Opportunity Information: Apply for DHS 21 CISA 127 CWDT001
The Cybersecurity Workforce Development and Training Pilot for Underserved Communities is a Department of Homeland Security (DHS) opportunity administered through the Office of Procurement Operations - Grants Division under Funding Opportunity Number DHS 21 CISA 127 CWDT001 (CFDA 97.127). It is offered as a discretionary cooperative agreement, which generally means the government expects an active partnership with awardees during implementation rather than a simple pass-through of funds. The program sits in the broader funding activity area of community development and disaster prevention and relief, reflecting the idea that a stronger cybersecurity workforce supports public resilience and continuity of critical services.
At its core, this pilot is designed to expand the cybersecurity talent pipeline by tapping into the underutilized potential within underserved communities. The focus is on leveraging established or emerging non-traditional technical training providers, meaning organizations outside the standard college or university track that can move people into job-ready roles through alternative models. The intent is to either create new entry-level cybersecurity training and apprenticeship programs or strengthen and scale ones that already exist, with an emphasis on practical pathways into the workforce. The program is specifically oriented toward entry-level preparation and on-ramps, which can include training aligned to real job roles, hands-on skills development, and structured apprenticeships that help participants gain paid, supervised experience.
A key requirement highlighted in the description is the need for a comprehensive retention strategy that supports participants from apprenticeship through placement. In other words, the government is not only looking for training and apprenticeship slots, but also for a deliberate plan to keep learners engaged, reduce drop-off, and improve the conversion from apprenticeship participation to actual employment outcomes. This "cybersecurity pathways retention strategy" is framed as a way to optimize and expand training and apprenticeship efforts by ensuring that participants are supported through the critical transition from learning to working. While the announcement summary does not spell out specific tactics, the intent clearly points toward structured engagement and wraparound approaches that improve completion and placement results.
The broader workforce goal is to help meet cybersecurity staffing needs across multiple types of employers, including federal agencies and state, local, tribal, and territorial (SLTT) governments, as well as traditional private-sector employers. By expanding apprenticeships and strengthening entry-level pathways, the pilot aims to address both current shortages and future demand, particularly in public-sector and public-serving environments where cybersecurity capacity is increasingly tied to service delivery, emergency readiness, and critical infrastructure protection.
Eligibility is limited to nonprofit organizations that are either 501(c)(3) entities (other than institutions of higher education) or nonprofits without 501(c)(3) status (also other than institutions of higher education). This points to an expectation that mission-driven organizations with experience serving communities, delivering workforce programs, or operating training pipelines will be central implementers. The opportunity does not list colleges and universities as eligible under these categories, reinforcing the emphasis on non-traditional training providers and community-oriented workforce intermediaries.
In terms of funding, the award ceiling is $2,000,000, and DHS anticipated making 2 awards under this opportunity. The original application closing date was August 25, 2021, and the opportunity was created on July 13, 2021. Taken together, the structure suggests a relatively competitive pilot with a small number of sizable awards intended to demonstrate scalable models for training, apprenticeship expansion, and retention-to-placement strategies within underserved communities.Apply for DHS 21 CISA 127 CWDT001
- The Office of Procurement Operations - Grants Division in the community development, disaster prevention and relief sector is offering a public funding opportunity titled "Cybersecurity Workforce Development and Training Pilot for Underserved Communities" and is now available to receive applicants.
- Interested and eligible applicants and submit their applications by referencing the CFDA number(s): 97.127.
- This funding opportunity was created on 2021-07-13.
- Applicants must submit their applications by 2021-08-25. (Agency may still review applications by suitable applicants for the remaining/unused allocated funding in 2026.)
- Each selected applicant is eligible to receive up to $2,000,000.00 in funding.
- The number of recipients for this funding is limited to 2 candidate(s).
- Eligible applicants include: Nonprofits having a 501 (c) (3) status with the IRS, other than institutions of higher education, Nonprofits that do not have a 501 (c) (3) status with the IRS, other than institutions of higher education.
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Cybersecurity Workforce Development and Training Pilot for Underserved Communities (DHS 21 CISA 127 CWDT001) - FAQs
What is the name of this grant opportunity?
The opportunity is called the Cybersecurity Workforce Development and Training Pilot for Underserved Communities.
Which federal agency is offering this opportunity?
It is a Department of Homeland Security (DHS) funding opportunity administered through the Office of Procurement Operations - Grants Division.
What is the Funding Opportunity Number (FON)?
The Funding Opportunity Number is DHS 21 CISA 127 CWDT001.
What is the CFDA number associated with this program?
The CFDA number listed is 97.127.
What type of funding instrument is this?
This is offered as a discretionary cooperative agreement.
What does a "discretionary cooperative agreement" imply about how the program will be run?
It generally means the government expects an active partnership with awardees during implementation rather than a simple pass-through of funds.
What is the broader funding activity area for this pilot?
The program is placed within the broader activity area of community development and disaster prevention and relief, reflecting the idea that a stronger cybersecurity workforce supports public resilience and continuity of critical services.
What problem is this pilot trying to address?
The pilot is designed to expand the cybersecurity talent pipeline by tapping into underutilized potential within underserved communities and helping meet cybersecurity staffing needs across public-sector and private-sector employers.
Who is the program intended to serve?
It focuses on individuals in underserved communities by expanding access to entry-level cybersecurity training and apprenticeship on-ramps through non-traditional training providers.
What kinds of organizations are expected to deliver the training?
The focus is on established or emerging non-traditional technical training providers, meaning organizations outside the standard college or university track that can move people into job-ready roles through alternative models.
Is this program focused on entry-level or experienced cybersecurity workers?
The program is specifically oriented toward entry-level preparation and on-ramps into cybersecurity roles.
What activities does the pilot support?
Based on the description, it supports creating new entry-level cybersecurity training and apprenticeship programs or strengthening and scaling existing ones, with an emphasis on practical pathways into the workforce.
Does the opportunity emphasize hands-on training or job-role alignment?
Yes. It references training aligned to real job roles, hands-on skills development, and structured apprenticeships that provide paid, supervised experience.
Are apprenticeships a required or strongly emphasized component?
Apprenticeships are strongly emphasized. The description highlights creating or expanding apprenticeship programs as part of entry-level pathways and workforce transitions.
What is the "cybersecurity pathways retention strategy" mentioned in the description?
It is a comprehensive retention strategy intended to support participants from apprenticeship through placement, with the goal of keeping learners engaged, reducing drop-off, and improving conversion from apprenticeship participation to employment outcomes.
Does the summary specify exactly what a retention strategy must include?
No. The summary does not spell out specific tactics, but it clearly signals an expectation of structured engagement and wraparound approaches that improve completion and placement results.
What outcomes is DHS aiming for besides training completions?
In addition to training and apprenticeship slots, the focus includes supporting the transition from learning to working, with emphasis on placement and employment outcomes after apprenticeship participation.
What types of employers are expected to benefit from the expanded workforce pipeline?
The pilot is intended to help meet cybersecurity staffing needs across federal agencies, state, local, tribal, and territorial (SLTT) governments, and traditional private-sector employers.
Why is this program connected to resilience and continuity of services?
The description frames cybersecurity workforce capacity as tied to public resilience, emergency readiness, service delivery, and critical infrastructure protection, which is why it sits within community development and disaster prevention and relief.
Who is eligible to apply?
Eligibility is limited to nonprofit organizations that are either 501(c)(3) entities (other than institutions of higher education) or nonprofits without 501(c)(3) status (also other than institutions of higher education).
Are colleges and universities eligible to apply?
No. The eligibility language explicitly excludes institutions of higher education under the listed nonprofit categories.
What does the eligibility restriction suggest about the intended implementers?
It suggests DHS expects mission-driven, community-oriented organizations with experience serving communities, delivering workforce programs, or operating training pipelines to be central implementers, consistent with the emphasis on non-traditional training providers.
What is the maximum award amount?
The award ceiling is $2,000,000.
How many awards did DHS anticipate making?
DHS anticipated making 2 awards under this opportunity.
When was the opportunity created?
The opportunity was created on July 13, 2021.
What was the application closing date?
The original application closing date was August 25, 2021.
Is this opportunity described as competitive?
Yes. The structure indicates a relatively competitive pilot, given the small number of anticipated awards and the sizable award ceiling.
What is the main implementation expectation for awardees?
Because it is a cooperative agreement and highlights retention-through-placement planning, awardees should expect active coordination with the government during implementation and a strong focus on both apprenticeship expansion and participant retention leading to employment outcomes.
What is the overall purpose of this pilot in one sentence?
Its purpose is to expand and strengthen entry-level cybersecurity training and apprenticeship pathways for people in underserved communities, including a strong retention-to-placement strategy, to help meet public-sector and private-sector cybersecurity workforce needs.
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