Author: admin

  • A Simplified Policy Framework

    I have seen a variety of approaches to policy and control over my 35 plus years working in IT and Information Security. Few common design patterns have emerged. Some don’t want to over think it, while others see no organizational value in having it. Practically all end up having a library of conflicting and ineffective documents which must be regularly reviewed and acknowledged. There must be a better way.

    I view policies as management’s intent and measures for effective business Processes. It starts and ends with Process – policies are just a means to get there. Unlike most policy infrastructure, Processes are what we actually do. They are functional, and define the context to which controls are inserted. Start by defining your process model and the catalog/repository where users can go to find them. If done right, from an audit/compliance perspective, Processes are management’s assertions of proper security. Specific to Information Security, I start by writing an Information Security Management Process during the Initial phase of the program.

    At the same time, everyone needs to know that the institution intends to organize “programs” such as Information Security, Privacy, and Business Continuity. These are the Policies that define the key roles and responsibilities, and framework for planning, developing, operating, and evaluating the associated “program” controls. Program policies often support and demonstrate interdependence with other programs. All programs should have at least one Policy. For my program responsibility, I start by writing an Information Security Policy during the Initial phase of the program.

    The true measures to any program are Standards. Standards describe the control characteristics that must exist and how deviations must be governed. Unlike Process and Policy, Standards are written for those responsible for the controls. Every control environment has a set of custodians. Standards allow custodians to develop, operate, and continuously evaluate the controls in their area of responsibility. For Information Security, I model my Standards to the practice domains of ISO27002 and evolve the documents over time during the Developing phase of the program.

    Last but not least are Procedures. Procedures are the administrative steps to achieve control. For Information Security, they prevent, detect, and react to adverse events and incidents. Not every method needs to be formalized and written into a Procedure. Unacceptable risk and compliance factors often trigger their creation. Procedures detail a sub-process so it can be independently verified.

    Donald Borsay is the owner and principal consultant of Securitybeat Advisors LLC.

  • Chase for Talent Fuels Revolving Door

    Today’s job market for Cyber Security professionals reminds me of my days as a coach and organizer of youth basketball. Few athletes had the “exposure” by playing at High School powerhouses or national AAU Clubs. Most were relative unknowns regardless of their abilities. The Division 1 colleges and universities had little to go on besides what their recruiting department could pull together. Lesser talent with the right “exposure” got the opportunities. Many unknown talent were left wanting.

    The cyber security job market certainly suffers from more demand than they can handle. A year ago, Forbes pointed out that over 209k jobs went unfilled in 2015 entering a year predicted to chase one million cyber practitioners. CSO Magazine projects that 1.5 job openings will be available by 2019.

    So what will the cyber security job market do when demand keeps increasing?

    One consequence is the recruiting of talent from existing organizations-the chase for talent is definitely fueling the revolving door. The national brands offering the titles, resources, and control are winning the battle. How will the others compete?

    All too many are chasing the top talent and loosing out by not filling their positions. I also think that few look for commitment and stability from their candidates. They instead pursue candidates on the fast track only to see them come and go with little lasting value left behind.

    With the supply/demand ratio widening, it may be time to rethink this approach. So will this madness continue? Time will tell.

    References:

    1. https://www.forbes.com/sites/stevemorgan/2016/01/02/one-million-cybersecurity-job-openings-in-2016/#3bf5be257d27
    2. http://www.csoonline.com/article/3132722/security/cybersecurity-industry-outlook-2017-to-2021.html

  • Putting Personal Compass in Driver’s Seat to Career

    Last year, I called on all to Know Your Market. Everyone should perform a self-evaluation, understand their competition to desired career opportunities, address any gaps, develop a plan to market themselves, and get out there and market. In this post, we’ll cover techniques to assess your abilities.

    Unlike performance appraisals at work, the goal is to identify your strengths and what motivates you to achieve your career goals. In future posts, we’ll leverage the assessment to drive your next steps.

    WHAT DO YOU DO BEST?

    Your performance is the result of what you are and the skills you have developed along the way. This CompatibilitySolutions page identifies a Personal Qualities List. Check all the attributes that apply and circle your top 10. Then take a look at the LifeWorksTransition’s page to identify your Functional Transferable Skills Inventory. Start out by listing six of your proudest accomplishments and then rate your skills in verbal communications, nonverbal communications, written communication, training/consultation, analysis, research, planning and organization, counseling and serving, interpersonal skills, leadership, management, finance, administration, creativity and innovation, and construction and operation. 

    DO YOU KNOW YOUR VALUES?

    Performance comes naturally when your work is aligned to your core values. Take a look at Mindtool’s page on Deciding What’s Important in Life.  Check all applicable values and then prioritize your top 10.

    References:

    1. https://www.linkedin.com/pulse/know-your-market-donald-borsay-msia-cisa/
    2. http://www.compatibilitycode.com/book-resources/personal-qualities-list/
    3. https://www.lifeworktransitions.com/exercises/functional-skills-inventory/
    4. mindtools.com/a5eygum/what-are-your-values