http://www.whitehouse.gov/news/releases/2007/05/20070517-6.html
E.O. 13434 established –
1) the policy of the United States to promote the education, training, and experience of current and future professionals in national security positions ("security professionals") in executive departments and agencies ("agencies").
2) the requirement for a National Strategy for the Development of Security Professionals ("National Strategy"), setting forth a framework that will provide to security professionals access to integrated education, training, and professional experience opportunities - across organizations, levels of government, and disciplines - for the purpose of enhancing their mission-related knowledge, skills, and experience and thereby improve their capability to safeguard the security of the Nation.
3) the Security Professional Development Executive Steering Committee to facilitate the implementation of the National Strategy. The Steering Committee is chaired by the Director of the Office of Personnel Management.
4) specific responsibilities of agency heads to identify and enhance existing national security professional development programs and to establish new programs as necessary.
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"National Security Professional" Definition
NSP Governance: Executive Steering Committee
The Executive Steering Committee (ESC) members include the Attorney General; the Secretaries of State, Treasury, Defense, Agriculture, Labor, Health & Human Services, Housing & Urban Development, Transportation, Energy, Education, and Homeland Security; and the Directors of National Intelligence and Office of Management and Budget.
The role of the ESC is to facilitate the implementation of the National Strategy. The Steering Committee is chaired by the Director of the Office of Personnel Management.
The role of the ESC is to facilitate the implementation of the National Strategy. The Steering Committee is chaired by the Director of the Office of Personnel Management.
NSP Governance: NSP Integration Office
The Executive Steering Committee (ESC) will establish the National Security Professional Development (NSPD) Integration Office, run by a Director and staffed by a small group of interagency personnel, to coordinate education, training and professional experience activities.
The ESC will establish metrics and reporting requirements and direct the NSPD Integration Office to produce reports, as required.
The NSP Integration Office will:
– establish and provide guidance to interagency working groups implementing the NSP Implementation Plan;
– coordinate department and agency efforts to implement the Plan, particularly for the training and professional experience pillars;
– oversee implementation of crosscutting interagency initiatives;
– monitor developments in support of the Implementation Plan;
– report overall progress to the Executive Steering Committee on a regular basis; and
– identify issues that need Executive Steering Committee resolution.
The ESC will establish metrics and reporting requirements and direct the NSPD Integration Office to produce reports, as required.
The NSP Integration Office will:
– establish and provide guidance to interagency working groups implementing the NSP Implementation Plan;
– coordinate department and agency efforts to implement the Plan, particularly for the training and professional experience pillars;
– oversee implementation of crosscutting interagency initiatives;
– monitor developments in support of the Implementation Plan;
– report overall progress to the Executive Steering Committee on a regular basis; and
– identify issues that need Executive Steering Committee resolution.
NSP Governance: National Security Education Consortium (NSEC)
Establishment of the NSEC:
The ESC will work with academe in the establishment of a National Security Education Consortium (NSEC).
The NSEC is a voluntarily constituted consortium of institutions amenable to the goals of the National Strategy for the Development of Security Professionals.
Charter members of the NSEC will draft a charter that establishes a Board of Directors (BoD), and criteria and procedures for admitting and integrating new and existing institutions.
The BoD will be comprised primarily of representatives of federal learning centers. It will also include other representatives from interested public and private institutions.
The NSEC will enable partnerships that are desirable in order to establish and maintain high academic standards, recruit talented individuals, and ensure NSPE reaches broad audiences.
The ESC will work with academe in the establishment of a National Security Education Consortium (NSEC).
The NSEC is a voluntarily constituted consortium of institutions amenable to the goals of the National Strategy for the Development of Security Professionals.
Charter members of the NSEC will draft a charter that establishes a Board of Directors (BoD), and criteria and procedures for admitting and integrating new and existing institutions.
The BoD will be comprised primarily of representatives of federal learning centers. It will also include other representatives from interested public and private institutions.
The NSEC will enable partnerships that are desirable in order to establish and maintain high academic standards, recruit talented individuals, and ensure NSPE reaches broad audiences.
NSP Implementation Plan
Accomplished to date
Executive Order 13434 - National Security Professional Development (May 17, 2007)
National Strategy for the Development of Security Professionals (July 2007)
National Strategy Implementation Plan (December 2007)
Near Term
Four key interagency action items from draft Implementation Plan:
1. Establish and resource a National Security Professional Integration Office
Targeted completion date: January 2008
2. Determine the Scope of Department and Agency NSP Communities
Targeted completion date: February 2008
Targeted completion date: March 2008
4. Develop and Operate a Comprehensive NSP Web Portal
Targeted completion date: March 2008
Currently (December 07):
– National Security Education Consortium (NSEC) Pilot Program underway at NDU schools (38 students). Inter-Agency students participating in a tailored, NSP-focused curriculum.
– NSPD Integration Office being staffed Executive Director of the National Security Professional Interagency Integration Office.
– Departments of Defense, State, and Homeland Security, National Intelligence agencies and Office of Personnel Management are primary NSP players to date. Each have one or more competency models under development that are relevant to NSPs.
– OSD & Joint Military and Civilian staff representing DOD on NSP Committees – Executive Steering Committee (GO/FO/SES level) – Education, Training, Professional Experience, and Integration Subcommittees (Working Groups).
NSP Guiding Principles
“National Security” includes traditional national security and homeland security missions.
The missions of national security and homeland security are no longer separate and distinct.
Effective performance requires integrated efforts with common purpose across the Federal Government.
Integration of Federal operations must be institutionalized vice improvised.
National Security Professionals need access to education, training, and professional opportunities.
NSP Levels: Strategic, Operational, Tactical
National Security Professionals (NSPs) operate at three functional levels:
Strategic/Operational/Tactical.
NSPs are needed to perform missions at the field level, plan and oversee those missions at regional or operational levels, and set strategies that guide and direct overall efforts.
These designations recognize that NSP development must occur in multiple arenas and at different levels in the Federal Government.
Coordinated department and agency efforts should be developed to anticipate needs at all three levels.
Strategic/Operational/Tactical.
NSPs are needed to perform missions at the field level, plan and oversee those missions at regional or operational levels, and set strategies that guide and direct overall efforts.
These designations recognize that NSP development must occur in multiple arenas and at different levels in the Federal Government.
Coordinated department and agency efforts should be developed to anticipate needs at all three levels.
Human Capital: NSP Pillars
NSP Pillars
The Plan rests on the three major pillars of education, training, and professional experience.
1. Education: focuses on enhancing capacity for critical and innovative thinking, and understanding of authorities, risks, responsibilities, and tools to perform current or future national security mission successfully.
2. Training: focuses on developing knowledge, skills, abilities and experiences necessary to carry out national security responsibilities while enhancing interagency communication, interoperability, and coordinated action.
3. Professional Experience: focuses on the identification and expansion of opportunities for NSPs to participate in wide-ranging, cross-cutting professional experiences that provide the hands-on, real-life experience.
Human Capital: Education
Overview
Definition of education: opportunities to enhance a person’s capacity for critical and innovative thinking, and level of understanding of authorities, risks, responsibilities, and tools to perform a current or future national security mission successfully.
Interagency NSP Education (NSPE) will be structured and tailored to support common NSP performance requirements, and will be delivered at the entry, mid, senior, and executive levels through a variety of formats.
Each agency bears the primary responsibility for providing educational opportunities to its NSP employees and must plan and budget for education to meet the requirements.
Definition of education: opportunities to enhance a person’s capacity for critical and innovative thinking, and level of understanding of authorities, risks, responsibilities, and tools to perform a current or future national security mission successfully.
Interagency NSP Education (NSPE) will be structured and tailored to support common NSP performance requirements, and will be delivered at the entry, mid, senior, and executive levels through a variety of formats.
Each agency bears the primary responsibility for providing educational opportunities to its NSP employees and must plan and budget for education to meet the requirements.
Human Capital: Education Levels
Senior NSPE (Strategic / National Level)
NSEC Resident Courses and Seminars Supported by Department/Agency Programs and NSEC Distance Learning and Inter-Agency Acculturation
Areas of Study:
– National Security Strategy Implementation
– Overviews of Departmental National Strategies
– Applying instruments of national power
– Interagency Operations (Foreign and Domestic)
– Public Policy and Policy Management
– National Resource development and acquisition
– Strategic Communications
Career NSPE (Operational / Regional Level)
Department/Agency Intermediate, Senior & Executive Level Programs Supported by NSEC Distance Learning and Resident Seminars
Areas of Study:
– National Security Strategy Overview
– National Security mission areas
– Regional Security Programs / Security Cooperation
– Applying instruments of national power
– Roles and capabilities of Federal Departments / Agencies
– Interagency Operations (Foreign and Domestic)
Basic NSPE (Tactical / Field / Local Level)
Department/Agency Introductory and Primary Level Programs Supported by NSEC Distance Learning
Areas of Study:
– Overview of National Security Missions
– Overview of Federal Departments / Agencies
– Federal Emergency Management and Preparedness
– Departmental role in Interagency Operations
NSEC Resident Courses and Seminars Supported by Department/Agency Programs and NSEC Distance Learning and Inter-Agency Acculturation
Areas of Study:
– National Security Strategy Implementation
– Overviews of Departmental National Strategies
– Applying instruments of national power
– Interagency Operations (Foreign and Domestic)
– Public Policy and Policy Management
– National Resource development and acquisition
– Strategic Communications
Career NSPE (Operational / Regional Level)
Department/Agency Intermediate, Senior & Executive Level Programs Supported by NSEC Distance Learning and Resident Seminars
Areas of Study:
– National Security Strategy Overview
– National Security mission areas
– Regional Security Programs / Security Cooperation
– Applying instruments of national power
– Roles and capabilities of Federal Departments / Agencies
– Interagency Operations (Foreign and Domestic)
Basic NSPE (Tactical / Field / Local Level)
Department/Agency Introductory and Primary Level Programs Supported by NSEC Distance Learning
Areas of Study:
– Overview of National Security Missions
– Overview of Federal Departments / Agencies
– Federal Emergency Management and Preparedness
– Departmental role in Interagency Operations
Human Capital: Training
Training Overview
Interagency NSP Integration Office will host an NSP website that provides an inventory of NSP training courses from throughout the interagency.
NSP website will provide a forum for an NSP Community of Practice to promote best practices, new training tools and technologies.
Interagency will be encouraged to actively participate in the National Exercise Program, and DoD and DHS exercises.
Interagency NSP Integration Office will host an NSP website that provides an inventory of NSP training courses from throughout the interagency.
NSP website will provide a forum for an NSP Community of Practice to promote best practices, new training tools and technologies.
Interagency will be encouraged to actively participate in the National Exercise Program, and DoD and DHS exercises.
Human Capital: Professional Experience
Professional Experience Overview
Professional experience developed via three distinct methods:
1. Within an NSP’s own agency
2. Through interagency rotational assignments
3. Wider NSP community rotational assignments (e.g., state, local, tribal, public safety community, NGO, etc.)
Departments and agencies will facilitate personnel exchanges amongst the NSP Cadre
– Advertise NSP-eligible positions on a central roster
– Select qualified candidates for advertised positions
– General exchange period would be at least 6 months
Departments and agencies should offer incentives that both encourage and reward NSPs
Interagency experience is critical to developing NSP competencies.
Professional experience developed via three distinct methods:
1. Within an NSP’s own agency
2. Through interagency rotational assignments
3. Wider NSP community rotational assignments (e.g., state, local, tribal, public safety community, NGO, etc.)
Departments and agencies will facilitate personnel exchanges amongst the NSP Cadre
– Advertise NSP-eligible positions on a central roster
– Select qualified candidates for advertised positions
– General exchange period would be at least 6 months
Departments and agencies should offer incentives that both encourage and reward NSPs
Interagency experience is critical to developing NSP competencies.
Biography: William A. Navas, Jr.
William A. Navas, Jr.
Maj Gen, USA, Ret.
Executive Director
National Security Professional Development Program
Navas participated in ROTC at the University of Puerto Rico and received a commission as an Army second lieutenant in 1965 together with his undergraduate degree in Civil Engineering. He served as a citizen-soldier for over 33 years, holding a myriad of command and staff positions. His final assignment was as Director of the Army National Guard in the National Guard Bureau in Washington, one of the highest positions for a National Guard officer in the Department of Defense.
During his tenure as Director he formulated, developed and coordinated all programs, policies and plans affecting the Army National Guard and its more than 362,000 citizen-soldiers. He oversaw the Army National Guard’s participation in numerous overseas deployments and domestic crisis responses. He is the recipient of numerous U.S. military awards and decorations, including the Distinguished Service Medals of the Departments of the Army and Defense.
He retired from active military service on 1 October 1998 and worked as a private consultant in defense and management matters, served on several boards and advisory panels and published articles and papers related to current national security issues.
After being nominated by President Bush he was confirmed by the Senate on July 12, 2001 as the Assistant Secretary of the Navy for Manpower and Reserve Affairs a position he held until December 2007. In January 2008 he was appointed to his current position where he is responsible for the development and implementation of a national strategy for the development of National Security Professionals.
Maj Gen, USA, Ret.
Executive Director
National Security Professional Development Program
Navas participated in ROTC at the University of Puerto Rico and received a commission as an Army second lieutenant in 1965 together with his undergraduate degree in Civil Engineering. He served as a citizen-soldier for over 33 years, holding a myriad of command and staff positions. His final assignment was as Director of the Army National Guard in the National Guard Bureau in Washington, one of the highest positions for a National Guard officer in the Department of Defense.
During his tenure as Director he formulated, developed and coordinated all programs, policies and plans affecting the Army National Guard and its more than 362,000 citizen-soldiers. He oversaw the Army National Guard’s participation in numerous overseas deployments and domestic crisis responses. He is the recipient of numerous U.S. military awards and decorations, including the Distinguished Service Medals of the Departments of the Army and Defense.
He retired from active military service on 1 October 1998 and worked as a private consultant in defense and management matters, served on several boards and advisory panels and published articles and papers related to current national security issues.
After being nominated by President Bush he was confirmed by the Senate on July 12, 2001 as the Assistant Secretary of the Navy for Manpower and Reserve Affairs a position he held until December 2007. In January 2008 he was appointed to his current position where he is responsible for the development and implementation of a national strategy for the development of National Security Professionals.
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