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ISC2 CSSLP : Certified Secure Software Lifecycle Professional Exam

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Test Number : CSSLP
Test Name : Certified Secure Software Lifecycle Professional
Vendor Name : ISC2
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CSSLP test Format | CSSLP Course Contents | CSSLP Course Outline | CSSLP test Syllabus | CSSLP test Objectives


Exam Title : ISC2 Certified Secure Software Lifecycle Professional (CSSLP)
Exam ID : CSSLP
Exam Duration : 240 mins
Questions in test : 175
Passing Score : 700/1000
Exam Center : Pearson VUE
Real Questions : ISC2 CSSLP Real Questions
VCE Practice Test : ISC2 CSSLP Certification VCE Practice Test

The Official (ISC) CSSLP training provides a comprehensive review of the knowledge required to incorporate security practices authentication, authorization and auditing into each phase of the Software Development Lifecycle (SDLC), from software design and implementation to testing and deployment. This training course will help students review and refresh their knowledge and identify areas they need to study for the CSSLP exam.

Domain 1: Secure Software Concepts
Domain 2: Secure Software Requirements
Domain 3: Secure Software Design
Domain 4: Secure Software Implementation/Programming
Domain 5: Secure Software Testing
Domain 6: Secure Lifecycle Management
Domain 7: Software Deployment, Operations and Maintenance
Domain 8: Supply Chain and Software Acquisition

Identify the software methodologies needed to develop software that is secure and resilient to attacks.
Incorporate security requirements in the development of software to produce software that is reliable, resilient and recoverable.
Understand how to ensure that software security requirements are included in the design of the software, gain knowledge of secure design principles and processes, and gain exposure to different architectures and technologies for securing software.
Understand the importance of programming concepts that can effectively protect software from vulnerabilities. Learners will touch on subjects such as software coding vulnerabilities, defensive coding techniques and processes, code analysis and protection, and environmental security considerations that should be factored into software.
Address issues pertaining to proper testing of software for security, including the overall strategies and plans. Learners will gain an understanding of the different types of functional and security testing that should be performed, the criteria for testing, concepts related to impact assessment and corrective actions, and the test data lifecycle.
Understand the requirements for software acceptance, paying specific attention to compliance, quality, functionality and assurance. Participants will learn about pre- and post-release validation requirements as well as pre-deployment criteria.
Understand the deployment, operations, maintenance and disposal of software from a secure perspective. This is achieved by identifying processes during installation and deployment, operations and maintenance, and disposal that can affect the ability of the software to remain reliable, resilient and recoverable in its prescribed manner.
Understand how to perform effective assessments on an organizations cyber-supply chain, and describe how security applies to the supply chain and software acquisition process. Learners will understand the importance of provider sourcing and being able to validate vendor integrity, from third-party vendors to complete outsourcing. Finally, learners will understand how to manage risk through the adoption of standards and best practices for proper development and testing across the entire lifecycle of products.



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ISC2 Study Guide

Federal businesses Are Lagging in Addressing physical and Psychological Violence in the place of work | CSSLP Test Prep and test dumps

The U.S. workplace of Personnel administration (OPM) issued information about planning for physical and psychological violence within the office to federal agencies this in 1998, however I actually have questions if these organizations have done the rest to agree to the information within the 16 years when you consider that it turned into launched.

So, earlier this 12 months, I wrote to Katherine Archuleta, the director of OPM. To enhance my probabilities of getting a response, I despatched my letter throughout the workplace of my congressman, Rep. Chris Van Hollen (D, Md.). Federal groups pay attention to letters from contributors of Congress.

I requested OPM right here questions:

1. Which cupboard-level departments have departmental written office violence classes? OPM's 1998 e-book on office violence advised businesses to advance such written programs. And amongst these classes, which are purchasable on the internet to the conventional public?

2. Which cabinet-degree departments have addressed place of work psychological violence – often called bullying – either in departmental written office violence classes or in separate anti-bullying programs? And amongst these, which are accessible on the web to the accepted public? (as an instance, the appendix to USDOL's place of work violence program defines what constitutes “psychological intimidation and harassment.”)

3. Which, if any, cupboard-stage departments have revised their departmental, written place of work violence classes to be in keeping with the new information within the Interagency safety Committee's April 2013 publication, "Violence within the Federal workplace: A e book for Prevention and Response?"

four. as the federal government’s knowledgeable on labor-administration relations, has OPM issued any advice in any kind on how federal companies may still deal with non-actual abuse in the last yr? The ISC ebook very evidently covers “non-physical violence,” including psychological and emotional abuse; the forms of issues I expect most often would be addressed by using unions and human resources workplaces.Has the office launched the sort of tips in the past three years? in that case, I requested that OPM please supply copies of the guidance.

on the conclusion of my questions, I made a guideline. I entreated OPM to encourage businesses to put their anti-bullying courses on their public net websites. I knew there have been some un-released courses that can be constructive fashions for departments that had yet to boost them. (after I requested them, a couple of departments sent me their un-launched courses.)

solutions to the Questions

a few months later, in August 2014, I received a letter from Angela Kouters, director of congressional, legislative and intergovernmental affairs on the office of Personnel administration. In her letter, Kouters wrote the following:

“OPM does not have a latest listing of corporations that have workplace violence courses; however, their 1998 counsel on place of work violence entreated all organizations to Strengthen written place of work violence programs. in addition, the 2013 Violence within the Federal workplace: A ebook to Prevention and Response, extra encouraged agencies to update their programs.”

OPM urged businesses to increase written workplace violence programs in 1998. Yet, sixteen years later in 2014, OPM didn't be aware of no matter if corporations had adopted its tips. in response to my own research, as of August 2013, most effective eight cabinet-stage departments had a workplace violence program (I included EPA).

Kouters didn't respond to the three other questions I sent to OPM. So, i'm left to infer that:

  • OPM does not be aware of which departments have anti-bullying programs;
  • OPM doesn't be aware of even if any departments have up-to-date their place of work violence courses to be in keeping with the April 2013 Interagency safety Committee (ISC) e-book; and
  • OPM has not issued any tips on how agencies should still take care of psychological-emotional abuse--known as “non-physical violence” within the ISC ebook.
  • office physical violence is a well-known, habitual problem for federal health care workers. It is also a particular issue for corrections officers (and their contractors), and for the border patrol, amongst others. genuine violence is unusual in federal workplace settings, but it frequently is an issue for federal people out within the container.

    office psychological violence is an issue for a component of federal worker's all over the place. It hurts employees and the govt since it chases away ability and erodes productiveness. Many articles stated that managers bullied and intimidated team of workers to conceal the scandalous disasters of the department of Veterans Affairs to provide well timed fitness take care of carrier men and ladies. this is now not just a depend of harm feelings. here's a count of lifestyles and dying for the veterans who're being served by that branch.

    Some place of work psychological violence results in mental disorder. Such situations are OSHA recordable if the sufferer voluntarily offers a letter from his/her doctor that the ailment is figure-linked. HR team of workers often are unaware of this provision. Logically, then, it follows that they don’t checklist those instances.

    When businesses don't examine to peer whether their policies are being applied and adopted, they do not know even if any additional action is needed. That is simply as authentic for the federal organizations because it is on your enterprise.

    For that rationale, I entreated OPM to compile and publish information about office violence and anti-bullying courses for – not less than – the cabinet-level departments and large, free-standing corporations. If OPM posted which departments have these courses and which do not, it could inspire the laggards to handle the issues.

    if you don’t investigate, you don’t understand. Isn’t that why they do security inspections?

    Edward Stern served the U.S. department of Labor for forty+ years as a senior economist and policy/program analyst. He developed regulations, analyzed enforcement recommendations and innovated strategies of compliance counsel. For the remaining 27 years, in OSHA, he examined health and protection hazards and regulatory feasibility. He additionally led teams of scientists, IH’s, engineers, medical doctors, nurses, systems analysts and attorneys from the department of Labor and the public sector to boost interactive, diagnostic “knowledgeable Advisors” to answer which, no matter if and how OSHA rules applied to cases. DOL adopted this strategy for a lot of different labor legislation considerations. He presented a study on bullying at the Labor and Employment members of the family affiliation annual conference in 2007. He wrote the workplace bullying and psychological aggression chapter of “Halt the Violence” (e-book, Amazon). he's a researcher and advisor on workplace bullying to administration and labor, and an accredited, professional witness on bullying in arbitration circumstances. As a retired fed, he represents AFGE local 12 on the USDOL workplace Violence Committee. He will also be reached at edwardxa12@hotmail.com.


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