A Digital Military Talent Initiative for Noncitizen Technologists
概括
Competent and innovative technologists are crucial to the future of U.S. national security. But theNational Security Commission on Artificial Intelligence (NSCAI)warns that a digital-talent deficit at the Department of Defense (DOD) represents the greatest impediment to the U.S. military’s effective embrace of emerging technologies (such as artificial intelligence). Absent radical course correction, demographic factors, including aging populations, stand to exacerbate this problem in coming years.
A new Digital Military Talent Initiative could help address the military’s digital-talent gap by providing an expedited path to U.S. citizenship through military service for noncitizen technologists aligned to NSCAI archetypes. Modernization of an already-existing DoD program, coupled with minor tweaks to the National Defense Authorization Act, could infuse digital talent by providing vetted noncitizens a pathway to accelerated naturalization through military service.
挑战和机会
缺乏数字人才威胁着美国军方当前和未来的能力目标，这证明了军方正在进行的无法使用员工网络单位or achieve目标set by the Pentagon’s Chief Data Officer. Global competition for digital talent requires the U.S. to get more creative with recruitment. The Director of the DOD’s Defense Innovation Unit著名的五角大楼为竞争对手的劳动力增加了科学和技术人才的努力“不足”这些领域的收益。
如果当前的努力不足以满足数字需求，那么未来的努力可能必须是巨大的。预测建议the U.S. population is aging, such that fewer working-age persons will be available relative to the broader population in years to come. This trend may have an outsize negative impact on the military’s available talent pool, as the military年轻工人主要填补自己的排名。在私营部门中，凭借军事资格的技术人才更加复杂，在私营部门中，薪酬可能比军队大的数量级。最后，缺乏生活方式的特权和灵活性可能make the military a hard sell,especially for innovative and free-thinking talent.
甚至是将私营部门人才带入军队的最新模式，例如美国数字军和cyber direct-hire authorities, only harness talent from existing U.S. citizens. Proposals for training more government technologists (i.e., by creating a federaldigital service academy）受可能愿意和能够参与的公民人数的限制。
There is a blueprint that may help overcome these challenges. During the Global War on Terror, the U.S. military enlisted over10,000 foreign volunteers通过对国家利益（MAVNI）计划至关重要的军事收购。根据该计划，为一组精选的预筛选非公民提供了获得美国国籍以换取兵役的机会。尽管有不合时宜的终止，这引起了一系列诉讼, MAVNI was widely recognized as a success. However, the program was somewhat limited in scope. Although many MAVNI participants held advanced degrees, the skillsets the program sought were limited to certain foreign languages and medical specialties. Modernizing and expanding MAVNI — with statutory authority commensurate to the realities of modern conflict — may help mitigate digital talent shortages.
现代化和扩展的Mavni也将与NSCAI的推荐为了制定“全面”的立法战略，使“高技能移民可以鼓励更多的人工智能人才学习，工作和留在美国”。我们国家的招募外国数字人才的策略不足导致了领先的公司像Google即使加拿大这样的同伴国家也有呼吁国会援助developed novel, effective policies to support digital immigration。在特朗普政府期间，多伦多成为北美技术领域工作最快的地点。结果很明显：美国军方和美国通常都面临着扩大的技术人才鸿沟，需要开箱即用的思维来解决。
Plan of Action
作者提出了一个由三部分组成的行动计划，以启动国家数字军事人才倡议。第1部分对管理美国军事资格的现有法律进行了少量修改。第2部分涉及通过扩大“对国家利益至关重要”的技能的定义来实现现有的Mavni计划。第3部分涉及与领先的国家安全和网络安全实践一致的现代化Mavni计划进行试行和扩展。下面提供了这些组件中每个组件的更多详细信息。
第1部分：修改有关美国军事资格的现行法律。
美国法规的三个部分应修改。首先，10 U.S.C.§504（b）（2） - 管理既不是美国公民，永久居民，也不是麦克罗尼亚公民，马歇尔群岛或帕劳的人的军事入伍1should be modified to read:
“尽管（1）款，并且遵守第（3）款，但有关秘书可以授权入伍（1）款中未描述的人，如果秘书确定该人具有对国家至关重要的关键技能或专业知识，这对国家至关重要兴趣。”
换句话说，美国法典10§504（b）（2）应通过删除条款（b）进行修改，该条款目前要求入伍者在其“主要日常职责”中使用其引用的“关键技能或专业知识”。这项要求不必要地抑制各级军事指挥官，因为关键技能和专业知识通常包括仅在最大的紧急情况下部署的技能和专业知识。
Second, 10 U.S.C. § 504(b)(3) should be modified to read:
“有关秘书不得授权超过10,000入伍下段(2)/ c的军事部门alendar year until after the Secretary of Defense submits to Congress written notice of the intent of that Secretary concerned to authorize more than 10,000 such入伍在日历年。”
This language increases the enlistment number at which the Secretary of Defense is statutorily obligated to notify Congress and does away with the 30-day waiting period that the Secretary must wait between notifying Congress and proceeding with the enlistment authorization. These modifications are needed to accommodate anticipated recruitment under an expanded MAVNI and help the Secretary to move quickly on leveraging such a talent pool. It should be noted that over14,000个人在第一年，美国陆军试图根据10 U.S.C.§504（b）（2））。
第三，8 U.S.C.§1440（a）应通过添加以下新小节进行修改：
“根据10 U.S.C.§504（b）（2）在军队中处于现役状态，在任何时期内，总统按行政命令指定为美国武装部队或从事非传统军事的时期如果（1）在入伍，重新列入，入伍或入选时，该人应在本节中提供，以准备为实质性的外国威胁做准备的实质性外国威胁，可以归化于本节中。国家，或（2）在入伍或入伍之后的任何时候，应合法接纳美国的永久居留权。”
这种语言增加了总统在某些情况下授权加快归化的权力亚阈值冲突。The included requirement that the President expressly designate such instances via an Executive Order creates political accountability around this authority.
第2部分：现代化国防部现有的Mavni计划通过授权以重要的数字能力的某些审查的非公民入伍。
The Military Acquisitions Vital to the National Interest program authorizes certain noncitizens to enlist if they possess critical skills limited to certain foreign languages and medical specialties. As the demands of modern conflict have adjusted at the speed of technological advancement, so too should the way the U.S. staffs its military. The DOD should expand the MAVNI program to include skills aligned to theNSCAI的数字原型, the President’s recent行政命令关于改善国家的网络安全和《 2022财年国防授权法》。国防部还应验证关键假设以确认飞行员的可行性，包括：
- 兵役软件工厂的需求，以及追求数字化转型的运营单位和企业计划。
- 能够利用能够在零信任环境中制定和运输代码的非公民技术人员。
- Needs related to specific tech applications that can be developed with minimal risk and have potential for significant impact.
第3部分：试点和扩展现代化的Mavni计划，以增加招聘人数并增加对军事服务任务的影响。
DOD应根据需要使用以下步骤进行扩展：
- 确定在联合服务中对数字人才的总需求，以满足运营和机构要求。
- 为招募数字人才定义入伍途径。例如，新兵可能首先进入非分类的军事职业专业 - 无论是未知的数字人才还是传统专业的独特专业。归化后，新兵可以a）转移到信息技术/网络，网络和电子战中现有的应征作用，b）进入潜在的新数字特殊角色，或c）委托作为逮捕令或官员。
- 与DOD零信任原则和体系结构要求保持一致的MAVNI计划基础架构。
- Develop professional-development and career pathways that incentivize recruited digital talent to remain engaged with the military requirements and to communicate about their experiences and successes.
- 收集计划校友和参与者的反馈，包括招聘，保留，培训，激励措施，社区建设，多样性和包容性的反馈
Conclusion
国防部目前的数字缺陷可能会发展为存在脆弱性，而无需进行重大课程校正。国防部可以通过综合数字军事人才计划开始解决这些缺陷。这样的倡议应包括三个部分：（1）修改有关应征资格的现行法律；（2）扩大认为“对国家利益至关重要”的技能的定义；（3）试行和扩展MAVNI计划，以与领先的国家安全和网络安全实践保持一致，以招募军事技术人才。这些行动将大大发展美国军方合格的数字人才库，从而使其能够更好地在未来的亚阈值和武装冲突中竞争。
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