ibcschools.edu
Romeoville, IL
Muncie Campus
www.lewisu.edu
Muncie, IN
www.ibcschools.edu
Millikin University
Decatur, IL
Indiana Institute of Technology
www.millikin.edu
Fort Wayne, IN
www.indianatech.edu
Southern Illinois University,
Carbondale
Indiana University-Purdue
Carbondale, IL
University, Fort Wayne
www.siu.edu
Fort Wayne, IN
www.iupui.edu
Western Illinois University
Moline, IL
Purdue University
www.wiu.edu
West Lafayette, IN
www.purdue.edu
Western Illinois University, Quad
Cities
Purdue University, Calumet
Moline, IL
Hammond, IN
www.wiu.edu/qc
www.calumet.purdue.edu

Westwood College of Technology

University of Indianapolis
Chicago, IL
Indianapolis IN
www.westwood.edu
www.uindy.edu

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Iowa Bellarmine University

Briar Cliff University Louisville, KY
Sioux City, IA www.bellarmine.edu
www.briarcliff.edu
Campbellsville University
Kaplan University, Mason City Campbellsville, KY
Mason City, IA www.campbellsville.edu
www.kucampus.edu
Thomas More College
Mount Mercy College Crestview Hills, KY
Cedar Rapids, IA www.thomasmore.edu
www.mtmercy.edu
Union College
Kansas Barbourville, KY
Central Christian College of Kansas www.unionky.edu
McPherson, KS
www.centralchristian.edu University of Louisville
Louisville, KY
MidAmerica Nazarene University www.louisville.edu
Olathe, KS
www.mnu.edu Louisiana
Louisiana College
Newman University Pineville, LA
Wichita, KS www.lacollege.edu
www.newmanu.edu
Southwest University
Washburn University Kenner, LA
Topeka, KS www.southwest.edu
www.washburn.edu
Maine
Kentucky Husson College
Beckfield College Bangor, ME
Florence, KY www.husson.edu
www.beckfield.edu

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Thomas College Suffolk University

Waterville, ME Boston, MA
www.thomas.edu www.suffolk.edu

University of Maine University of Massachusetts

Augusta, ME Amherst, MA
www.uma.edu www.umass.edu

Maryland Michigan
Frostburg State University Concordia University
Frederick, MD Ann Arbor, MI
www.frostburg.edu www.cuaa.edu

Massachusetts Grand Valley State University

American International College Allendale, MI
Springfield, MA www.gvsu.edu
www.aic.edu
Lake Superior State University
Lasell College Sault Ste. Marie, MI
Newton, MA www.lssu.edu
www.lasell.edu
Michigan State University
Newbury College East Lansing, MI
Boston, MA www.msu.edu
www.newbury.edu
University of Detroit Mercy
Salem State College Detroit, MI
Salem, MA www.udmercy.edu
www.salemstate.edu
University of Michigan, Flint
Springfield College Flint, MI
Springfield, MA www.umflint.edu
www.spfldcol.edu

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Minnesota Columbia College

Concordia University, St. Paul Columbia, MO
St. Paul, MN www.ccis.edu
www.csp.edu
Culver-Stockton College
Minnesota State University, Mankato Canton, MO
Mankato, MN www.culver.edu
www.mnsu.edu
Grantham University
St. Mary’s University of Minnesota Kansas City, MO
Minneapolis, MN www.grantham.edu
www.smumn.edu
Hannibal-LaGrange College
Southwest Minnesota State Hannibal, MO
University www.hlg.edu
Marshall, MN
www.southwest.msus.edu Harris-Stowe State University
St. Louis, MO
Winona State University www.hssu.edu
Winona, MN
www.winona.edu Lincoln University
Jefferson City, MO
Mississippi www.lincolnu.edu
Mississippi College
Clinton, MS Missouri Southern State University
www.mc.edu Joplin, MO
www.mssu.edu
University of Mississippi
Lafayette, MS Missouri Valley College
www.olemiss.edu Marshall, MO
www.moval.edu
Missouri
Central Methodist University Park University
Fayette, MO Parkville, MO
www.centralmethodist.edu www.park.edu

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Saint Louis University New Hampshire

St. Louis, MO Granite State College
www.slu.edu Concord, NH
www.granite.edu
Southwest Baptist University
Bolivar, MO Hesser College
www.sbuniv.edu Manchester, NH (and other
campuses)
University of Central Missouri www.hesser.edu
Warrensburg, MO
www.ucmo.edu New Jersey
The College of New Jersey
University of Missouri, Kansas City Ewing, NJ
Kansas City, MO www.tcnj.edu
www.umkc.edu
Georgian Court University
Montana Lakewood, NJ
None that offer BA degrees www.georgian.edu

Nebraska Kean University

Bellevue University Union, NJ
Bellevue, NE www.kean.edu
www.bellevue.edu
Rutgers, The State University of
Dana College New Jersey
Blair, NE New Brunswick, NJ
www.dana.edu www.rutgers.edu

Peru State College Thomas Edison State College

Peru, NE Trenton, NJ
www.peru.edu www.tesc.edu

Nevada New Mexico

None that offer BA degrees Western New Mexico University
Silver City, NM
www.wnmu.edu

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New York Molloy College

Adelphi University Rockville Centre, NY
Garden City, NY www.molloy.edu
www.adelphi.edu
Monroe College
City University of New York, John Bronx, NY (and other campuses)
Jay College of Criminal Justice www.monroecollege.edu
New York, NY
www.jjay.cuny.edu New York Institute of Technology
New York, NY (and other campuses)
College of Saint Rose www.nyit.edu
Albany, NY
www.strose.edu Pace University
New York, NY
Iona College www.pace.edu
New Rochelle, NY
www.iona.edu Roberts Wesleyan College
Rochester, NY
Keuka College www.roberts.edu
Keuka Park, NY
www.keuka.edu Rochester Institute of Technology
Rochester, NY
Long Island University, C.W. Post www.rit.edu
Campus
Brookville, NY Sage College of Albany
www.liu.edu Troy and Albany, NY
www.sage.edu
Marist College
Poughkeepsie, NY St. John’s University
www.marist.edu Queens, NY
www.stjohns.edu
Mercy College
New York, NY (and other campuses) St. Thomas Aquinas College
www.mercycollege.edu Sparkill, NY
www.stac.edu

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State University of New York, Canton Ohio

Canton, NY Ashland University
www.canton.edu Ashland, OH
www.ashland.edu
North Carolina
Brevard College Cedarville University
Brevard, NC Cedarville, OH
www.brevard.edu www.cedarville.edu

Catawba College Heidelberg College

Salisbury, NC Tiffin, OH
www.catawba.edu www.heidelberg.edu

Chowan University Lake Erie College

Murfreesboro, NC Painesville, OH
www.chowan.edu www.lec.edu

Miller-Motte Technical College Ohio Northern University

Wilmington, NC Ada, OH
www.miller-motte.com www.onu.edu

North Carolina Central University Tiffin University

Durham, NC Tiffin, OH
www.nccu.edu www.tiffin.edu

Surry Community College Union Institute & University

Dobson, NC Cincinnati, OH
www.surry.edu www.tui.edu

North Dakota University of Findlay

University of Mary Findlay, OH
Bismarck, ND www.findlay.edu
www.umary.edu
Urbana University
Urbana, OH
www.urbana.edu

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Youngstown State University Pennsylvania

Youngstown, OH Alvernia College
www.ysu.edu Reading, PA
www.alvernia.edu
Oklahoma
Mid-America Christian University Chestnut Hill College
Oklahoma City, OK Philadelphia, PA
www.macu.edu www.chc.edu

Northeastern State University Delaware Valley College

Tahlequah, OK Doylestown, PA
www.nsuok.edu www.delval.edu

Oklahoma City University Drexel University

Oklahoma City, OK Philadelphia, PA
www.okcu.edu www.drexel.edu

Rogers State University Gwynedd-Mercy College

Claremore, OK Gwynedd Valley, PA
www.rsu.edu www.gmc.edu

Oregon Keystone College

Portland State University La Plume, PA
Portland, OR www.keystone.edu
www.pdx.edu
Lock Haven University of
Southern Oregon University Pennsylvania
Ashland, OR Lock Haven, PA
www.sou.edu www.lhup.edu

Western Oregon University Mansfield University of Pennsylvania

Monmouth, OR Mansfield, PA
www.wou.edu www.mansfield.edu

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Marywood University Fayette, The Eberly Campus

Scranton, PA Uniontown, PA
www.marywood.edu www.fe.psu.edu

Penn State Greater Allegheny Campus

www.psu.edu McKeesport, PA
Abington Campus www.ga.psu.edu
Abington, PA
www.abington.psu.edu Hazleton Campus
Hazleton, PA
Altoona Campus www.hn.psu.edu
Altoona, PA
www.aa.psu.edu Lehigh Valley Campus
Fogelsville, PA
Beaver Campus www.lv.psu.edu
Monaca, PA
www.br.psu.edu Mont Alto Campus
Mont Alto, PA
Berks Campus www.ma.psu.edu
Reading, PA
www.bk.psu.edu New Kensington Campus
New Kensington, PA
Brandywine Campus www.nk.psu.edu
Media, PA
www.brandywine.psu.edu Schuylkill Campus
Schuylkill Haven, PA
DuBois Campus www.sl.psu.edu
DuBois, PA
www.ds.psu.edu Shenango Campus
Sharon, PA
Erie, The Behrend College www.shenango.psu.edu
Campus
Erie, PA University Park (Main Campus)
www.erie.psu.edu University Park, PA
www.psu.edu

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Wilkes-Barre Campus Puerto Rico

Lehman, PA Interamerican University of Puerto
www.wb.psu.edu Rico
www.inter.edu
Worthington Scranton Campus Barranquitas Campus
Dunmore, PA Barranquitas, PR
www.sn.psu.edu www.br.inter.edu

York Campus Guayama Campus

York, PA Guayama, PR
www.yk.psu.edu www.guayama.inter.edu

Point Park University Ponce Campus

Pittsburgh, PA Ponce, PR
www.pointpark.edu www.ponce.inter.edu

University of Pittsburgh Universidad Metropolitana

Bradford Campus Cupey, PR
Bradford, PA www.suagm.edu
www.upb.pitt.edu
Universidad del Este
Greensburg Campus Carolina, PR
Greensburg, PA www.suagm.edu
www.upg.pitt.edu
University of Puerto Rico, Carolina
Villanova University Regional College
Villanova, PA Carolina, PR
www.villanova.edu www.uprc.edu

Waynesburg University Rhode Island

Waynesburg, PA Johnson & Wales University,
www.waynesburg.edu Providence
Providence, RI
York College of Pennsylvania www.jwu.edu
York, PA
www.ycp.edu

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Roger Williams University South University

Bristol, RI Columbia, SC
www.rwu.edu www.southuniversity.edu

Salve Regina University University of South Carolina

Newport, RI Columbia, SC
www.salve.edu www.sc.edu

South Carolina South Dakota

Anderson University None that offer BA degrees
Anderson, SC
www.andersonuniversity.edu Tennessee
Austin Peay State University
The Citadel, The Military College of Clarksville, TN
South Carolina www.apsu.edu
Charleston, SC
www.citadel.edu East Tennessee State University
Johnson City, TN
Claflin University www.etsu.edu
Orangeburg, SC
www.claflin.edu Lambuth University
Jackson, TN
Limestone College www.lambuth.edu
Gaffney, SC
www.limestone.edu Middle Tennessee State University
Murfreesboro, TN
Morris College www.mtsu.edu
Sumter, SC
www.morris.edu University of Memphis
Memphis, TN
South Carolina State University www.memphis.edu
Orangeburg, SC
www.scsu.edu

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University of Tennessee University of Houston-Victoria

Chattanooga Campus Victoria, TX
Chattanooga, TN www.uhv.edu
www.utc.edu
University of Mary Hardin-Baylor
Martin Campus Belton, TX
Martin, TN www.umhb.edu
www.utm.edu
University of Texas
Texas Brownsville Campus
Abilene Christian University Brownsville, TX
Abilene, TX www.utb.edu
www.acu.edu
Pan American Campus
Concordia University at Austin Edinburg, TX
Austin, TX www.utpa.edu
www.concordia.edu
West Texas A&M University
Lubbock Christian University Canyon, TX
Lubbock, TX www.wtamu.edu
www.lcu.edu
Wiley College
Texas A&M University, Commerce Marshall, TX
College Station, TX www.wileyc.edu
www.tamu.edu
Utah
Texas College Utah Valley University (formerly Utah
Tyler, TX Valley State College)
www.texascollege.edu Orem, UT
www.uvu.edu
Texas Southern University
Houston, TX Vermont
www.tsu.edu None that offer BA degrees

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Virginia Mountain State University

Averett University (formerly called The College of
Danville, VA West Virginia)
www.averett.edu Beckley, WV
www.mountainstate.edu
Bluefield College
Bluefield, VA West Virginia Wesleyan College
www.bluefield.edu Buckhannon, WV
www.wvwc.edu
Hampton University
Hampton, VA Wisconsin
www.hampton.edu Lakeland College
Sheboygan, WI
Virginia Commonwealth University www.lakeland.edu
Richmond, VA
www.vcu.edu Marian College of Fond du Lac
Fond du Lac, WI
Virginia Intermont College www.mariancollege.edu
Bristol, VA
www.vic.edu University of Wisconsin, Platteville
Platteville, WI
Washington www.uwplatt.edu
None that offer BA degrees
Wyoming
West Virginia None that offer BA degrees
American Public University System
Charles Town, WV
www.apus.edu

Fairmont State University

Fairmont, WV
www.fairmontstate.edu

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Appendix C

Additional Sources of Information:

Websites and Print Resources

WEBSITES

dhs.gov
Official website of the Department of Homeland Security providing in-
formation on all that the DHS has to offer.

usa.gov
The United States government’s official Web portal providing access to
all the federal government’s websites.

usajobs.gov
Official website source for federal government job announcements and
Federal Resume Builder.

studentjobs.gov
Official website source for students interested in federal government job
announcements and starting a career in government.

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ourpublicservice.org
A nonprofit, non-partisan organization that works to revitalize federal gov-
ernment.

bls.gov
Official website of the Bureau of Labor and Statistics; is the government’s
fact-finding agency in the area of labor, economics, and statistics.

makingthedifference.org
Partnership for Public Service in cooperation with the federal government
is the source for federal jobs and internships, where to find them, and how
to get them.

ice.gov
Official website for U.S. Immigration and Customs Enforcement, the
largest investigative agency in the Department of Homeland Security.

opm.gov
Official website for the Office of Personnel Management, the human re-
sources arm of the federal government and managing agency of usajobs.gov
and studentjobs.gov. It provides guidance on federal employment.

secretservice.gov
Official website for the United States Secret Service, one of the agencies in
the Department of Homeland Security

911jobforums.com
A blog providing information about the federal government, employment,
and application processes from people who have been there.

tsa.gov
Official website of the Transportation Security Administration in the De-
partment of Homeland Security.

govcentral.com
Operated by monster.com; provides information about jobs with the federal
government.

cbp.gov
Official website of U.S. Customs and Border Protection, one of the Depart-
ment of Homeland Security’s largest and most complex agencies.

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Additional Sources of Information

military.com
Provides news and information for military personnel on jobs and transi-
tioning to federal employment.

fletc.gov
Official website for the Federal Law Enforcement Training Center, the fed-
eral government’s training center for Department of Homeland Security
employees.

usfedgovjobs.com
Web blogging site, provides information about government employment.

workforamerica.com
Federal employment information website provides information on govern-
ment agencies, advice, news, and government job search tools. Sponsored
by careerbuilders.com.

whitehouse.gov
Official government website for the White House, providing information
about issues affecting government including Homeland Security.

heritage.org
The Heritage Foundation, a public policy research institute providing in-
formation on the federal government, is committed to building an America
where freedom, opportunity, prosperity, and civil society flourish.

careervoyages.gov
Official government website providing the opportunity to explore in-demand
federal careers.

onecenter.org
Created for the U.S. Department of Labor, it is the nation’s source for occu-
pational information, containing data on hundreds of standardized and oc-
cupational specific descriptions, career assessments, and job tools.

resume-place.com
The Resume Place, Inc., and Kathryn Troutman, author of Federal Resume
Guidebook published by JIST Works, provide an overall strategy for success
in the federal hiring process.

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federalgovernmentjobs.us
Is an alternative job announcement listing service utilized by some agencies.
Some job announcements found here are not found on USAJOBS.GOV.

PRINT RESOURCES

Becoming a Border Patrol Agent, LearningExpress, LLC, New York, 2009.

This book details the day-to-day working conditions of the United States
Border Patrol and contains a comprehensive look at the Border Patrol’s en-
trance exam.

Federal Resume Guide Book, Fourth Edition, by Kathryn Kraemer Troutman.

JIST Works, an imprint of JIST Publishing, Indianapolis, IN, 2007.
Kathryn Troutman is a federal resume expert, career consultant, and gov-
ernment human resources career trainer. This is by far the most compre-
hensive book written on the federal application process detailing the writing
of a federal resume and effective KSAs.

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Endnotes

CHAPTER 1 WHY HOMELAND SECURITY?

1. Department of Homeland Security, Strategic Plan Fiscal Years

2008–2013, Sept. 16, 2008, http://www.dhs.gov/xlibrary/assets/DHS_
StratPlan_FINAL_spread.pdf, Aug. 10, 2009.
2. Department of Homeland Security, Department Celebrates Five
years, http://www.dhs.gov/xabout/history/gc_1206633633513.shtm,
Aug. 10, 2009.
3. Department of Homeland Security, Strategic Plan, http://www.dhs
.gov/xabout/strategicplan/, Aug. 10, 2009.
4. Department of Homeland Security, Department Subcomponents
and Agencies, http://www.dhs.gov/xabout/structure/, Aug, 10, 2009.
5. Office of Personnel Management, Fact Book, http://www.opm.gov/
feddata/factbook/2007/2007FACTBOOK.pdf, Aug. 18, 2009.
6. Office of Personnel Management, Fact Book, http://www.opm.gov/fed
data/factbook/2007/2007FACTBOOK.pdf, Aug. 18, 2009.

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7. Office of Personnel Management, Fact Book, http://www.opm.gov/fed

data/factbook/2007/2007FACTBOOK.pdf, Aug. 18, 2009.
8. Partnership for Public Service, Where the Jobs Are/Mission Critical
Opportunities for America, 2nd Edition, 2007.
9. Office of Personnel Management, Fact Book, http://www.opm.gov/fed
data/factbook/2007/2007FACTBOOK.pdf, Aug. 18, 2009.

CHAPTER 2 MISSION SUPPORT CAREERS

1. Department of Homeland Security, Directorate for Management, http://

www.dhs.gov/xabout/structure/editorial_0096.shtm, Aug. 26, 2009.

CHAPTER 3 LAW ENFORCEMENT CAREERS

1. U.S. Customs and Border Protection, This is CBP, http://www.cbp.gov/

xp/cgov/about/mission/cbp_is.xml, Sept. 03, 2009.
2. U.S. Customs and Border Protection, CBP Mission Statement and Core
Values, http://www.cbp.gov/xp/cgov/about/mission/guardians.xml, Sept.
03, 2009.

CHAPTER 4 IMMIGRATION
AND TRAVEL SECURITY CAREERS

1. U.S. Citizenship and Immigration Services, USCIS Operating

Performance, http://www.uscis.gov/files/nativedocuments/operating_
performance_apr09.pdf, Sept. 10, 2009.

CHAPTER 5 PREVENTION AND RESPONSE CAREERS

1. U.S. Coast Guard, Coast Guard 2009 Snapshot 08/09, http://www.uscg

.mil/top/about/doc/uscg_snapshot.pdf, Sept. 11, 2009.

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Endnotes

2. Federal Emergency Management Agency, FEMA Strategic Plan Fiscal

Years 2008-2013, Pg. 4, http://www.fema.gov/pdf/about/fy08_fema_sp_
bookmarked.pdf, Sept. 15, 2009.

CHAPTER 6 CUTTING EDGE

CAREERS IN CYBER SECURITY

1. The Department of Homeland Security, US-CERT, United States

Computer Emergency Readiness Team, IT Security Essential Body of
Knowledge, A Competency and Functional Framework for IT Security
Workforce Development, http://www.us-cert.gov/ITSecurityEBK/, Oct.
14, 2009.
2. The Department of Homeland Security, Secretary Napolitano An-
nounces New Hiring Authority for Cyber Security Experts, October 01,
2009, http://www.dhs.gov/ynews/releases/pr_1254411508194.shtm, Oc-
tober 08, 2009.

CHAPTER 8 CAREERS IN ACQUISITIONS

1. Department of Homeland Security, Office of Inspector General, Advisory

Report: “Department of Homeland Security’s Capabilities to Implement
the American Recovery and Reinvestment Act of 2009,” OIG-09-74,
June 2009, http://www.dhs.gov/xoig/assets/mgmtrpts/OIG_09-74_Jun09
.pdf, Sept. 20, 2009.
2. Acquisition Central, Federal Acquisition Regulation (FAR), Part 2, Sub-
part 2.101(b)(2), http://www.arnet.gov/far/current/html/Subpart%202_
1.html, Sept. 18, 2009.
3. Partnership for Public Service, “Where the Jobs Are Mission Critical
Opportunities for America,” 2nd Edition-2007, PDF, Sec1:54, www.our
publicservice.org, Sept 21, 2009.
4. Partnership for Public Service, Where the Jobs Are Mission Critical
Opportunities for America, 2nd Edition-2007, PDF, Sec1:4, www.our
publicservice.org, Sept 21, 2009.

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CHAPTER 9 WHAT ARE THE OPPORTUNITIES?

1. Office of Personnel Management, “An Analysis of Federal Employee

Retirement Data March 2008,” http://www.opm.gov/feddata/Retirement
PaperFinal_v4.pdf, Sept 23, 2009.
2. Partnership for Public Service, “Where the Jobs Are 2009, Mission
Critical Opportunities for America,” http://wherethejobsare.org/
WTJA/analysis/topfive.shtml, Sept. 30, 2009.
3. The White House, Office of Budget and Management, President’s
Budget—Fact Sheets, United States Department of Homeland Security,
http://www.whitehouse.gov/omb/fy2010_department_homeland/, Oct.
05, 2009.

CHAPTER 10 FINDING YOUR CAREER FIT

1. The Naval Postgraduate School Center for Defense and Homeland

Security. http://www.chds.us/?about, Oct.16, 2009.
2. “Colleges Offer Homeland Security Major.” USA Today, Nov. 11, 2006.
3. Department of Homeland Security. “DHS Announces $30 Million in
Competitive Grants to Strengthen Preparedness Training.” www.dhs
.gov/xnews/releases/press_release_0779.shtm, Oct. 25, 2009.

CHAPTER 11 FEDERAL RESUMES AND KSAs

1. Office of Personnel Management, News Release September 10, 2008,

“OPM Unveils End-To-End Hiring Roadmap, Initiative Designed to
Streamline the Federal Hiring Process,” http://www.opm.gov/news/
opm-unveils-endtoend-hiring-roadmap,1430.aspx, Oct, 23, 2009.

CHAPTER 12 OBTAINING A SECURITY CLEARANCE

1. Willing, R., and J. Prados, “White House Looks for Faster Top-Secret
Clearances.” USA Today, Feb. 14, 2007.

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Endnotes

2. “Clearance Jobs, Security Clearance Frequently Asked Questions,”

http://www.clearancejobs.com/security_clearance_faq.pdf, Sept. 15, 2009.
3. Defense Security Services, Frequently Asked Questions, https://www
.dss.mil/GW/ShowBinary/DSS/psco/ps_faqs.html, Sept. 8 2009.
4. Federal Bureau of Investigation, “Background Investigations, All FBI
Employees Require Clearance,” www.fbijobs.gov/52/asp, Sept. 20, 2009.

CHAPTER 14 WHAT HAPPENS IF I CHANGE MY MIND?

1. U.S. Bureau of Labor Statistics, “Career Planning the Second Time

Around,” www.opm.gov, Oct. 29, 2009.
2. Partnership for Public Service, “Getting Onboard, a Model for Integrating
and Engaging New Employees,” May 2008, www.ourpublicservice.org,
Oct. 29, 2009.
3. Leigh Branham, The 7 Hidden Reasons Employees Leave: How to Recognize
the Subtle Signs and Act Before It’s Too Late, 2005, American Management
Association, AMACOM Publishing.

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