The COVID-19 pandemic fundamentally changed the way we view work. Whether full or part-time, the concept of remote work has become ubiquitous.
Expectations of remote work flexibility have become commonplace in the job hunt, with a recent study finding 63% of those surveyed would look for a new job if they weren’t able to work remotely.
As the world struggles to define the future of remote work, it’s clear many job seekers and employees, including top talent, are pushing back against a return to full-time in-office work.
Unfortunately, for many of those tasked with matters of National Security, the promise of remote work remains elusive. Handling classified data comes with strict guidelines and security requirements that can often only be met by performing work within designated, secure locations.
One of the most common examples of this is the need for members of the armed forces and intelligence agencies to utilize SCIFs and other location-dependent secure access points when accessing classified information.
SCIF (pronounced “skiff”) stands for Sensitive Compartmented Information Facility and is a secure area used to store and handle classified information. It is designed to prevent unauthorized access to classified materials and to protect sensitive information from disclosure to unauthorized individuals.
SCIFs are used by the U.S. government, military, and other organizations with access to classified information, and are required to meet specific physical and technical security standards established by the U.S. government.
These facilities are typically equipped with advanced security measures, such as biometric access controls, secure communications systems, and protective barriers to prevent electronic eavesdropping. Access to SCIFs is tightly controlled, and only authorized personnel with appropriate security clearances are allowed inside.
Security and technical guidelines for SCIFs are determined by the Office of the Director of National Intelligence.
Outside of the significant investment and effort required to build and maintain a SCIF, there are several challenges relating to remote work.
The specialized technical equipment and systems required of SCIFs, as well as corresponding maintenance costs, significantly limit their availability.
Additionally, SCIF facilities are limited to federal properties or those of companies with difficult-to-obtain contracts.
Meanwhile, the intelligence officers, analysts, and contractors who must complete the vast majority of their work within a SCIF are typically further limited by having to work within the specific SCIF required by their work or contract.
This means that individuals must live in close proximity to the specific SCIF needed to fulfill their duties.
Work-life can be incredibly isolating for individuals required to work in a SCIF.
While working within a SCIF, security protocols require individuals to be completely cut off from any form of communication with family or friends. SCIF workers must be denied access to phones, personal emails, and any other forms of contact with the outside world not necessitated by their work duties.
Individuals are also often physically separated from the rest of their organization, unable to access unclassified information and resources that might represent a security threat. This can lead to communication and collaboration challenges that can negatively impact productivity.
For personnel that must collaborate or work on projects involving classified information, but lack the necessary clearances or know-how, the highly restrictive nature of SCIFs can make the performance of necessary work functions highly challenging.
These inherent challenges and geographical dependence have unfortunately created a significant disadvantage in recruiting and retention for government and armed forces positions, especially compared to the private sector.
And in an age when our younger generation has come to view accessibility as a given, it’s no surprise that government agencies are losing younger members at higher rates than their older counterparts.
With the need to maintain a sufficient number of qualified active-duty military personnel a matter of national security, it’s little wonder the military’s recruitment difficulties have become a matter of significant concern. Some claim the Department of Defense (DoD) faces its most challenging recruitment environment in 50 years.
An estimated 29.7% turnover rate in the U.S. Army carries the potential to create a significant skill gap for the DoD. While it’s been estimated that 20% of DoD service members quit services within two years (Cetric, 2022).
However, adoption of flexible work systems by both the Coast Guard, who authorized flexible work in 2009, and the Air Force, who implemented their own Telework Program in 2010, and their commensurate leading of U.S. Military branches in re-enlistment rates, suggest the potential to stem some of these numbers.
Offering employees at least a part-time flexible, remote work environment can save them both valuable time and money. In particular, time that be spent with family members and friends.
And for those who work best outside of a normal routine, flexible schedules can allow them to work at times when they are at their optimal performance, rather than arbitrarily scheduled times.
Additionally, according to Society for Human Resource Management, workers tend to be more satisfied and more productive when they have access to flexible work arrangements. And perhaps most importantly - retention improves. With improved retention cutting down on recruitment and onboarding costs.
In order to retain talented leaders and dedicated personnel, the military and DoD can look to their own branches - The Coast Guard and Air Force - as well as civilian organizations for use-case examples of
increased retention due to offered flexible working conditions.
Partnerships with trusted CSfC organizations offer the potential to build remote secure solutions capable of easing the burden of geographical dependence on those who must utilize classified information as part of their day-to-day operations.
NSA’s CSfC Program has enabled layered solutions featuring commercial products capable of improving remote secure accessibility. CSfC solutions such as the Archon Solution Suite, offer immediate, secure accessibility to vital information from anywhere with an internet connection. Our secure remote access solutions are capable of sharing information quickly and resiliently between multiple parties and networks.
Archon Secure’s Safe Traveler Program was designed to bring federal agencies and enterprise organizations the most effective security solutions for remote workers. The program aims to protect sensitive intellectual property, data, and employee and customer personally identifiable information (PII) to the highest levels, no matter where employees are located. Our GoSilent Cube represents the first functional example of realizing that goal.
While the Archon ZV realizes the promise of the CSfC MA CP by building on the Dell Latitude laptop to create a zero-trust operating environment with customizable and scalable security features. Or consider the Archon Manager - offering fully automated enterprise device and certificate management anytime, anywhere.
At Archon, we’ve fueled innovation with our experience to create a complete security toolkit offering military-grade protection paired with the best of commercial technology.
Our secure remote access solutions offer safe cloud connectivity anywhere in the world, as long as there’s internet. So you can trust that your data is safe, at any time.
We look forward to partnering with you to build the perfect solution for your remote security needs.