INFORMATION SHARING LETTER

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90M00551R002001250025-4
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 14
• Document Creation Date: December 23, 2016
• Document Release Date: April 23, 2013
• Sequence Number: 25
• Publication Date: September 12, 1988
• Content Type: MEMO

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DEPARTMENT OF THE AIR- FORCE
HEADQUARTERS UNITED STATES AIR FORCE
WASHINGTON, D.C. 20330
12 Sep 1988
REP.V TO }
A'~1' OF: I11F'
sus~ECT: Information Sharing Letter
T? SIOS (SEE DISTRIBUTI~)
1. Our effort to "keep you in the loop" on force management issues continues.
Attached are several information items--some topics are new, some are
updates=-but all are intended to keep you informed on what's happening in
AF/I NF .
2. c~,e have two nea: officers in the Directorate of Force Management.
Lt Col Tom King, the Air National. Guard Advisor to the ACS/I, recently
transferred from AF/INX to AF/INF. As we continue to expand our scope of
force management-areas of interest,. we are pleased to have Lt Col King join us.
~~7e also have a new Chief of the Training and Education Division.
Lt Col Jim Willis is replacing Maj Dana Downey who has performed superbly as
the acting division chief for the past eight months. Fortunately, Maj Downey
is-not leaving--she will continue in AF/INFP as the Training Branch Chief.
Lt Col Willis brings tremendous experience with him to help us work training
and education issues, and we feel fortunate to have him with us.
3. As always, if any of the information items should prompt questions, please
call me, AV 354-1674, or the action officer identified in the item.' Thanks
for your interest.,-
RONALD f,. MELVIN, Colonel, USAr 1 Atch
Director, Force Management INF Information Items
ACS/Intelligence
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DISTRIBUTION
HQ AAC/IN, Elmendorf AFB AK 99506-5001
HQ AFCC/IN, Scott AFB IL 62225-6001.
HQ AFISC/IGRI, Norton AFB CA 92409-7001
HQ AFLC/IN, Wright Patterson AFB OH 45433-5001
HQ AFMPC/DPMRSNS, Randolph AFB TX 78150-6001
HQ AFRES/IN, Robins AFB GA 31098-5000
HQ AFSC/IN, Andrews AFB MD 20334-5000
HQ AFSPACECOM/IN-Stop 7, Colorado Springs CO 80914-5001
HQ AT'C/TTOI, Randolph AFB TX 78150-5001
HQ AU/CAI, Maxwell AFB AL 36112-5001
HQ AU/IN, P9axwe1l AFB AL 36112-5001
HQ ESC/CC, Kelly AFB TX 78243-5000
HQ ESC/CV, Kelly AFB TX 78243-5000
HQ ESD/IC, Bedford MA 01730
HQ FTD/CC, Wright Patterson AFB OH 45433-5001
HQ MAC/IN, Scott AFB IL 62225-5001
HQ PACAF/I?~?, Hickam AFB HI 96853-5001
HQ SAC/IN, Offutt AFB NE 68113-5001
HQ TAC/IN, Langley AFB VA 23665-5001
HQ USAFE/IN, APO New York 09094-5001
GTTC/CC, Goodfellow AFB TX 76908-5000
3480 TTW/CC, Goodfellow AFB TX 76908-5000
CFC/C-2, APO San Francisco 96301-0010
DIA/DR, Washington DC 20301-6111
DIA/VP, Washington DC 20340-6545
DMA/DR, Washington DC 20305-6111
ICS/DR, Washington DC 20090-0828
JSTPS/JL, Offutt AFB NE 68113-5001
MA to ACS/I
MA to DACS/I
NORAD/NCI, Peterson AFB CO 80914-5601
NSA/K GP, Ft Meade MD 20755-5000
SAF/OS, Washington DC 20330-1000
SHAPE/J-2, APO New York 09055-5280
USCENTCOM/CCJ2, MacDill AFB FL 33608-7001
USCINCEUR/J-2, APO New York 09128-4209
USCINCPAC/J-2, Camp H. M. Smith HI 96861-5025
USCINCSO/J-2, APO Miami 34003-5000
USSOCOM/J-2, MacDill AFB FL 33608-6001
USSPACECOM/J-2 Peterson AFB CO 80914-5001
INTERNAL DISTRIBUTION
HQ USAF/IN HQ USAF/INU AFIA/RM AFIA/INK
HQ USAF/INJ HQ USAF/INX AFIA/IND AFIA/INO
HQ USAF/INS AFIA/GC AFIA/INH AFIA/RE
HQ USAF/INT AFIA/IA AFIA/INI AFSAC/CC
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ASSISTANT CHIEF OF STAFF, INTELLIGENCE
FORCE MANAGEMENT DIRECTORATE
INFORMATION ITEMS
SUBJECT
PAG E
AIR NATIONAL GUARD ADVISOR. .
1
NEj4 CHIEF, INTELLIGENCE TRAINING AND EDUCATION DIVISION
1
AIR FORCE INTELLIGENCE FORCE DEVELOPMENT PLAN
2
OFFICER PROFESSIONAL DEVELOPMENT.
3
AFR 36-23 REVISION.
4
FOREIGN LANGUAGE SUPPORT TO THE STRATEGIC ARMS REDUCTION TALKS
4
FOREIGN LANGUAGE PROFICIENCY PAY UPDATE
5
AIR FORCE INTELLIGENCE RESERVE LANGUAGE TEAM PROGRAM.
6
ADVANCES IN JOINT SPACE INTELLIGENCE TRAINING
6
TECHNICAL TRAINING SYSTEM ACQUISITION UPDATE.
7
STUDY OF INTELLIGENCE PERSONNEL SYSTEMS UPDATE.
8
DOD INTELLIGENCE CAREER DEVELOPMENT PROGRAM MANUAL.
8
ENLISTED INTELLIGENCE PROMOTIONS.
9
SELECTIVE REENLISTMENT BONUS PROGRAM CHANGES.
10
SENIOR ENLISTED INTELLIGENCE PROGRAM.
11
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AIR NATIONAL GUARD (ANG) ADVISOR
In Jan 88, the Assistant Chief of Staff, Intelligence, and the
Director, Air National Guard, signed a Memorandum of Agreement
updating the support responsibilities of both parties for the position
of ANG Advisor to the P.CS/I. As part of our total force approach to
intelligence force management, the ANG Advisor now works. in the Force
Management Directorate.
The current ANG Advisor, Lt Col Tom King, advises the ACS/I and his
staff on all matters related to the management and utilization of ANG
intelligence personnel. He also represents the ANG Director as the
Senior Intelligence Officer and serves as the ANG liaison to
intelligence activities of the MAJCOMs, SOAs, and national-level
intelligence agencies.
Current issues for the ANG Advisor fall into two categories:
1) funding and filling existing manpower authorizations and
2) upgrading authorized positions to bring them in line with MAJCOM
and unit tasking. Funding is key to manning of C-130 TAC airlift
squadron intelligence authorizations; growth and training of the
169 Electronic Security Squadron, Salt Lake City, UT, through FY-90;
and providing full-time intelligence officers for the three ANG TAC
Control Groups. The upgrade actions affect the ANG's Officer and
Enlisted Grade Enhancement Program and the reclassification of 91 ANG
intelligence operations specialist positions (full-time air
technicians) to identify increased experience requirements.
(Lt Col King, INF, AV 227-9705)
NEW CHIEF, INTELLIGENCE TRAINING AND EDUCATION DIVISION
We'd like to introduce our new division chief--Lt Col Jim Willis who,
based on his very diverse intelligence background, many of you may
already know. Jim, recently arrived from HQ USAFE, has just the
credentials we need for the INFP chief. Other than the fact he has
first-hand experience in most of the intelligence disciplines, he also
possesses detailed knowledge about the current intelligence training
modernization. programs and was one of the "founding fathers" of
intelligence training consolidation at Goodfellow AFB. Prior to his
HQ USAFE assignment, Jim-was assigned to HQ USAF/INX, both as an
executive officer and as the intelligence training program element
monitor. Before that, he was a training staff officer at HQ ATC. In
short, Lt Col Willis knows the Air Force intelligence training system
and its associated programming and resourcing actions. We feel very
fortunate to have him in this important position on the force
management team. (Maj Downey, INFP, AV 227-39.29)
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AIR FORCE INTELLIGENCE -FORCE DEVELOPMENT PLAN (FDP)
INF is undertaking a project to develop a new, updated Air Force
Intelligence Force Development Plan. The original FDP, written in
1984, was authored and published with a narrow focus on training and
manpower issues. While it fulfilled an important role in the past, it
is in need of updating to meet our cur-rent and future needs.
Rather than merely updating the 1984 plan, INF is expanding the scope
and utility of the document. It will be designed to provide the
framework and guidance for managerial and programmatic actions to
support manpower, personnel, and training requirements for the
intelligence total force--Officers, Enlisted, Civilians, Reserves, and
Guard--for the next 20 years.
The FDP supports AF/IN functional manager responsibilities for
intelligence force management as stated in AFR 200-1. It is one of
the sustaining plans of the Air Force Intelligence Plan (AFIP), which
is the capstone document for Air Force Intelligence corporate planning.
The. FDP thrust is to ensure a viable, credible .force structure for the
total intelligence force to optimally execute the warfighting mission.
Success of -the FDP is tied to ensuring it is in step with overall. Air
Force Intelligence corporate planning and complements other national
and DoD planning documents. The FDP will dovetail with another major
planning effort, the Intelligence Mission Area Analysis Plan (IMAAP),
currently underway. IMAAP is a major planning focus for Air Force
Intelligence and takes a total look at Air Force Intelligence now
through 20 years. MAJCOM involvement in building both plans is the
lynchpin to their ultimate success.
Like the IMAAP, the FDP will support specific mission .objectives of
Air Force missions/specialized tasks (as defined in AFM 1-1). Annexes
will list alternative courses of action to remedy shortfalls
identified in the basic document, while taking into consideration-the
realities of the the operating environment (e.g., fiscal constraints,
demographic anal technical forecasts, phaseout of obsolete equipment/
missions, command priorities, etc.).
Completion of the FDP is projected 18 months from the start of the
project (Sep 88). Commands will be contacted throughout this effort
for project support as the data collection begins. We solicit your
support for this important undertaking, since the FDP will be based on
command requirements. We are committed to building a document that is
.realistic and useable for ensuring our intelligence force remains an
integral part of the warfighting team.
(Cape Hachida, INFC, AV 354-4602)
(2)
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,OFFICER PROFESSIONAL DEVELOPMENT
HQ USAF/DP has conducted an integrated review of the officer develop-
ment process. The goal of this effort is a redirection of the officer
corps toward a program of officer professional development (OPD).
Approved OPD initiatives fall into four major categories: education,
assignment, evaluation, and promotion/force structuring actions.
Education: Only captains with no more than seven years commissioned
service will be eligible to attend Squadron Officer School (SOS). To
allow most captains to attend, SOS will eventually be shortened to six
weeks. All majors will be required to take Intermediate Service
School (ISS) in some form. Both ISS and Senior Service School (SSS)
selection will be decoupled from promotion selection. Each year,
MAJCOMs will determine which majors will meet the annual ISS
designation board and which lieutenant colonels will meet the SSS
board.
Assignment: AFR 36-23 is being totally revised and will include the
basic OPD philosophy, formalize the commander's involvement in the
program, and explain procedures for the revised AF Form 90. The
ASTRA, JCS Intern, and MAJCOM "spotlight" programs will be discontin-
ued. Existing directives on 7 Day Option rules will be enforced.
Recognizing that quality deferred lieutenant colonels are valuable
assets, these officers will be assigned viable jobs on Air Staff and
MAJCOM staffs.
Evaluation: The revised Officer Evaluation System (OES) went into
effect 1 Aug 88. The OES involves performance feedback, performance
reporting, and promotion recommendation. Company grade officers must
receive formal performance feedback and be provided a Performance
Feedback Worksheet (PFw). The Officer Performance Report (OPR)
provides an official record of an officer's performance. Promotion
recommendations are inappropriate for the OPR. A separate Promotion
Recommendation Form (PRF) will communicate promotion recommendations
to the central selection board. The PRF process will be used for the
upcoming CY89 captain, lieutenant colonel, and colonel selection
boards.
Promotion/Force Structuring: Promotion to captain will result in a
one year Active Duty Service Commitment. Consideration for below-
the-promotion zone to major will begin two years early instead of the
cuzrent three years. Consideration for Regular Air Force augmentation
will only take place at about the 7 year point (currently three looks
at 4/5/7 year points). Augmentation rates will vary for pilots,
navigators, nonrated ops, and mission support. Due. to officer force
reduction, the Air Force will conduct a Selective Early Retirement
Board (SERB) in Nov 88. This board will only consider colonels with
five or more years in grade and lieutenant colonels deferred three
times.
Although implementation procedures are not fully developed, these
initiatives complement the comprehensive redirection in Air Force
officer professional development. We will keep you informed on
further developments. (Maj Elliott, INFO, AV 354-4602)
(3)
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AFR 36-23 REVISION
The CSAF has approved the initial four chapters of AFR 36-23, renamed
Officer Professional Development (OPD). These chapters form Part I
and focus on OPD philosophy, responsibilities, the assignment process,
and the AF Form 90, Officer Assignment Worksheet. Work is-now
beginning on Part II which will include specialty chapters and
professional development guides for each utilization field including
intelligence. AF/INF and HQ AFMPC, Palace Sentinel, are working
together to draft the intelligence chapter. We will use as a baseline
the Chapter 35, AFR 36-23 change coordinated last year-prior to the
CSAF decision to completely rewrite AFR 36-23. This baseline will be
modified to reflect guidance in the initial four chapters as well as
the approved OPD initiatives which support the redirection in officer
professional development. (Maj Elliott, INFC, AV 354-4602)
FOREIGN LANGUAGE SUPPORT TO THE STRATEGIC ARMS REDUCTION TALKS
With the possibility of a. Strategic Arms Reduction Talks (START)
treaty, we must do all we can to avoid the problems we had with the
INF treaty manpower requirements. Air Force can not grow a Russian
.linguist overnight. While the INF treaty has been handled-with
existing resources, the increased START requirements (estimated by
AF/XOXXI as a minimum of four times to as much as ten) will have a
severe impact on multiple Air Force missions.
We have been in contact with representatives from AF/DPXO, AF/XOXXI,
AF/PRME, Navy, Army, and the On-Site Inspection Agency (OSIA) and
expressed our concerns. All agree that we have a valid point, b~:t
until the requirements are defined, there is little anyone is willing
to do. Preliminary requirements for the INF treaty were not
identified until the treaty was actually drafted. The services were
caught in a catch-up game from the beginning. By AF/IN getting
involved now, we want to apply pressure on OSIA to address specific
START requirements as soon as possible.
(Maj Duarte, INFM, AV 354-6271)
(4)
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FOREIGN LANGUAGE PROFICIENCY PAY (FLPP) UPDATE
The FLPP program has been in existence for over a year and is
proceeding smoothly. To date, the Air Force has paid out a total of
over $800,000 with approximately 1,000 personnel receiving FLPP per
month. We have explored many new or alternative approaches to
expanding the program, some of which are identified in a proposed
change to AFR 35-13, Foreign Language Proficiency Pay, as listed
below.
We will soon submit a change to AFR 35-13 to incorporate recent policy
changes instituted to improve the overall effectiveness of the
program. These changes include, but are not limited to:
- Exempt exchange officers from the requirement to occupy a
language designated position (LDP) on the unit manning document
(UMD) to qualify for FLPP. Exchange officer positions are not
normally included on a UMD.
- Authorize personnel assigned to an LDP during an extended TDY
(90-180 days) to qualify for FLPP for the length of the TDY,
provided they meet all other qualifications and do not require
the language at their home stations.. The Defense Language
Proficiency Test (DEPT) should be current, taken prior to
departing on the TDY, or, for short-notice TDYs, taken
immediately upon return.
- Authorize exemption from the AF Form 1780, Request to
Establish/Change Foreign Language Designated Position (LDP),
requirement for 208XXX enlisted personnel authorizations since
the language is inherent in the AFSC.
- Detailed instructions for completion of AF Form 1780 and a
listing of Air Staff-level AFSC functional managers to expedite
coordination for LDP submissions.
As the program grows and changes, we will continue to provide updates
on significant FLPP developments.
(MSgt Vick, INFPE, AV 224-6164/6133)
(5)
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AIR FORCE INTELLIGENCE RESERVE .LANGUAGE TEAM PROGRAM
The Air Force Intelligence Agency's Intelligence Reserve Directorate
operates a Foreign Language Training Program to maintain and upgrade
foreign language skills of reservists filling HUMINT/Foreign Language
Mobilization positions. The language program provides refresher
training at the Defense Language Institute's Foreign Language Center,
Monterey, CA; maintains a pool of linguists presently not assigned to
HUMINT/language designated positions; and operates a Foreign Language
Team in Russian, Arabic, Chinese Mandarin, Polish, Spanish, and
German. Teams are predominantly composed of linguists with 2-level
and above linguistic skills. Language teams meet up to four weekends
a year at various CONUS locations. Meetings are conducted in a total
immersion mode with a "no English" rule enforced insofar as possible.
The emphasis is on conversational use of the language in a phased
program of instruction. The teams also include linguists from the
Navy, Marine Corps, and Army. The team program lend s. itself to
accommodating active duty area specialists who desire foreign language
refresher training in the languages listed above.
(Mr Ralph Whitebergh, AFIA/RE, AV 354-4746/2938)
ADVANCES IN JOINT SPACE INTELLIGENCE TRAINING (JSIT)
In,July 85, OSD designated HQ USAF the DoD Executive Agent for Joint
Space Intelligence Training (JSIT). Since then INFP, in conjunction
with representatives from each Service, its Service space
organization, and DIA/OT-1, has worked hard to define DoD-wide JSIT
requirements. ATC and the 3490 Technical Training Group (TCHTG) have
made giant improvements in the Joint Space Intelligence Operations
Course (JSIOC) since it was first implemented in 1985.- That's what
this article is about--to tell you about some recent developments.
First, JSIOC "hit the road" 16-26 Aug 88 in a mobile training team
(MTT) version, courtesy of DIA/OT-.1 in Washington D.C. But, DIA
analysts were not the only people able to attend. Via DIA's funding
of the MTT, analysts from DIA, NPIC, NSA, AFIA, and naval space
organizations at Suitland, MD and Dahlgren, VA attended. If you think
your organization would benefit from this two week course on space
intelligence/space operations at-the SI/TK level, we urge you to
contact HQ ATC/TTOI, Maj Castillo, AV 487-2787.
In early August, the 3490 TCHTG began offering a new course, the Joint
Space Intelligence Operations Policy Course (JSIOPC). This four-day
course provides executive level students (Lt Col and above) a seminar
on joint. space intelligence/space operations with a slant towards
policy and decision-making issues. The course is conducted almost
entirely by senior experts throughout the Colorado Springs Space
Community.. More information on this course is also available through
Maj Castillo at HQ ATC. (Maj Downey, INFPT, AV 227-3929)
(6)
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TECHNICAL TRAINING SYSTEM ACQUISITION UPDATE
The following is an update for the various training equipment upgrades
taking place at Goodfellow Technical Training Center:
SENTINEL BRIGHT I is the Air Force program to modernize crypto
linguist training and is commonly referred to as the Voice Processing
Training System (VPTS). Goodfellow AFB has received all 460 of its
workstations and is diligently working on converting language courses
to the computer-based training system. AF Systems Command is working
on an engineer change proposal (ECP) to improve response time on the
VPTS. While the ECP has not been made to all the VPTS workstations,
initial indications suggest the system will be greatly enhanced.
SENTINEL BRIGHT II, the program to modernize cryptologic operator,
system maintenance, ELINT analysis, and cryptologic analysis. and
reporting, is moving forward at an ever-increasing pace. In Sep and
Oct 88, critical design reviews will be held to insure that the system
meets all specifications prior to exercising the production options.
We expect that the production option proviso should be activated in
the first quarter of FY-89. Additionally, preparations are underway
to begin installing the Courseware Development Facility (CDF) at
Goodfellow AFB. We expect this facility to become operational mid to
late Nov 88. With the delivery of the CDF, courseware developers at
Goodfellow can begin development of computer-based training courseware.
This will allow us to use SENTINEL BRIGHT II for training coincidental
with equipment installation at Goodfellow.
SENTINEL ASPEN I, the program to modernize imagery training, is
becoming a reality. After a bumpy start and difficult development
period, softcopy and hardcopy generic imagery training is approaching
its delivery time at Goodfellow. Loral Corporation is doing systems
testing at its plant and expects to del-fiver 16 softcopy workstations
and 45 hardcopy workstations to Goodfellow in the second quarter of
FY-89. Additionally, the Program Management Decision (PMD) to expand
the system by one additional softcopy and 60 additional hardcopy
positions was signed 11 Aug 88 by the Air Staff. We expect it to be
published shortly. Also, the Army has opted to buy this generic
softcopy trainer to support training requirements at Ft Huachuca.
SENTINEL ASPEN II, an initiative to modernize the remainder of general
intelligence training at Goodfellow AFB using the SENTINEL BRIGHT II
technology, is about to start. The Concept of Operations has been
written and the Program Management Decision was signed 11 Aug 88. We
are currently distributing the PMD and expect delivery of the system
in the first or second quarter of FY-90. If the funding lines do not
take a cut, the system will be sized at approximately 250 workstations.
When all four programs are completely delivered in the mid 90s,
Goodfellow AFB will be the largest user of computer-based training in
Air Training Command. Equipment will include 23 mainframe computers
and over 1500 workstations. The tremendous task faced by the
3480 Technical Training Wing, converting your courses to computer-
based training, is truly deserving of everyone's support. We applaud
your support to Goodfellow and encourage your continued policy of
sending highly qualified personnel to Goodfellow. Not only do they
construct and maintain your courses, they teach and "Show the Way" to
our future intelligence personnel. (Maj Malipsey, INFP, AV 224-6133)
(7)
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The National Academy of Public Administration (NAPA), which is
performing a comprehensive study and comparative analysis of the
Civilian Personnel Management and Compensation Systems of the
Intelligence Community, will submit its second interim report to the
House and Senate Permanent Select Committee on Intelligence on
1 Sep 88. The final report is due 29 Dec 88.
A major- objective of the program is to develop recommendations for
improvement in the Intelligence Community agencies' compensation and
benefits systems. In August, NAPA began collecting data for the
compensation portion of the study with the following three objectives:
a) Evaluate the existing pattern of compensation (pay and
benefits) within and among the agencies of the Intelligence
Community in terms of consistency and equity.
- Evaluate the pattern of compensation of .other employers in
comparison to the Intelligence Community.
- Evaluate the rationale for any compensation Differences
among agencies.
b) Review current proposals for .changes in pay and benefits
within the Intelligence Community and develop criteria or
guidelines for future changes.
c) Examine proposals and make recommendations for changes in
compensation systems beyond those currently under consideration.
(Ms Hoopes, INF, AV 354-4484)
In 'Oct 88, DIA plans to distribute the new DoD 1430.10-M-3, DoD-Wide
Intelligence Career Development Program Manual for General
Intelligence Personnel dated Ju1.88, to all servicing Consolidated
Civilian Personnel Offices and each Intelligence Career Development
Program registrant.. This manual provides a one-source document for
registrants within the Intelligence Career Development Program and
includes program requirements, changes, and refinements which have
been published since the original manual was issued in Jul 1973. It
supersedes the following. documents: DoD 1430.10-M-3, dated Feb 78; and
DoD Manual 1430.10-M (Annex 3: General Intelligence) Procedural
Manual, Defense Intelligence Special Career Automated System, dated
Mar 84. The manual supports the Civilian Intelligence Personnel
Management System.
(Ms Hoopes, INF, AV 354=4484)
(8)
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ENLISTED INTELLIGENCE PROMOTIONS
Promotion statistics for the MSgt and SSgt cycles that compare AF-wide
selection rates with rates for intelligence AFSCs are provided below.
Five intelligence AFSCs, identified with an asterisk, are on the.
Chronic Critical Shortage skills list to receive a slightly higher
rate than AFSCs with better NCO manning. USAF policy is equal
promotion, within mathematical limits, for all AFSCs. Promotions are
not analyzed by command.
FY-89 MSgt Promotions
The AF-wide FY-89 MSgt selection rate was 18.87$. Average time-in-
grade was 4.20 years and time in service was 15.03 years. FY-89
promotions approximate the FY-88 rate. However, FY-89 selections
reflect a reduction in selection rates since the FY-83 to FY-87
period. For example, there were 6726 selectees out of 30,000+
eligibles (22.1$) in FY-88 and 7700-9600 out of 25,000-31,000
eligibles (28.3$-32.5$) during the period FY-83 through FY-87.
AFSC
Eligibles
Selected
Selection Rate
AF-wide
34,559
6521
18.87$
201X0 (Ops Intel)*
143
32
22.38$
201X1 (Tgt Intel)
41
8
19.51$
202X0 (Traffic Analyst)
128
24
18.75$
205X0 (ELINT)*
47
10
21.28$
206X0 (Imagery)
58
11
18.97$
207X1 (Morse Open)
103
19
18.45$
207X2 (Printer Oper)*
76
17
22.37$
208XX (Linguists)*
219
49
22.37$
209X0 (C3CM)*
_
12
3
25.00$-
222X0 (Surveyor)
11
2
18.00$
233X0 (Photo Equip)
53
10
18.87$
99606 (HUMINT)
9
2
22.22$
FY-89 SSgt Promotions (A-Cycle)
The AF-wide selection rate for the FY-89A SSgt cycle (10.75$) was
slightly higher than the FY-88 rate--8.2$ for 88A and 9.2$ for 88B.
Average time-in-grade was 3.09 years and time-in-service was 5.99
years. This increased selection rate was due to the FY-88 DOS
Rollback program which reduced the number of eligibles and increased
the number of vacancies. However, promotions continue to be well
below FY-83 to FY-87 levels (ranging from 12.9$ to 15.4$).
AFSC
Eligibles
Selected
Selection Rate
AF-wide
84,019
9028
10.75$
201X0 (Ops Intel)*
156
20
12.82$
201X1 (Tgt Intel)
115
12
10.43$
202X0
(Traffic Analyst)
249
26
10.44$
205X0
(ELINT)*
120
15
12.50$
206X0
(Imagery)
148
16
10.81$
207X1
(Morse Oper)
298
32
10.74$
_207X2
(Printer Oper)*
134
17
12.69$
208XX
(Linguists)*
790
103
13.04$
209X0
(C3CM)*
34
4
11.76$
222X0
(Surveyor)
11
1
9.09$-
233X0
(Photo Equip)
120
13
10.83$
99606
(HUMINT)
4
1
25.00$
(CMSgt Boyd, INFC, AV 354-2740/4602)
(9)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/23: CIA-RDP90M005518002001250025-4
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/23: CIA-RDP90M005518002001250025-4
SELECTIVE REENLISTMENT BONUS (SRB) PROGRAM CHANGES
The impact enlisted reenlistment rates have on intelligence capabilities and
replacement costs dictates command involvement in retaining the trained
intelligence .airman/NCO. A recent SRB program change .will be implemented on
1 Sep 88 (additions/increases) and 1 Oct 88 (deletions/decreases). The Zone A
bonus is for the first termer, Zone B is for the second termer, and Zone C is
for the career NCO. The table below provides a history of Zone A/B/C bonuses
paid 20XXX members since Jan 86. There are no Zone C bonuses in the current
.program. The two columns at the right reflect impact of the Aug 88 change on
intelligence AFSCs.
AFSC
JAN 86 AUG 86
MAR 87
DEC 87
MAR 88
AUG 88
Zone A -
Zone B
201X0
0/0/0 .5 0/0
.5 0 0
1/0/0
1 0/0
1 1/0
No Chg
+1
201X1
1 1/0 1 1 0
1 1 0
1 .5/0
1 0/0
1 0/0
N_ o Chg
No Chg
202X0
.5/1/0 .5/1/0-
1/1/0
1/.5/0
1/0/0
1/0/0
No Chg
No Chg
205X0
1/1/0 2/2/1
3/2 1
3 2/1
3/2/0
3 2 0
No Chg
No Chg
206X0
.5/0/0 .5/0/0
1/0/0
1/0/0
1/0/0
1 0/0
Igo Chg
No Chg
207X1
0/0/0 0 0/0
0 0/0
0 0/0
0/0/0
0 0/0
No Chg
No Chg
207X2
0/1/1 0/1/1
.5/1/0
0/1/0
1/0/0
1/1/0
No Chg
+1
208X1
2/2/2- 2/2/2
208X1A
* *
3 2/1
3 2/.5
3 2/0
3/2/0
No Chg
No Chg
208X2
2/2/2 2/2/2
208X2A
* *
3/2/1
3 2/.5
3 2/0
3/2/0
No Chg
No Chg
208X2B
* *
1/2/1
1/1/0
1/1/0
1 1/0
No Chg
No Chg
208X2E
* *
0/1/1
0/1/0
0/1 0
0/1 0
No Chg
No Chg
208X3
2 2 2 2 2/2
208X3A
* *
2/1/1
2/1/0
1/1/0
2 2/0
+1
+1
208X3B
* *
2/2/1
2/2/.5
2/2/0
2 2/0
No Chg
No Chg.
208X3C
* *
2/2 1
3/2/1
3/2/0
3 2/0
No Chg
No Chg
208X3D
* *
1 1 1
X1/0
1 1 0
1 1/0
No Chg
No Chg
208X3F
* *
1 1/0
1/1/0
1 1/0
1/1 0
No Chg
No Chg
208X3J
* *
1/0/0
1/0/0
1/0/0
1 0/0
No Chg
No Chg
208X4
2 2/2 2/2/2
208X4A
* *
1/1/1
1/1/0
1/1/0
2 2/0
+1
+1
208X4B
* *
2/1/1
2/1 0
2 1/0
2 1/0
No Chg
No Chi
208X4C
* *
1/1/0
0/0/0
0/0/0
0/0/0
No Chg
No Chg
208X4D
* *
1 1/0
1 0/0
1 0/0
1 0/0
No Chg
N
o Chg
208X4E
* *
1 1/0
1 0/0
1 0 0
1 0/0
No Chg
-
No
Chg
208X4G
* *
1/1/0
1/0/0
1 0 0
1 1/0
No Chg
_
+1
208X4J
- -
**
2 1 0
2 1 0
2 1 0
No Chg
No Chg
208X5
2/2 2 2/2/2
208XSA
* *
2 1 1
2/1 1
2/1/0
3/1/0
+1
No Chi
208X5B
* *
1 0/0
1 0/0
1 0/0
1 0 0
No Chg
No Chg
208X5C
* *
2/1/1
2/0/0
2/0/0
2/0/0
No Chg
No Chg
208X5D
* *
2 2/1
2/2/1
2/2/0
2/2/0
No Chg
No Chg
208X5E
* *
1 0 0
0/0/0
0 0 0
0 0 0
No Chg
No Chg
209X0
.5 .5 1 0/.5/1
.5 1/1
.5 1 0
1 0/0
1 1 0
No Chi
+1
* Bonuses were paid all 208XXX linguists equally thru Feb 87.
** A new AFSC created early 1987.
(CMSgt Boyd, INFO, AV 35.4-2740/3602)
(10)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/23: CIA-RDP90M005518002001250025-4
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/23: CIA-RDP90M005518002001250025-4
SENIOR ENLISTED INTELLIGENCE PROGRAM (SEIP)
The SEIP was established to provide our top senior intelligence NCOs
an advanced study course in national intelligence organizations;
collection management; production, collection, and dissemination of
national intelligence; intelligence analysis; indications and warning
operations; scientific and technical intelligence; and regional area
studies. The 41-week course is designed to enhance the professional
knowledge of selected senior NCOs.
The course, established in 1980, is taught at the Defense Intelligence
College, Bolling AFB, Washington D.C. Air Force began sending
students in Sep 82. To date, 32 Air Force senior NCOs have attended
the program. Of these, 12 completed the Post Graduate Intelligence
Program (PGIP) available to individuals with a bachelor degree. The
1987-1988 class of 11 senior NCOs, our largest to date, had eight PGIP
graduates. Budgetary and assignment limitations have allowed only
five attendees for 1988-1989; however, four of these are eligible for
PGIP.
For best utilization, every attempt is made to assign SEIP/PGIP
graduates to national, joint, or operational positions of
responsibility within the intelligence community. A special
experience identifier (SEI) of 002 has been established to track these
graduates and identify positions suitable for individuals with this
additional education.
We solicit your participation in encouraging-your top-notch senior
NCOs to apply for this exceptional program. Our 0322552 Aug 88
message outlined eligibility criteria and requested volunteers for the
1989-1990 class.- (MSgt Vick, INFPE, AV 224-6164/6133)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/23: CIA-RDP90M005518002001250025-4