Web Security Administrator develops, implements, and maintains firewall technologies that secure an organization's website. Defines network security issues, develops plans and procedures, and ensures safety and privacy of their newly developed internet and intranet sites. Being a Web Security Administrator creates, modifies and deletes user profiles and other access controls. Reviews security logs and violation reports. Additionally, Web Security Administrator requires a bachelor's degree in a related area. Typically reports to a manager. To be a Web Security Administrator typically requires 7+ years of related experience. A specialist on complex technical and business matters. Work is highly independent. May assume a team lead role for the work group. (Copyright 2024 Salary.com)
IDEMIA National Security Solutions (NSS) is the premier provider of integrated identity solutions for United States Government. Our deep understanding of biometric, biographic, credential, and digital forms of identity allows us to guide our clients to achieve their business goals. NSS’ leading software systems; data and analytics offerings; and professional services facilitate and automate many of the business processes for government agencies serving law enforcement, military, and intelligence missions.
Summary:
IDEMIA National Security Solutions is seeking to a Systems Administrator Alternates/Service Technicians with an Active Secret Security Clearance to maintain and support highly specialized passport personalization hardware and IT systems to include laser engravers and thermal book printers. These positions reside and operate at the Passport Offices and Agencies for the U.S. State Department through a national system of regional service centers across the U.S.
Your duties and responsibilities include:
JOB REQUIREMENTS AND SKILLS *
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*****Must be a US Citizen, without Dual Citizenship*****
IDEMIA National Security Solutions (NSS) is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other protected characteristics.
Equal Opportunity Employer Statement:
It is the policy of NSS to provide equal employment opportunities to all qualified employees and applicants for employment without regard to race, color, religion, national origin, ancestry, sex, gender identity, age, disability, participation in discrimination complaint-related activities, sexual orientation, genetics, or active military or veteran status, or any other protected characteristic, by either employees or non-employees. This non-discrimination policy applies to all employment procedures, including, but not limited to, recruiting, hiring, placement, promotion, transfer, training, compensation, termination, reduction in force, and all company-sponsored activities.
Affirmative Action Statement:
NSS has adopted an Affirmative Action Plan (“AAP”) and is committed to making a good faith effort toward achieving the objectives of the plan. It is the policy of NSS to base employment decisions on the principles of Equal Employment Opportunity (“EEO”) and to take Affirmative Action in the employment of women, minorities, individuals with disabilities and veterans.
We are an Equal Opportunity/Affirmative Action Employer. We consider applicants without regard to race, color, religion, age, national origin, ancestry, ethnicity, gender, gender identity, gender expression, sexual orientation, marital status, veteran status, disability, genetic information, citizenship status, or membership in any other group protected by federal, state, or local law.
As a government contractor, NSS abides by the following provision:
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of the other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c).