Source URL: https://warontherocks.com/2018/07/fish-out-of-water-how-the-military-is-an-impossible-place-for-hackers-and-what-to-do-about-it/
Source: Hacker News
Title: Fish Out of Water: The Military Is an Impossible Place for Hackers, What to Do
Feedly Summary: Comments
AI Summary and Description: Yes
Summary: The text critically evaluates the challenges faced by the U.S. military’s Cyber Command, particularly regarding its struggles with retention and recruitment of technical talent. It argues for substantial changes in personnel management and promotion structures to better retain skilled hackers, highlighting the need for a shift that acknowledges the unique technical demands of cyber operations.
Detailed Description:
The article delves into several key issues related to Cyber Command’s current operational inefficacies and personnel management problems, emphasizing a combination of outdated leadership strategies and significant gaps in talent retention:
– **Personnel Management and Technical Skills**: Cyber Command suffers from a significant human capital problem, where traditional military career paths are misaligned with the demands of cyber operations. This mismatch leads to lower retention rates for highly skilled cyber personnel, who are critical for mission success.
– **Promotion and Retention Issues**:
– Challenges in career advancement through the current rigid promotion system discourage exceptional technical talent from remaining in the military.
– The lack of understanding and appreciation for technical accomplishments among military leaders further demotivates talented hackers.
– The pay structure for cyber roles fails to compete with lucrative private sector opportunities, exacerbating retention challenges.
– **Operational Impact**:
– The article discusses how the performance of Cyber Command is hampered by bureaucratic hurdles, slow intelligence processes, and limited mission objectives, resulting in ineffective cyber operations.
– Cybersecurity operations require a deep understanding of technology, yet the military’s promotion system does not prioritize technical skills, limiting the growth of technical leaders.
– **Recommendations for Improvement**:
– To enhance technical talent retention, the article suggests implementing policies such as:
– **Accelerated Promotions**: Streamlining promotions for cyber professionals based on skills and performance rather than time-in-service.
– **Graduate Education**: Offering support for advanced education in cyber fields for new officers as part of their service obligations.
– **Direct Commissioning**: Bringing in industry talent at higher ranks to fill leadership gaps in technical roles.
– **Creating Special Functional Areas**: Establishing dedicated paths for cyber professionals to progress in their careers without the traditional administrative burdens that hinder their technical growth.
– **Cultural Shifts Needed**: Promoting a unified command structure within Cyber Command, where operational leaders can have full authority over their teams, would address many cultural and morale issues stemming from the existing dual-chain structure.
– **Conclusion**: The article underscores the urgent need for the military to adapt its approach to managing cyber talent. Unless significant reforms are implemented to recognize and nurture its technical cadre, the U.S. military risks losing vital cyber capabilities at a time when such skills are increasingly essential for national security.
By addressing these issues, Cyber Command could not only retain its elite hackers but also enhance its overall effectiveness in military cyberspace operations.