Homeland Security’s Cyber Talent Management System (CTMS)

With information security being a worldwide issue, it should come as no surprise that the number of open positions for qualified people is staggeringly high. Unfortunately, the standard procedure for getting your foot in the door for a government position is extensive and time-consuming, which is a major problem when the immediate compensation package may be lower than the private sector. At the same time, the responsibilities list is just as extensive. Enter the Department of Homeland Security’s Cyber Talent Management System (CTMS).

What is the Cyber Talent Management System?

While most U.S. government employees work on the general schedule (GS) track, which determines compensation across various levels and locations, the CTMS is designed to work more like a traditional private-sector compensation package. Indeed, according to their interim ruleset posted here, under the standard rules, the DHS acknowledges that they cannot compete with the private sector regarding relatively common practices such as signing bonuses and faster than annual raises.

The CTMS, therefore, is designed to revolve around short-duration projects. Persons would be directly hired into the DHS for a particular objective, and depending on their performance, they may receive additional compensation before moving on to another objective. There are also options

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