Both CIO-SP3 and DISA Encore III represent massive federal contracting opportunities for cybersecurity professionals, but they cater to different career paths. Here’s what you need to know:
- CIO-SP3: A $20B Government-Wide Acquisition Contract (GWAC) supporting all federal agencies. It offers diverse roles across 10 task areas, 137 labor categories, and has a high job retention rate (70–80%). Pay rates for roles like CISOs range from $100–$188/hour. It’s a great fit if you want broad agency exposure and long-term stability.
- DISA Encore III: A $17.5B contract focused exclusively on the DoD and Intelligence Community. It features 19 specialized performance areas and positions that often pay 5–15% more than similar federal roles (e.g., cybersecurity engineers average $156,844/year). Expect on-site work at secure locations like Fort Meade or Scott AFB, ideal for those seeking to specialize in defense-related cybersecurity.
Key Differences:
- Scope: CIO-SP3 spans civilian agencies, while Encore III is defense-focused.
- Pay: Encore III offers higher salaries but requires specialized clearances.
- Stability: CIO-SP3 has higher recompete retention rates, offering more job security.
- Work Style: CIO-SP3 often allows remote work; Encore III typically requires on-site presence.
Quick Comparison:
| Factor | CIO-SP3 | DISA Encore III |
|---|---|---|
| Total Value | $20B ceiling per contractor | $17.5B total contract |
| Duration | Through April 2026 | Through March 2028 |
| Contractors | 189 total (89 large, 100 small) | 40 total (20 large, 20 small) |
| Task Areas | 10 areas, 137 labor categories | 19 specialized performance areas |
| Client Base | All federal agencies | DoD and Intelligence Community |
| Pay | Standard federal rates | 5–15% salary premium |
| Retention Rate | 70–80% recompete retention | Only 3 incumbents retained |
Your choice depends on your career goals: CIO-SP3 is better for diversity and stability, while Encore III is ideal for defense specialization and higher pay. Both offer strong growth potential in the $37B federal cybersecurity market.
CIO-SP3 Cybersecurity Positions: Contract Details and Career Options
Contract Details and Numbers
CIO-SP3 is a Government-Wide Acquisition Contract (GWAC) overseen by the National Institutes of Health Information Technology Acquisition and Assessment Center (NITAAC). This contract involves 189 contractors, split between 89 large businesses and 100 small businesses, with a collective ceiling of $20 billion per contractor [Source: NIH NITAAC].
The contract includes 137 labor categories (LCATs) across 10 task areas. These areas cover services like IT support for biomedical research, CIO support, IT operations and maintenance, integration services, and critical infrastructure protection [Source: NIH NITAAC]. To keep costs manageable, a 0.65% contract access fee is applied, with a maximum cap of $150,000 per task order [Source: NIH NITAAC]. With an extension running through April 29, 2026, and task orders available through fiscal year 2031, CIO-SP3 provides a solid foundation for long-term cybersecurity projects [Source: NIH NITAAC].
Pay Rates and Top Contractors
The framework of CIO-SP3 has created an environment with competitive pay rates and the involvement of leading contractors. For cybersecurity roles, positions like Chief Information Security Officer (CISO) offer hourly rates ranging from $100 to $188 [Source: Apprio]. Major contractors participating in CIO-SP3 include Guidehouse, IBM, Leidos, and Peraton, all of which contribute to various federal cybersecurity efforts [Source: NIH NITAAC Contract Holders].
These contractors often manage high-profile projects, such as IT infrastructure engineering, cybersecurity operations, digital transformation initiatives, and critical infrastructure protection. For cybersecurity professionals, working with these companies not only means access to cutting-edge projects but also clearer opportunities for career growth. The financial and operational stability of these contracts further supports long-term career development.
Career Advancement and Job Security
One of the standout features of CIO-SP3 is its job stability, with a recompete retention rate of 70–80%, ensuring continuity for most professionals even when contracts transition [Source: Federal News Network]. This stability, paired with extensive agency access, allows professionals to advance from entry-level roles to senior positions, such as cybersecurity analysts and CISOs [Source: NIH NITAAC].
Placements under CIO-SP3 span a wide range of federal agencies, including the Department of Health and Human Services and the National Institutes of Health [Source: NIH NITAAC]. These opportunities expose professionals to diverse challenges, helping them build expertise and strengthen their long-term career prospects.
DISA Encore III: DoD Focus and Pay Structure
Contract Size and Organization
DISA Encore III is a massive contract with a $17.5 billion total ceiling and participation from 40 contractors, evenly split between 20 large businesses and 20 small businesses [Source: Washington Technology]. Covering 19 specialized performance areas such as network operations and cyber defense, the contract encourages competition and specialization [Source: GovCon Wire].
Running through March 2028, Encore III offers a clear timeline for career planning [Source: Washington Technology]. Task orders are awarded using the Lowest Price Technically Acceptable (LPTA) evaluation process, which balances cost efficiency with meeting technical standards [Source: C4ISRNet]. This approach reflects the Department of Defense’s (DoD) focus on delivering high-quality work while managing costs.
Interestingly, only three Encore II incumbents were retained as prime contractors under Encore III [Source: Washington Technology]. This shift underscores the competitive nature of the contract and opens the door for new teams and innovative approaches.
Main Contractors and Requirements
Prominent companies like Booz Allen Hamilton, CACI, Leidos, and General Dynamics Information Technology (GDIT) lead as prime contractors on Encore III [Source: Washington Technology]. These firms bring extensive experience in handling large-scale cybersecurity and IT modernization projects for both the DoD and intelligence community.
All contractors are required to meet CMMI Level 3 certification, a standard that ensures robust process management and quality assurance [Source: CACI]. For cybersecurity professionals, this means working in structured environments that emphasize consistency and professional development.
Key work locations include Fort Meade in Maryland, Scott Air Force Base in Illinois, and MacDill Air Force Base in Florida [Source: DISA Field Commands]. These sites are central to U.S. cyber operations and intelligence initiatives, offering professionals a chance to engage with advanced technologies and high-stakes projects rarely encountered in civilian roles.
Pay Rates and DoD Career Track
Encore III positions come with a 5-15% salary premium compared to similar federal roles [Source: Glassdoor]. For example, the average salary for a cybersecurity engineer under this contract is approximately $156,844 annually [Source: Industry analysis]. This reflects the specialized skills and clearances required for DoD and intelligence community work.
Even with the LPTA process, which can put downward pressure on labor costs, the demand for highly skilled, cleared professionals helps maintain competitive salaries. Working on Encore III provides exposure to classified systems, advanced threat detection, and national security applications – skills that consistently command higher pay in the job market.
The career trajectory within the DoD offers unique opportunities. Many professionals transition from roles on Encore III to senior positions like Cybersecurity Program Manager or Chief Information Security Officer (CISO) within defense contractors or government agencies. The experience gained on these projects often serves as a stepping stone to leadership roles in national security, cyber policy, and cutting-edge technical fields that civilian jobs typically cannot match.
CIO-SP3 vs DISA Encore III: Direct Comparison
Side-by-Side Contract Comparison
Understanding the differences between these contract vehicles is essential for cybersecurity professionals navigating career decisions. Each contract serves distinct markets and offers unique benefits depending on your goals and professional preferences.
| Factor | CIO-SP3<br>[Source: NIH NITAAC] | DISA Encore III<br>[Source: Washington Technology / GovCon Wire] |
|---|---|---|
| Total Value | $20B ceiling per contractor | $17.5B total contract |
| Duration | Extended to April 29, 2026 | Through March 2028 |
| Contractors | 189 total (89 large, 100 small) | 40 total (20 large, 20 small) |
| Task Areas | 10 broad areas, 137 labor categories | 19 specialized performance areas |
| Client Base | All federal agencies | DoD and Intelligence Community only |
| Fee Structure | 0.65% capped at $150K | Evaluated via LPTA |
| Salary Premium | Standard federal rates | 5–15% above comparable roles [Source: Glassdoor] |
| Retention Rate | 70–80% recompete retention | Retained only 3 Encore II incumbents |
CIO-SP3 provides broad access to federal agencies, including the Department of Health and Human Services, NASA, and the Department of Homeland Security. This wide scope makes it attractive for professionals seeking diverse experiences across civilian sectors. On the other hand, DISA Encore III focuses on defense and intelligence work. With 19 specialized performance areas, it’s an ideal choice for those looking to deepen their expertise in advanced cybersecurity operations. Contractors often work at critical sites like Fort Meade, Scott AFB, and MacDill AFB, contributing to national security efforts. The average salary for a cybersecurity engineer under this vehicle is $156,844, reflecting the premium for these roles [Source: Industry analysis].
Next, let’s explore how policy changes and market trends are shaping opportunities under these contracts.
Policy Changes and Market Effects
Beyond the static features of these contracts, evolving policies and market trends significantly impact the opportunities they offer. For instance, telework policies set to change in January 2025 will have differing effects. Many CIO-SP3 roles accommodate remote work, aligning with the flexibility typically found in civilian agencies. Conversely, Encore III positions often require on-site work due to the classified nature of their operations.
Clearance reciprocity rates, which currently hover around 86–87%, add another layer of complexity, particularly for professionals transitioning between the Department of Defense (DoD) and civilian agencies like the Department of Homeland Security [Source: Federal News Network; Government Executive]. This can make career moves between these sectors more challenging.
The delay of CIO-SP4 until April 2026 [Source: FedScoop] has created a unique dynamic. While existing CIO-SP3 contractors benefit from extended task orders, providing job stability, it also slows the pace of new opportunities. In contrast, Encore III’s timeline through March 2028 offers a more predictable path for career planning.
Additionally, IT consolidation efforts initiated during the Trump administration [Source: The Register] continue to influence funding and agency structures. With CIO-SP3 boasting a 70–80% recompete retention rate and Encore III retaining only three incumbents from its predecessor, choosing the right contract vehicle can be a pivotal decision for long-term career growth.
How to Find and Evaluate Opportunities
Spotting CIO-SP3 and Encore III Jobs
Building on earlier discussions about contracts and career paths, let’s dive into how to identify and assess the right opportunities. For CIO-SP3 positions, keep an eye out for contract identifiers like NITAAC, e-GOS, or contract numbers starting with HHSN316. These jobs often reference the CIO-SP3 GWAC or mention the National Institutes of Health (NIH) Information Technology Acquisition and Assessment Center as the contract sponsor [Source: NIH NITAAC].
Additional clues include the NAICS code 541512, mentions of the $20 billion contract ceiling, and a performance period extending to April 29, 2026. Positions frequently come from agencies like HHS, CISA, and the Justice Department, often with unique contract identifiers tied to prime contractors.
For Encore III roles, look for contract prefixes such as DITCO, JIE, or HC1028. Job postings typically mention the Defense Information Systems Agency (DISA), work locations like Fort Meade, Scott AFB, or MacDill, and requirements like CMMI Level 3 certification [Source: CACI]. These positions are tied to a $17.5 billion ceiling and run through March 2028, focusing solely on DoD and Intelligence Community work [Source: Washington Technology; GovCon Wire].
Prime contractors for Encore III include companies like Booz Allen, CACI, Leidos, and GDIT. If you see job descriptions mentioning these firms, it’s a strong indicator of defense-focused cybersecurity roles. The specialized nature of Encore III means postings often highlight 19 performance areas and mission-critical IT needs. Knowing these details can help you identify potential red flags in job listings.
Warning Signs to Avoid
Certain warning signs can indicate that an opportunity may not be worth pursuing. One major red flag is unclear prime/subcontractor relationships. Legitimate employers should clearly explain whether they’re the prime contractor or a subcontractor, as well as how their team is structured.
High turnover rates can also signal instability. During interviews, ask about the average tenure of team members to gauge the work environment. Short task orders under 12 months pose another risk, as they often suggest funding issues, rushed procurement, or poorly defined project scopes.
Other warning signs include vague job postings that don’t specify the contract vehicle, employers unable to clarify their role in the contract hierarchy, and inconsistent contract details compared to official government sources. To verify legitimacy, cross-check contract numbers on NITAAC and DISA websites. Recognizing these red flags can help you make informed decisions and avoid career setbacks.
Career Planning and Job Search Tools
Platforms like Cleared Cyber Security Jobs allow you to search by contract vehicle, labor category (LCAT), and clearance level, making it easier to find roles that match your qualifications. Setting up job alerts with keywords like "CIO-SP3", "Encore III", "NITAAC", or "DITCO" ensures you’re notified about relevant opportunities.
NITAAC’s e-GOS system and DISA’s procurement sites are valuable resources for checking active task orders and contract holders. These platforms also provide labor rates and LCAT codes, which can help you benchmark compensation [Source: NIH NITAAC].
Networking with current contract holders can offer valuable insights into work environments and upcoming opportunities. Attend industry events and professional association meetings to hear from major contractors about their company culture and project priorities.
Stay ahead of federal priorities by targeting roles that mention Zero Trust architecture, AI/ML integration, or cloud migration. Certifications like CISSP, CCSP, or vendor-specific credentials can help you build skills in these areas.
Finally, keep in mind that telework policies will shift in January 2025. CIO-SP3 roles often allow remote work, reflecting civilian agency flexibility, while Encore III positions typically require on-site presence due to classified operations. Be sure to clarify telework options with potential employers and weigh how they’ll affect your work-life balance when considering a position.
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Future Changes and New Opportunities
CIO-SP4 Delays and Contract Changes
The CIO-SP4 contract has been pushed back to April 2026 due to over 350 contractor protests, according to FedScoop. This delay extends the lifespan of CIO-SP3 roles, while the General Services Administration‘s (GSA) GWAC consolidation continues to reshape the federal contracting landscape [1]. Adding to the complexity, IT consolidation policies are further complicating federal procurement processes [2]. Meanwhile, the Encore III recompete is expected to begin around 2026–2027, with only three incumbents from Encore II retained so far [3]. This signals a likely shake-up in contractor participation, opening the door for new players and opportunities in the competition. These evolving dynamics are paving the way for fresh contracting vehicles, creating diverse career paths for professionals in the field.
Other Contract Options
In addition to CIO-SP3 and Encore III, several new contracting vehicles are offering opportunities for cleared cybersecurity professionals. For instance, the 8(a) STARS III vehicle has generated $6 billion in task orders since its launch in 2021, highlighting the government’s strong demand for small business cybersecurity services [4]. This platform is particularly attractive for professionals interested in working with smaller, emerging businesses or those aiming for leadership roles in such organizations.
Polaris, set to launch in January 2025 with 102 contractors, is another promising option for cleared professionals [5]. Similarly, GSA vehicles like OASIS+ continue to award cybersecurity task orders. While these contracts may not match the volume of larger vehicles, they serve as valuable stepping stones for professionals looking to build clearance levels or transition between civilian and defense roles.
FY2025 IT Budget and Cybersecurity Focus
Amid these shifts, the federal government’s FY2025 IT budget highlights its strong commitment to cybersecurity. Out of the $75–76 billion allocated for IT spending, approximately $13 billion is dedicated to cybersecurity initiatives [6]. This funding reflects the increasing focus on cyber defense and the implementation of Zero Trust architecture across federal agencies. Contractors working on CIO-SP3 task orders or Department of Defense (DoD) positions under Encore III are seeing heightened demand for skills in Zero Trust, artificial intelligence, machine learning, and cloud security.
The ongoing push for cloud security modernization, as agencies transition legacy systems to secure cloud environments, is also creating new opportunities. Professionals with certifications like CCSP or credentials in platforms such as AWS, Azure, and Google Cloud are particularly well-positioned to stand out in this competitive marketplace.
How to Choose the Right Contract Vehicle
Decision-Making Steps
Deciding between CIO-SP3 and DISA Encore III boils down to four key factors: contract stability, agency diversity, compensation, and clearance mobility. Let’s break these down.
First, think about contract stability. CIO-SP3 offers a longer timeline and higher recompete retention rates, which means more job security and consistent opportunities to grow within established teams. In contrast, Encore III retained only three incumbents from its previous version, making it less stable by comparison [Source: Washington Technology]. This difference can significantly impact your ability to build lasting professional relationships.
Next, consider the variety of agencies involved. CIO-SP3 supports all federal agencies, giving you exposure to a wide range of missions, including health IT and cybersecurity modernization. On the other hand, Encore III focuses exclusively on the Department of Defense (DoD) and Intelligence Community, which can help you specialize in defense-specific technologies and cleared contractor roles [Source: GovCon Wire]. Your choice here will shape whether you gain broad experience or develop niche expertise.
Compensation is another factor. Encore III jobs tend to pay 5–15% more, with cybersecurity engineers earning an average of $156,844 [Source: Glassdoor]. However, CIO-SP3’s broader scope could lead to higher long-term earning potential through diverse skill-building and leadership opportunities across multiple agencies.
Finally, think about clearance mobility. While clearance reciprocity is 86–87% between most federal agencies [Source: Federal News Network], moving from DoD roles on Encore III to civilian agency roles under CIO-SP3 can be tricky due to different clearance requirements [Source: Government Executive]. Understanding these challenges will help you navigate transitions more effectively.
30-60-90 Day Action Plan
To position yourself for success, follow this structured 30-60-90 day plan.
First 30 Days: Start by identifying relevant contract identifiers. For CIO-SP3, look for NITAAC, e-GOS, and HHSN316. For Encore III, focus on DITCO, JIE, and HC1028. Update your resume with LCAT codes that align with your skills, such as "Information Assurance Engineer" or "Cybersecurity Analyst." Research job postings to pinpoint high-demand skills like Zero Trust architecture, AI/ML applications, and cloud security certifications.
Days 31–60: Shift your focus to networking and skill development. For CIO-SP3, connect with professionals at leading contractors like Guidehouse, IBM, Leidos, and Peraton [Source: NIH NITAAC Contract Holders]. For Encore III, network with individuals at prime contractors such as Booz Allen, CACI, and GDIT [Source: Washington Technology]. Attend industry events and pursue training in areas like Zero Trust, AI/ML, and cloud security. Keep an eye on telework policy updates for January 2025, as these could affect remote work flexibility, especially for DoD/IC roles requiring on-site presence at locations like Fort Meade or Scott AFB [Source: DISA Field Commands].
Final 30 Days: Start applying for roles, highlighting your expertise in specific contract vehicles. Watch for red flags like vague prime/subcontractor relationships, high turnover rates, or task orders lasting less than 12 months. Prepare for interviews by diving into the unique requirements of each contract vehicle. Stay updated on upcoming changes, such as CIO-SP4 delays or Encore III recompete timelines. Also, explore alternatives like the Polaris vehicle, launching in January 2025 with 102 contractors [Source: Washington Technology], or the 8(a) STARS III vehicle, which has generated $6 billion in task orders since 2021 [Source: GSA].
How to get into Govtech: Contracts, Clearances, and Certs
FAQs
What are the career advantages of choosing CIO-SP3 over DISA Encore III for cybersecurity professionals?
For cybersecurity professionals, CIO-SP3 offers a wealth of career opportunities, especially when it comes to stability and variety. With a strong recompete retention rate of 70-80% and projects across numerous civilian agencies, it creates a dependable path for long-term career development. Plus, the contract emphasizes skill-building in cutting-edge areas like Zero Trust, AI/ML, and cloud initiatives – all essential for staying ahead in the ever-changing cybersecurity field.
On the other hand, DISA Encore III is more focused on Department of Defense (DoD) and Intelligence Community (IC) projects. While these roles often come with higher initial pay, they tend to lack the same level of stability and don’t provide as much exposure to civilian agency work. For those aiming for a well-rounded career with diverse experiences and leadership potential, CIO-SP3 often stands out as the smarter choice.
How does job security under CIO-SP3 compare to DISA Encore III for cybersecurity professionals?
CIO-SP3 stands out for offering strong job security and stability, thanks to its impressive 70-80% recompete retention rate and task order extensions running through FY2031. This makes it a solid choice for professionals looking for long-term roles within a variety of civilian agencies that benefit from steady funding.
On the other hand, DISA Encore III is tailored specifically to DoD and Intelligence Community (IC) projects, which can come with more uncertainty. Only three incumbents were retained from Encore II, and with a recompete slated for 2026-2027, positions under Encore III carry greater turnover risks. While Encore III might provide competitive pay, CIO-SP3 offers a more dependable career option for those who value stability.
What should I consider when choosing between cybersecurity careers in civilian agencies and defense or intelligence roles?
When deciding between cybersecurity careers in civilian agencies and roles in defense or intelligence, it’s important to weigh the nature of the work, growth potential, and your future aspirations.
Civilian agencies offer stability and a wide array of opportunities at federal, state, and local levels. These positions often deal with diverse missions, operate under civilian leadership, and typically have less stringent clearance requirements. If you’re looking for variety and a chance to make an impact across multiple industries, these roles might be a great fit.
Defense and intelligence roles, such as those within the Department of Defense (DoD) or the Intelligence Community (IC), focus heavily on national security and mission-critical tasks. These positions often require handling classified information, involve specialized technical work, and demand higher security clearances. They’re ideal for individuals who thrive in high-pressure environments and are driven by the goal of protecting national interests.
Ultimately, your decision should align with your preferred work environment, clearance eligibility, and career ambitions. Consider whether you’re drawn to the stability and diversity of civilian roles or the specialized, high-stakes challenges of defense and intelligence work.
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