Researcher Perspective
Michelle Black
NCITE Director of Education and Workforce Development, Assistant Professor of Political Science at UNO
By NCITE student Lauren O'Malley
Q: You’ve worked in the national security space for many years. What made you want to be a part of NCITE?
A: Researching insurgency, counterterrorism, and intelligence, and applying that research in operational setting, are things that I have done for over 20 years. NCITE allows me to continue working on this research but for a different agency (DHS), as my work has been mainly focused for the Department of Defense (DOD). I was honored to be included in the creation of NCITE, which allows me to focus my work at a domestic national security organization that could benefit the research. I think working with NCITE is so exciting, as we have a chance to bring top-notch researchers together from across the country to provide relevant and timely research to DHS and other groups. The fact that NCITE is located in Nebraska is wonderful, as there are so many great and hardworking students from the Midwest that can offer their work to DHS.
Q: You are a veteran, you have worked for the Department of Defense and United States Strategic Command, or USSTRATCOM. How does your experience and expertise provide unique value to NCITE?
A: I have worked for, with, in, and through the government for over 20 years, which gives me a unique perspective. I understand the language, the products, the system, and the leadership. I understand how products and projects are created and move within the system, and how an academic can best translate the research to the system. I understand how leadership needs the information, and how to communicate the research in a way that will help develop and create policy. I also understand the importance of implementing feedback and lessons learned into research and operations, so we can continue to improve and move forward.
Q: Currently, DHS has 240,000 employees. How many are set to retire in the next five years? What implications does this have for the future?
A: DHS, like many federal organizations, has a workforce where once knowledgeable and capable employees retire, there tends to be a gap in expertise. The implications involve a slowness in hiring and training, lack in expertise carryover, and even inefficiencies in case or project performance. We never know when people are set to retire or how the workforce is from year to year, but it’s important for DHS to consider this as a top priority and work towards closing hiring and retiring gaps.
Q: What does workforce development mean for national security?
A: National security organizations need to keep their workforces agile and growing, meaning that they need to stay up on the latest technology, training, research, and innovation. This allows the workforce to be competitive and meet their mission objectives. In the case for DHS and counterterrorism, agents within DHS need to know the latest threats, disruptive or dangerous technology, and intelligence. To develop the workforce is to continue to build upon existing knowledge and grow to keep current and relevant to the identified threat. Furthermore, growing the workforce is ensuring the workforce will remain at capacity and there are enough agents and analyst to perform the tasks needed by the agency.
Q: Why is NCITE the right partner to assist DHS with workforce development?
A: NCITE is in the unique position to bring partners together and help DHS focus on the development of the workforce. This is done by NCITE's already established partnerships with federal agencies, research institutions, and faculty members. NCITE has great connections to researchers that focus on workforce development, who are interdisciplinary and have a great reputation of working together. NCITE knows how important it is develop and grow the workforce in counterterrorism and intelligence, which is exactly the focus area of DHS.
Q: Practically speaking, what does a “boots on the ground” effort to assist DHS in developing the workforce look like?
A: Boots on the ground efforts include understanding the perspective of the DHS agency in real-time and being able to apply that need immediately and efficiently. For example, some of the research we uncovered has to do with providing core competencies to intelligence analysts that may not have the training prior to arriving at their component. NCITE has identified courses and competencies that these analysts need to set them up for success as they arrive and perform for DHS.
Q: What are the implications, if any, of DHS not investing in workforce development?
A: Right now, DHS is in need of growing and developing their workforce development, as identified by studies and their leadership. If we continue to avoid investing or focusing on this area, the gap will continue to grow and missions will continue to be missed.